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Senior Manager, Sales & Commercial Execution

ARDEM Data Services Private Limited UNIT No B-1/ 5th Floor 504 & 505 DLF MY PAD, Vibhuti Khand Gomti Nagar, Lucknow – 226010, India

Telephone: (phone hidden)

Email: [email protected]

Position: Senior Manager, Sales & Commercial Execution

Employment Type: Full-Time

Location: India

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About ARDEM ARDEM is a managed operations, outsourcing, and automation partner that takes ownership of recurring, workflow-heavy business processes for clients across the United States. ARDEM combines people, process, technology, practical automation, reporting, governance, exception handling, and quality control to give clients greater control, visibility, accountability, and scalability.

We are not a staffing company or a cheap-labor provider. We build and manage operating solutions that reduce client burden and strengthen over time.

About The Role ARDEM is hiring a Senior Manager, Sales & Commercial Execution to lead the day-to-day performance of its North American commercial team. Reporting to ARDEM’s Executive Team, this person will translate approved commercial strategy into consistent execution across business development, pipeline management, follow-up, qualification, coaching, forecasting, hiring, and team development.

This is not a Head of Go-to-Market role and it is not a delegation-only management position. Executive leadership will continue to own overall GTM strategy, positioning, major pricing decisions, strategic pursuits, and material organizational decisions.

The Senior

Manager will own the operating system underneath that strategy: making sure sellers are targeting the right companies, doing enough high-quality outreach, following up consistently, progressing real opportunities, maintaining accurate CRM data, and improving through direct coaching.

The role is designed as a true player-coach position. The Senior Manager will carry a focused personal revenue target and remain directly involved in selected prospecting, discovery, and closing activity while spending the majority of time managing and developing the team. As the commercial organization grows, the personal selling component may reduce while leadership responsibility expands.

A critical requirement is North American commercial fluency combined with real BPO, BPM, outsourcing, or managed-services sales experience. ARDEM is looking for someone who can communicate naturally with US and Canadian executives, understand complex outsourced operating solutions, coach others to the same standard, and help recruit the next generation of successful ARDEM sellers.

What Success Looks Like

- Runs a dependable weekly sales operating cadence with clear expectations, seller 1:1s, pipeline inspection, activity review, coaching, forecasting, and accountability.
- Improves qualified pipeline creation and opportunity progression by ensuring target accounts receive relevant, persistent, executive-level outreach and timely follow-up.
- Creates strong discipline in Pipedrive so active opportunities have accurate stages, next steps, values, owners, dates, qualification, and forecast judgment.
- Raises the quality of North American commercial communication by coaching emails, LinkedIn outreach, calls, discovery, follow-up, objection handling, and executive conversations through real work.
- Carries and delivers against a focused personal revenue target while also owning team revenue, pipeline, and execution performance.
- Builds the commercial team by partnering with HR and executive leadership to identify, assess, select, onboard, and develop additional BPO sales talent.
- Develops sellers who can operate independently, create pipeline, progress opportunities, and earn executive trust without relying on continuous intervention from ARDEM executives.
- Connects lead-generation, warm engagement, RevOps, and sales execution so strong accounts and meaningful buyer signals are acted on quickly and routed to the right commercial owner.
- Reduces the amount of routine seller management, follow-up rescue, pipeline cleanup, and day-to-day commercial problem solving that must be handled by the Executive Team.

Core Responsibilities

- Sales management and operating cadence: Own the daily and weekly management rhythm for Business Development and other assigned commercial resources. Run seller 1:1s, pipeline reviews, activity reviews, priority-account reviews, forecast discussions, coaching sessions, and performance follow-through.
- Player-coach selling: Maintain a focused personal book of strategic accounts or selected opportunities, create pipeline, conduct discovery, progress pursuits, and close business while demonstrating the standard expected from the team.
- Target-account and outbound execution: Ensure sellers work the right ICP accounts, identify the right executive buyers, use relevant business-problem angles, maintain sufficient prospecting intensity, and continue thoughtful outreach after initial non-response.
- Qualification and opportunity progression: Challenge weak or premature opportunities, require clear business problems, buyer relevance, current-state understanding, managed-services fit, next steps, and credible commercial value before significant solutioning effort is committed.
- Pipeline and forecast control: Maintain a fact-based view of qualified pipeline, stage progression, close plans, next actions, risks, stalled opportunities, and forecast confidence. Remove false optimism and surface issues early.
- North American commercial coaching: Coach the team to communicate naturally and credibly with North American buyers. Review real outreach, call preparation, discovery questions, follow-up, and executive messaging rather than relying only on generic training.
- Recruiting and team building: Partner with HR and Executive Leadership to define hiring needs, source and screen candidates, participate actively in selection, test for BPO experience and North American commercial fluency, recommend hires, and take ownership of making new sellers successful.
- Onboarding and performance management: Build practical onboarding plans, set clear expectations, inspect early execution, coach rapidly, document performance gaps, and make timely recommendations when a team member is not meeting the standard.
- Lead-generation and RevOps alignment: Coordinate closely with revenue-focused demand-generation and RevOps resources supporting target-account research, contact mining, warm signals, CRM hygiene, attribution,



