What You Own

1. Certification - Weeks 1 - 2:

No Warrior reaches the floor uncertified. That gate is yours.

Full-day classroom for every batch: category and CCNM protocol depth, pitch construction, discovery and need-creation, objection handling, pricing and plan logic, LeadSquared and dialer discipline, compliance and data-privacy norms. Heavy role-play load - every Warrior scored on live mock calls before release.

A hard pass/fail gate at the end of Week 2, against a written rubric.

Nesting handover to the floor: live call listening, side-by-side correction, documented graduation criteria.

2. Ramp to 8L - Weeks 3 - 12:

Five structured correction cycles across the ten weeks after classroom, group and one-on-one.

Same discipline every cycle: pull actual revenue, identify who is off the 8L trajectory, diagnose cause from call recordings, run targeted correction.

Publish a trajectory view after each cycle - who is on track, who is not, and the named intervention against each person. Escalate non-responders after two consecutive cycles, in writing.

Feed ramp-failure patterns back into hiring, with the data behind them.

3. The 6L - 10L Lift - continuous:

The core of the role. Build the mechanism that moves the existing base - not a refresher calendar.

Segment before you train. Diagnose the floor by revenue band. The 4L Warrior and the 8L Warrior have different problems and cannot be fixed in the same room.

Codify the top decile. Identify what your best Warriors do differently and make it the standard pitch. The fastest route to 10L is the top of your own floor.

Run on evidence, weekly. Content driven by call audits, revenue distribution, conversion drop-off, price-before-pitch and need-creation rates, average ticket, upsell attach, renewal leakage. Small-batch working sessions, never broadcasts. 72-hour redeployment. Any pricing, plan or policy change is rebuilt into the pitch and back on the floor inside three days. Bottom quartile on the clock. Focused remediation against a defined window, with a clear exit recommendation at the end of it.

4. Manager Coaching Capability:

The tenured number is unreachable if correction only happens when you are in the room.

Build the coaching capability of Team Leads and Area Managers. Install a standard cadence in the line: call-listening quota, structured feedback format, documented one-on-ones. Certify managers on coaching quality. Report their coverage alongside your own numbers.

5. Content, Tooling and Assessment:

Own the full library: modules, decks, call scripts, objection banks, role-play cases, product one-pagers, assessment papers, certification rubrics, manager coaching guides.

Live objection bank sourced from real recordings, refreshed monthly.

Run the stack yourself LMS, assessment tooling, call-recording review, video and micro-learning, AI-assisted call scoring where it earns its place. Design, administer and score assessments. Publish results at batch and individual level.

6. Measurement:

Weekly scorecard: batch throughput, certification pass rate, cohort revenue curve, tenured revenue distribution and month-on-month movement, refresher and coaching coverage, quality scores, 90-day retention. Present in the weekly business review and defend the numbers.

First 90 Days in Role:

12-week cohort program documented, versioned and running on a fixed calendar.

Certification rubric live, with pass rates reported per batch.

Tenured floor segmented by revenue band - diagnosed root cause and a named intervention per band.

Baseline revenue curves established for the tenured base and every in-flight cohort.

Manager coaching cadence installed and reporting.

A written, defensible plan for 6L to 10L the monthly step and the assumptions it rests on.

Who We Are Looking For:

- 7 to 10 years in L&D or sales capability, including ownership of the training function for a floor of 100 sellers.

- Minimum 3 years training a field or tele-sales floor. Healthcare, diagnostics, insurance, edtech, fintech or D2C retail preferred.

- Personal quota-carrying experience. You have sold, not only taught selling.

- A tenured-base lift you can prove - the revenue-per-seller movement you delivered on an existing team, not only new-hire ramp numbers.

- Cohort-level outcome ownership, with the productivity numbers your batches actually delivered.

- You have built manager coaching capability, not only trained frontline sellers.

- Can hold a classroom of 20 - 40 for two full weeks and keep the room working.

- Fluent in English and Hindi. Kannada is a strong advantage.

- Fluent with call audits, CRM reporting and spreadsheet analysis. You read the funnel and locate the training gap yourself.

- Willing to work floor hours, including Saturdays during peak batch cycles.

Strongly Preferred:

- Hands-on with training tooling and content build - LMS administration, module and video build, assessment design, role-play and simulation tooling.

- Has built a certification framework from scratch.

- Preventive health, diagnostics or wellness exposure.

- Trained through rapid headcount scale-up, or stood up L&D in a second city.