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The Sales Manager Corporate Salary will drive acquisition and portfolio growth from high- quality corporates (T1 IT/ITES, GCCs, MNCs, consulting, pharma, BFSI captives). The role requires strong enterprise relationship management, superior stakeholder engagement, and the ability to deliver high-quality salary accounts with strong activation and cross-sell potential. Key Responsibilities 1. Acquisition of High-Quality Corporates Identify, prospect, and onboard Tier 1 and high-governance corporates with large employee bases and stable salary credit behaviour. Build multi-level relationships with CHRO, CFO, Comp && Ben, Payroll, and Admin stakeholders. Drive end-to-end corporate conversion with strong focus on quality, activation, and long-term salary credit consistency. 2. High-Quality Account Acquisition && Portfolio Growth Achieve monthly targets for salary accounts, activation rate, and premium segment penetration. Ensure onboarding of high-income segments (50K+, 1L+ bands) across white- collar profiles. Deepen wallet share through digital onboarding, card penetration, PL/CX cross- sell, investments, and insurance. 3. Relationship Deepening in Existing T1 Corporates Expand penetration in existing corporates through desk activations, HR campaigns, employee sessions, and new joiner programs. Manage annual/quarterly reviews with corporate stakeholders to sustain engagement and increase share-of-wallet. Collaborate with GCC HR teams for assimilation programs for expat and senior-level employees. 4. Cross-Functional Collaboration Work closely with Branch teams, COCO teams, VRMs, Credit Card && PL teams to deliver a unified salary offering. Ensure seamless onboarding by coordinating with Ops, Compliance, Product, and Digital teams. Use payroll partnerships, marketplace integrations, and digital journeys to scale acquisition sustainably. 5. Compliance, Governance && Quality Control Adhere to all onboarding, KYC, AML, and salary credit compliance guidelines. Maintain hygiene in account onboarding with fraud-free, zero discrepancy documentation. Ensure salary credit stability by closely monitoring portfolio behaviour in high-quality corporates. Key Skills && Competencies Strong experience in corporate sales, enterprise relationship management, or institutional banking. Ability to engage senior HR && CXO-level stakeholders confidently. Understanding of highquality customer segments and premium banking value propositions. Data-driven with strong understanding of conversion funnels, activation metrics, and revenue levers. High negotiation skills, presentation ability, and consultative selling approach. Qualifications && Experience Graduate/Postgraduate (MBA preferred). 6-10 years of experience in BFSI corporate acquisition roles; preference for candidates handling IT/ITES, GCCs, MNCs, or enterprise accounts. Proven track record of acquiring and managing high-value corporate relationships. Interested one pls share resume on recruiter4.spbcgroup@gmail.com
Most are in India and the US. Here's how to pick the right one for you.
74.689Jobs
17.483IN
79%EN
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.