Nomiso - Director - Sales

WHO WE WANT?

Someone who sells by earning trust, not burning through contacts. Relationship-first, advisory by instinct the kind of person CXOs call back because the last conversation was worth their time. Has sold technology in the enterprise, understands what AI is doing to software delivery and IT Operations and wants to be in the room where the next wave is being shaped.

WHERE DO YOU COME FROM?

MBA and/or Engineer, class of 2010 or later. 8-14 years in enterprise technology sales with at least some of it in companies that built real products and had to fight for every account.

WHERE DO WE LOOK?

We look for people who came up in challenger companies where they had to earn the first meeting, build the category narrative, and close without a safety net. Four pools matter:

- Indian product companies with enterprise sales DNA. Zoho when everyone said Salesforce had already won. Freshworks before it hit NASDAQ. Icertis before Fortune 500 procurement teams had heard of it. Darwinbox taking on Workday in markets Workday ignored. Druva, Chargebee, Whatfix, Mindtickle, Yellow.ai, Uniphore companies that built real enterprise pipelines on conviction before they had brand recognition.

- Global companies with real sales offices in India not support, not pre-sales, but quota-carrying enterprise reps. Confluent, MongoDB, HashiCorp, Elastic, Dynatrace, Sprinklr people who sold to engineering and business leadership simultaneously and learned value-based selling in a competitive market.

- Telco-adjacent. Subex, Amdocs India, Sterlite Technologies, TEOCO people who already speak the language of telco operations, understand network economics, and have sold into that C-suite. Given what ByteLens does, this background is a head start, not just a nice-to-have.

- Fintech software. Perfios, Karza, Signzy, Intellect Design Arena, Nucleus Software, HighRadius companies that sold software into banks, NBFCs, and financial institutions at the CXO level. These salespeople know how to navigate long cycles, complex stakeholder maps, and regulated buyers. That patience and precision is exactly what Nomiso's enterprise motion requires.

The pattern matters more than the name on the badge. We want people who know what it feels like to sell without a safety net and won anyway.

WHAT KIND OF PERSON?

Restless. Self-directed. Can walk into a room of skeptical engineers and a room of skeptical CFOs and hold both. Doesn't wait for pipeline to appear; creates it. Believes that companies born in the 2020s Anthropic, Cursor, Sarvam AI, Krutrim, Windsurf are rewriting how software gets built, and wants to be selling that story, not watching it from the sidelines.

HOW TO PITCH THIS ROLE

What is Nomiso?

Nomiso is an AI co-engineering company. Not a services company. Not a SaaS company. Something newer and harder to build.

The bet: AI has already made individual developers 10x faster. But enterprises haven't moved. Quality breaks down, delivery lags, institutional knowledge sits in spreadsheets and in people's heads. Nomiso embeds into the enterprise and fixes that with AI models that run on the customer's own data, improve sprint over sprint, and never leave the building.

Two products power this: ByteLens, an AI operations intelligence platform for telecom built to surface the margin and reliability insights that NOC teams can't see; and Intelli-Q, an enterprise quality intelligence platform that turns SDLC health from a lagging indicator into a live signal. Both deployed on-premise. Both compound in value over time. Neither creates vendor lock-in.

The clients are real. The pipeline is live. The next sales hire shapes how fast this becomes a category.

Reporting line

This person reports directly to the Chief Commercial Officer . Small team, direct access, high accountability.

On compensation

Don't lead with compensation. This role is not for someone looking for a job. It's for someone who wants a stake in something being built. The right candidate will ask "what are we solving?" before they ask "what does it pay?" and when they do ask, tell them: the company is prepared to share success, not just salary.

The signal to watch for

If the first thing they negotiate is the title or the package they're not the one. If they talk about working hours, drop the dialog.