Sr. Growth Marketing Manager- Nextwave
Budget- 40 LPA
Location- Based in Hyderabad; multi-state travel across all nine states
Experience- 10+ years overall; 2+ years running a multi-state, multi-tier field org (150+ people) HEAD OF FIELD OPERATIONS — NIAT
NxtWave / NIAT | Job Description & Hiring Profile
Role- Head of Field Operations
Location- Based in Hyderabad; multi-state travel across all nine states
Reporting To- Senior Leadership (Founders / CEO / COO)
Experience- 10+ years overall; 2+ years running a multi-state, multi-tier field org (150+ people)
Language-No single language required; multi-language comfort important (South India + Hindi belt) About NIAT
NIAT runs a 4-year B.Tech program built for the AI era; a field organisation meets students and parents, runs counselling through the admissions season, and carries the NIAT story into schools, colleges and coaching hubs across nine states.
The field organisation today is ~200 people across four tiers — SRO → ABH → SBH → ZBH. Role Overview
Own the field organisation end to end, raise productivity per head as it grows, and build the systems that let it scale without losing quality or integrity. This is a builder's role, not a caretaker's — you will still be in the field, personally. Core Responsibilities
The Number — Convert marketing demand into admissions against a seasonal curve; own the field's contribution to the 9-state admissions target.
Coverage & Capacity — Territory design, headcount allocation, beat/visit planning; own the capacity model showing whether the team can mathematically hit target.
Productivity Per Head — Raise admissions per SRO as the team grows, not just by adding headcount — the outcome that matters most.
People at Scale — Hiring engine, ramp-to-productivity,



performance management across four tiers, the SRO → ABH promotion ladder, and hard calls on the bottom decile.
Rhythm & Systems — Daily huddles, weekly/monthly reviews, counselling-season war rooms; visit SOPs, follow-up cadence, lead routing, SLAs, and the performance dictionary.
Cost Management — Field cost per admission, travel/expense governance, incentive design that drives the right behaviour.
Data & Integrity — CRM/app adoption, data hygiene, visit audits; zero tolerance for fabricated data or over-promising to families. Key Outcomes Expected
Hit the field's share of the 9-state admissions target on a seasonal curve, not a year-end scramble.
Show a rising admissions-per-SRO trend as the team scales, not headcount-driven growth alone.
Stand up a working capacity model and a functioning SRO → ABH hiring/ramp/promotion pipeline.
Establish the full review rhythm and SOPs, and get CRM/data hygiene to a standard where audits catch issues early. Must-Have Candidate Profile
Screened on what you've run, not on years:
Owned 150+ field people across multiple states and languages (not a single-city team).
Managed at least two layers of leadership below you (manager of managers), across a four-tier structure.
Run a consultative, high-consideration sale — insurance, education, lending, healthcare, real estate — not a rapid transactional product.
Planned capacity for a compressed peak season (March/exam/harvest-type)



and managed the trough after.
Fluent in field economics — cost per visit, productivity per head, cost per acquisition — without prompting.
Built a hiring engine: 50+ field hires in a year, with a view on ramp time and early attrition.
Caught data fabrication or mis-selling in your own team and acted on it.
Still in the field — leads from the ground, not the dashboard.
10+ years overall, incl. 2+ years running a multi-state, multi-tier field org of this scale.
Strong pluses: exposure across South India and the Hindi belt; experience making a CRM/field-app rollout stick against field resistance; a track record of building or rebuilding a field system rather than inheriting one. Preferred Industry Background
Edtech experience not required. Strong candidates are just as likely to come from insurance agency channels, gold-loan/microfinance branch networks, coaching chains, or BFSI direct sales. Red Flags / Screening-Out Criteria
Team was a network of distributors/dealers/channel partners rather than direct reports.
Has led from an office for the last few years and doesn't want to be back in the field.
Wants a national title with three layers of insulation beneath them — this is a hands-on role at a 200-person org they'll help grow. What We Offer
Scope and mandate — full ownership of the field engine across nine states, reporting into senior leadership.
A build, not a maintenance job — the systems, incentives and bench are yours to shape.
Founder and leadership access — you'll be in the room where strategy is set.
Compensation — competitive fixed plus a performance-linked component tied to admissions and cost efficiency, benchmarked against insurance/BFSI field leadership pay.

📌 Sr Growth Marketing Manager (Hyderabad)
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