and commercial handoffs. Broader marketing strategy and brand ownership remain outside this role unless specifically assigned.
- Strategic pursuits and executive support: Prepare the team for higher-value working sessions and bring Executive Leadership into selected opportunities at the right time with clear context, defined objectives, and a recommended commercial path.
- Cross-functional solutioning and handoff: Work with Operations, Solutions, Finance, Quality, Technology, and executive stakeholders to ensure proposals and commitments are grounded in real operating requirements and that strategic deals transition cleanly into delivery.
- Executive communication: Bring concise, fact-based recommendations on seller performance, pipeline, hiring, priorities, deal risk, resource needs, and commercial decisions. Escalate early enough for leadership to act rather than after momentum has already been lost.

First 180-Day Priorities The first 180 days are the transition from executive-led day-to-day sales management to a professional first-line commercial management system. Assessment and execution must happen together. The Senior Manager is expected to improve active revenue work immediately while building the team and operating cadence needed for sustained performance.

- First 10 business days, understand the commercial reality: Review every seller, active opportunity, forecast, target-account list, outreach pattern, CRM record, warm lead, recent win/loss, performance expectation, and current hiring need. Join live sales work and identify immediate execution gaps rather than observing from a distance.
- By Day 30, establish the management system: Put in place a consistent weekly cadence, seller scorecards, pipeline and next-step discipline, coaching expectations, escalation rules, forecast standards, and a clear view of who is performing, who needs development, and where additional talent is required.
- Days 31-60, improve live selling and begin team buildout: Coach outreach and discovery through real accounts, correct weak follow-up and account prioritization, improve pipeline quality, define the next hiring profiles with HR, and begin screening candidates against ARDEM’s BPO and North American commercial standard.
- Days 61-90, demonstrate measurable traction: Show stronger seller activity quality, more reliable pipeline progression, cleaner forecasting, faster response to meaningful buyer signals, reduced executive rescue, and clear progress on approved hiring or performance actions.
- Days 91-120, own the first-line commercial organization: Become the normal first management point for seller questions, coaching, pipeline decisions, follow-up discipline, routine performance issues, and new-hire onboarding while Executive Leadership stays focused on major deals, strategy, and structural decisions.
- Days 121-180, strengthen the bench and scale consistency: Build a stronger commercial team, develop repeatable hiring and onboarding practices, improve team-level revenue and pipeline predictability, create backup leadership capacity, and continue reducing dependence on executives for routine sales management.

Required Qualifications

- At least 8 years of progressive B2B sales, business-development, or commercial experience, with meaningful direct experience in BPO, BPM, outsourcing, managed services, or recurring process operations.
- Demonstrated experience selling directly into the North American market. Supporting a US sales team from India without direct buyer ownership is not sufficient for this role.
- Strong understanding of BPO or managed-services selling, including operational discovery, outsourced process economics, solutioning, transition considerations, ongoing governance, pricing logic, and the difference between managed services and simple staff augmentation.
- At least 3 years of meaningful experience managing, coaching, or developing salespeople, including direct accountability for activity quality, pipeline creation, opportunity progression, and performance improvement.
- Evidence of carrying and attaining an individual sales target while also helping improve the performance of other sellers.
- Demonstrated ability to communicate credibly with North American CFOs, Controllers, Finance leaders, COOs, Operations leaders, or comparable executive and functional buyers.
- Excellent written and spoken English with strong judgment for US business communication, including concise executive email, discovery, follow-up, negotiation, and live conversation.
- Demonstrated ability to inspect and improve real sales work, including account selection, outreach, call preparation, qualification, CRM records, proposals, close plans, and follow-up.
- Experience recruiting, interviewing, onboarding, or building sales talent, with the judgment to distinguish strong North American commercial capability from polished interviewing alone.
- Strong CRM and pipeline-management discipline. Experience with Pipedrive, Salesforce, HubSpot, or a comparable CRM is required; familiarity with LinkedIn Sales Navigator, Apollo, or similar prospecting platforms is strongly desirable.
- Ability and commitment to work reliably from India with regular US Eastern Time collaboration and sufficient overlap for team management, prospect conversations, pipeline reviews, and executive meetings.

Preferred Qualifications

- Direct experience in Finance & Accounting outsourcing, AP or AR managed services, utility management, logistics or freight back-office services, data processing, healthcare operations, or another recurring-workflow BPO environment relevant to ARDEM.
- Experience in a smaller, entrepreneurial, founder-led, or mid-sized BPO where the commercial leader had to personally inspect work, solve problems, and build systems without a large corporate support structure.
- Experience building or materially expanding a North America-facing sales team in India, including sourcing, hiring, onboarding, coaching, and performance management.
- Extended qualified or educational exposure in the United States or Canada can be helpful,



but it is not required if the candidate can demonstrate equivalent North American commercial fluency through years of direct selling and client interaction.
- Experience working across new-logo business development, account expansion, inbound opportunities, and complex consultative pursuits rather than only one narrow sales motion.
- Bachelor’s or master’s degree in business, management, finance, marketing, engineering, or a related field; directly comparable experience may be considered in place of a specific degree.

