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Kensington Learning Space About This Role The Education Consultant Manager is a pivotal leadership role at Kensington Learning Space. At this level, you are no longer measured by your personal sales performance, you are measured by the performance, growth, and capability of your entire team. This role sits at the intersection of people leadership, business strategy, and data-informed decision-making. You will coach and develop a team of Education Consultants, own the commercial performance of the department, and begin making decisions that shape revenue, programmes offerings, and the long-term direction of the business. The best EC Managers at KLS are leaders who still care deeply about families and children, but who now express that care through the quality of the team they build and the business they run. Key Responsibilities Team Leadership & People Development Your primary responsibility is the performance and growth of the people in your team. A strong individual who doesn't develop others is not succeeding at this level. Coach and develop EC Supervisors and Senior ECs to consistently improve team performance and individual capability Identify development needs across the team and create structured plans to address them including building succession pipelines for key roles Conduct regular one-to-ones, performance reviews, and competency assessments that are substantive, honest, and forward-looking Recruit, onboard, and integrate new team members effectively, setting clear expectations from day one Create a team environment where feedback flows freely, accountability is high, and people feel supported to grow Commercial Performance & Revenue Growth At Manager level, you own the numbers and you understand what drives them. Drive revenue growth and department-level business performance against agreed targets and KPIs Analyse sales trends, conversion rates, and pipeline data to identify patterns, risks, and opportunities Make informed, evidence-based decisions about resource allocation, team structure, and sales priorities Develop and execute strategies to improve retention, re-enrolment rates, and family lifetime value Prepare regular performance reports and business updates for the Head of Education Consultants Data, Insights & Business Decision-Making A Manager at KLS is expected to answer questions that a Supervisor cannot yet see. Your ability to use data to drive decisions not just report numbers is what sets this level apart. Why are sales increasing or decreasing? Track root causes, not just outcomes. Diagnose what is actually driving performance shifts. What are the biggest opportunities for growth? Identify where unmet demand, underperforming programmes, or untapped segments exist. How should next term's timetable be structured? Use data on class performance, demand patterns, and family feedback to inform scheduling recommendations. Which programmes should be expanded or introduced? Analyse enrolment trends and parent feedback to contribute programmes development recommendations. How can resources be allocated more effectively? Balance team capacity, programmes demand, and revenue mix to optimise department performance. Cross-Functional Collaboration Work closely with Marketing to ensure lead quality, campaign alignment, and consistent family messaging Partner with the Academic and Programmes teams to align educational delivery with family expectations and sales promises Collaborate with Finance and Operations to ensure department plans are commercially viable and operationally feasible Represent the Education Consultant team in senior leadership discussions, bringing a data-informed perspective Culture, Standards & Continuous Improvement Maintain the consultative, family-first culture that defines how KLS engages with parents holding the team accountable to this standard Identify process improvements across the enquiry-to-enrolment journey and lead their implementation Promote a culture of honest feedback, data literacy, and continuous learning across the team What Success Looks Like You're succeeding as an EC Manager when... Your team consistently meets or exceeds revenue and enrolment targets — not because you're doing it for them, but because you've built a team that can Your Supervisors and Senior ECs are visibly growing in capability each quarter You can explain performance trends using data, not just intuition, and you have a plan to address them The consultative, family-first culture is intact across every member of your team — not just the ones you personally trained You are contributing meaningfully to programme and business decisions, not just executing what is handed down Qualifications & Requirements Essential Bachelor's degree in any field; business, education, or management disciplines are an advantage Proven experience leading and developing a customer-facing or sales team not just performing in one Demonstrated ability to use data and commercial insight to inform decisions, not just report outcomes Fluent in both Thai and English written and spoken at a professional level Track record of growing the capability of individuals through coaching and structured feedback Experience managing toward revenue or commercial targets at a team or department level Strong cross-functional communication skills able to represent your team credibly with senior stakeholders Desirable Prior experience in education, enrichment, or children's services Familiarity with CRM systems and data analysis tools Experience in a premium or consultative service environment Background in curriculum, programme design, or educational operations Prior experience with succession planning or structured talent development Benefits & Perks Core Benefits 5-day working week Social Security (SSO) Paid annual leave (10 days) School holiday leave (additional to annual leave) (23 days) Group health insurance Performance bonus linked to team and business results Life at KLS Free daily lunch Well-being support programme "Yummy Friday" — Bi weekly staff meals and treats Staff parties and team-building activities A culture where leadership is developed, not just expected
Most are in India and the US. Here's how to pick the right one for you.
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WorkMundi's database shows 74,689 open sales positions globally. India leads with 17,483 jobs, followed by the US with 13,876. If you're open to geography, you have real options — but the sheer number means you need a filter. Don't apply to everything. Pick a country, a company size, and a sales model that matches what you actually want to do.
Almost 8 in 10 of these ads have their text written in English. That's useful for reading the job description and understanding what you're signing up for. But it tells you nothing about whether the role requires you to speak English with customers, partners, or your team. Ask the hiring manager directly during your first conversation.
The employers posting the most are boxlunch, SIMPLE RECRUIT, FlexBoard, and tmobile. If you see their name on a listing, you know they're actively hiring. That can work in your favor — high-volume recruiters often move faster. But volume also means competition. Your application needs to stand out.
Sales interviews almost always include a version of this: 'Tell me about a time you lost a deal. What did you learn?' Prepare a real story where you take ownership of what went wrong and what you'd do differently. Hiring managers want to see you learn, not just win.