OrcHire.ai
Company:
https://www.linkedin.com/company/orchire-ai
Seniority: Director
Industries: Software Development
Job details:
Role Summary
You will be everything on the demand side: hunter, rainmaker, strategist, and closer. You will open doors into GCC leadership (Site Heads, COOs, CHROs, Heads of TA), convert relationships into revenue across contract staffing, permanent hiring, RPO, and build-operate-transfer talent support, and own the growth P&L. We expect you to arrive with relationships that shorten our path to the first ten logos — and the credibility to win the next fifty.
What You Will Own (Key Responsibilities)
- Revenue & P&L: Own the GCC revenue target end to end - pipeline build, pursuit, pricing, negotiation, closure, and account growth.
- New-logo hunting: Land new GCC logos across Bengaluru, Hyderabad, NCR, Pune, and Chennai; prioritize newly announced centers and expansion-phase GCCs where talent demand is most urgent.
- Relationships: Leverage and deepen existing CXO/TA-head relationships from prior roles; build a living map of the GCC decision-maker universe (site leaders, global HQ stakeholders in the US, TA leadership).
- US-side selling: Engage US-headquartered decision-makers directly, many GCC vendor decisions are made or influenced at HQ. Comfort selling to US stakeholders (calls, visits, conferences) is core to the role.
- Offering & GTM strategy: Shape our offerings and pricing for the GCC segment, contract staffing, perm hiring, RPO pods, and BOT/GCC-setup talent support; decide where we win and where we walk.
- Demand generation: Build and run the demand engine: outbound motions, GCC forums and summits (NASSCOM, Zinnov, industry roundtables), partnerships with GCC advisory/setup firms, and founder-brand-led inbound.
- Team building: Hire, coach, and lead the BD/account team as revenue scales; set the sales culture, CRM discipline, and reporting cadence from day one.
- Sales-delivery alignment: Work hand-in-glove with delivery/recruiting to ensure what you sell gets fulfilled, speed and quality of first placements is our brand.
- Market intelligence: Track competitor moves, rate cards, and new GCC announcements; turn market intelligence into pursuit lists every week.
What Success Looks Like
- First 90 days: decision-maker map of 100+ target GCCs built; 30+ qualified conversations; first 2–3 client agreements signed; first placements delivered.
- 6 months: 8–12 active logos; repeatable outbound engine running; first account expanded beyond the initial role category.
- 12 months: a GCC book of business that makes us a named challenger in the segment; a BD team of 2–4 hired and producing; gross-margin-positive growth, not revenue at any cost.
Must-Have Experience
- 10+ years in total expreince, with at least 5 years selling into GCCs or captives in India.
- Currently or recently in a BD/growth leadership role at a competitor, e.g., ANSR, Quess/IT staffing majors, TeamLease Digital, Randstad, Adecco, NLB Services, Careernet, Xpheno, Talent500, or a GCC-focused boutique.
- A demonstrable rolodex: named relationships with GCC site leaders, CHROs, and TA heads that you can activate in the first quarter, and a track record of revenue attributable to you (we will ask for specifics).
- India + US exposure: experience selling to or working with US-headquartered stakeholders; comfortable with US time zones, travel, and enterprise procurement.
- Full-cycle enterprise selling: you personally hunt, pitch, negotiate MSAs/rate cards, and close — this is a player-coach seat, not a delegator seat.
Preferred
- Experience with GCC setup/BOT advisory ecosystems, or having sold RPO/managed-services deals, not just staffing.
- Existing relationships with GCC advisory firms, site-selection consultants, or global HQ HR leadership.
- Exposure to AI-enabled sourcing/recruiting tools and modern GTM stacks (CRM, sales engagement, intent data).
Compensation & What We Offer
- Pay: Best-in-market compensation: top-of-band fixed pay plus an aggressive, uncapped variable tied to revenue and gross margin, designed so an outperformer earns more here than anywhere else in the segment.
- Ownership: Meaningful equity/ESOP for a founding leadership seat.
- Flexibility: Hybrid working out of a city office; generous paid leave; we measure output, not hours in a chair.
- Tools: Best tools and technology to power you, LinkedIn Sales Navigator/Recruiter, modern CRM and sales-engagement stack, AI research and outreach tooling, and a delivery engine built to keep up with what you sell.
- Trajectory: A genuine path to grow and lead the company: this role is designed to become CRO, and for the right person, a path to CEO of the business line.
Hiring Process
- Intro conversation with the Founder (vision, mutual fit) - 45 minutes.
- Deep-dive on your GCC book: segments, relationships, wins you owned, and how you would build our first-two-quarter pursuit plan.
- A short growth-plan discussion (not a deck-building exercise, a working conversation).
- References from clients you have sold to, and offer.
We hire on capability and evidence of impact. If you can bring GCC demand, we will give you the platform, the economics, and the runway to build something that is yours.
Click on Apply to know more.