How We Expect You To Work

- Manage first, sell second: The role carries a personal target, but the primary job is to make the team perform. Do not optimize your own book at the expense of coaching, hiring, or team results.
- Coach through real work: Review actual emails, target accounts, call plans, CRM records, opportunities, and follow-up. Show the team how good execution looks instead of relying only on general advice.
- Understand the buyer: Communicate like a credible North American commercial partner. Avoid scripted, overly formal, generic, or high-pressure outreach that weakens executive trust.
- Do not confuse activity with progress: Inspect both quantity and quality. High outreach volume without relevant accounts, credible messages, responses, qualified pipeline, or learning is not success.
- Own the people you hire: Work with HR and leadership to recruit against the right standard, make thoughtful hiring recommendations, and take responsibility for developing the people brought onto the team.
- Bring recommendations: When a seller, opportunity, hiring plan, resource need, or commercial process is not working, explain the evidence, the options, and what you recommend ARDEM should do next.
- Escalate strategically: Use Executive Leadership for high-value judgment, strategic deals, pricing, material risk, and structural decisions, not as the default first-line manager for routine commercial execution.
- Build independence: The strongest evidence of success is a commercial team that can consistently create and progress opportunities without requiring executives to manage every seller directly.

Work Arrangement And Technical Requirements

- Location: India; candidates based in or able to reliably work from a Tier 1 city are preferred.
- US collaboration: Regular overlap with US Eastern Time business hours is required for seller management, prospect meetings, pipeline reviews, hiring interviews, executive alignment, and selected client-facing work.
- Work arrangement: Remote or hybrid, depending on ARDEM requirements and the final employment arrangement.
- Secure environment: Work may be performed through ARDEM-managed systems and secure virtual workspaces. The Senior Manager must protect confidential client, prospect, pricing, performance, and company information.
- Equipment: A reliable laptop that meets ARDEM technical requirements, stable high-speed internet, power backup, and a quiet professional workspace are required.

Role-Specific Authority and Variations The Senior Manager owns first-line sales execution within the commercial direction approved by ARDEM’s Executive Team. The role has authority to establish seller operating cadence, inspect and challenge pipeline, set routine activity and follow-up expectations, assign or rebalance approved account priorities, coach through live work, require CRM discipline, lead approved recruiting activity, participate materially in selection decisions, manage onboarding, and recommend performance actions or team changes. Executive Leadership retains final authority over overall GTM strategy, material budget changes, major pricing or discount decisions, strategic positioning, unusual contract risk, senior organizational structure, compensation plans, and other reserved company matters. Reporting relationships for lead-generation or RevOps resources may evolve as the commercial organization grows, but this role remains accountable for sales-team execution and for the quality of commercial handoffs into sellers.

Selection Process Candidates should expect a structured, practical selection process designed to test how they actually sell, manage, coach, and hire. The process may include an HR screening, functional interview, BPO and managed-services sales discussion, North American executive communication role-play, written outreach exercise, live pipeline review, mock seller 1:1 or coaching session, hiring and candidate-evaluation case, and reference checks.

Finalists may be asked to review a sample ARDEM opportunity, identify what is weak or missing, coach a hypothetical seller, and explain what they would do next.

Employment Details

- Employment type: Full time, permanent player-coach leadership role.
- Reports to: ARDEM Executive Team.
- Experience: 8+ years of progressive B2B sales or business-development experience, including direct BPO, BPM, outsourcing, or managed-services experience and meaningful North American selling exposure.
- Leadership expectation: Prior management or coaching experience with direct accountability for seller performance; ability to recruit and build additional commercial talent is required.
- Working model: Majority team leadership and commercial management, with a focused personal selling responsibility. The balance may evolve as the team grows.
- Quota structure: Combination of personal revenue responsibility and team revenue, pipeline, and execution accountability. Exact annual targets and incentive structure will be communicated during the selection process.
- Location and schedule: India, with regular US Eastern Time collaboration.
- Target start: As soon as practical following completion of the selection process and agreed notice period.
- Compensation: Competitive fixed compensation plus performance-based incentive, based on experience, demonstrated capability, and the approved ARDEM compensation structure.

Before You Apply This role is for an experienced BPO commercial professional who still wants to sell, coach, inspect execution, build people, and be accountable for results. It is not designed for a delegation-only leader, a reporting administrator, a domestic-market sales manager without meaningful North American buyer experience, or a candidate whose background is primarily SaaS or technology-product selling without comparable outsourced-services experience. You should apply if you can personally earn a conversation with a North American executive, understand and sell a managed BPO solution, coach another seller to do the same, build a disciplined pipeline and forecast, recruit stronger talent, and create a team that becomes progressively less dependent on executive intervention.

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