Great Kapital
Website:
greatkapital.com
Company:
https://www.linkedin.com/company/greatkapital
Seniority: Mid-Senior level
Industries: Human Resources Services, Staffing and Recruiting, and Financial Services
Job details:
Sales Development Representative
Location: Bengaluru (office) · Field visits for Track A as required
Joining: Immediate preferred — both positions open now
Compensation: ₹8–12L fixed + performance incentives on qualified pipeline and closed logos
Reports to: AVP, Growth & Partnerships (dotted line to the Business Head)
We are hiring our founding SDR pair. You will work directly with the AVP Growth and the Business Head — not three layers down a sales org. Your job is bigger than filling a calendar: find the right companies, reach the right person, earn the first meeting, and run the first discovery — so the people who close walk in already knowing the client's headcount, states, trigger, and timeline. Each SDR owns one of two tracks matched to how our market actually buys. You will be employee number two or three in a sales function being built from scratch — which means real ownership now and a genuine, fast path to a closing role as we scale.
ABOUT VENTURA WORKFORCE SOLUTIONS
VWS is building India's most defensible Employer of Record — backed by Great Kapital, part of RK Group (est. 1980, ICRA A− rated, over ₹5,000 Cr in annual trade finance volume with India's largest groups). We are the legal employer on every contract, run payroll across states, and — uniquely — can fund payroll from our own group balance sheet, with clients repaying on agreed terms. No other EOR or staffing provider in India offers that.
- Compliance moat built first — before signing a single client we had PF, ESI, PT, S&E, and CLRA registrations live across Karnataka, Telangana, Maharashtra, Tamil Nadu, and Delhi NCR. With Aparajitha, one of India's most established statutory compliance houses, as our named execution partner, every applicable Act and filing is tracked so our clients never have to.
- Technology clients can see — Krew, our client platform, gives clients live headcount, payroll cost, attendance, and statutory health — with proactive New Labour Code updates. Real product, in client use today.
- Financing as the tie-breaker — when two EORs offer comparable compliance and pricing, the one whose group balance sheet can say "and you can pay us later" wins. You'll learn to use this as the closer it is.
THE TWO TRACKS
Apply to one. Tell us which and why — that answer is part of the screen.
Track A — Volume & Logistics
- Who you sell to: Logistics, warehousing, e-commerce fulfilment, manufacturing, facility management — companies running hundreds of blue-collar and field workers
- The buyer: Operations heads, plant/hub HR, admin heads, founders of volume businesses
- The motion: Phone-first and field-comfortable. Hindi + one South Indian language matters as much as English. High-volume, persistent, relationship-led
- The opener: New Labour Code contractor reclassification — every volume employer is exposed right now, and vendor consolidation is on every board's agenda
Track B — Tech & Global
- Who you sell to: Domestic tech, SaaS, and BFSI companies running 20–300 contractors — plus qualifying inbound from foreign-HQ companies building India teams
- The buyer: CHROs, HR heads, CTOs, founders — with Legal and Finance close behind
- The motion: Written-first: sharp email and LinkedIn outreach in polished English. Research-heavy, fewer and deeper touches. Plus speed-to-lead ownership of website inbound — first response within the hour, qualified and routed
- The opener: Contractor misclassification risk under the New Labour Codes — the audit, the funding round, the PF notice. For inbound: India hiring without entity risk, payroll live in 3–4 weeks
WHAT YOU WILL DO
- Build and own your named account list — researched, prioritised, tiered into must-win and focus accounts, refreshed weekly.
- Run personalised outbound — calls, email, LinkedIn — every touch tailored to the account, never templated blast.
- Run first discovery, not just book meetings — a structured 30-minute call capturing headcount, sites and states, current vendor arrangement, the trigger, and the timeline — written up in a discovery note before the commercial meeting. The AVP and Business Head walk in prepared because you did.
- Qualify hard — right company, right persona, confirmed trigger, honest note on why the meeting deserves their hour. A meeting that wastes the closer's time counts against you, not for you.
- Own your number — qualified opportunities per month, meetings held, discovery notes delivered, pipeline conversion — reviewed weekly, no hiding.
- Keep the CRM clean — named account, current status, next action, expected close. Pipeline hygiene is non-negotiable; the whole company plans off your data.
- Be our earliest sensor — feed objections, competitor mentions, and pricing reactions back to leadership every week.
YOUR FIRST 90 DAYS — WHAT WINNING LOOKS LIKE
Days 1–30: Compliance and pitch ramp complete — you can explain EOR vs staffing, the NLC trigger, and the financing edge without notes. Named account list built for your track: 25 must-win + 150–250 focus accounts, tiered and loaded in CRM. Outreach cadence live by day 15.
Days 31–60: Full cadence running — daily touches at track-appropriate volume. First qualified meetings booked and held with the AVP / Business Head. You are sitting in on their discovery calls to learn the structure.
Days 61–90: Running first discovery calls solo, with written discovery notes ahead of every commercial meeting. A steady monthly rhythm of qualified opportunities established — the specific number is agreed with the AVP in week one and reviewed weekly, so the target is yours from the start, not a surprise at the end.
What "qualified" means here — and what your pipeline incentive pays on: right company for your track's ICP, a conversation held with the right persona, a confirmed trigger event, and headcount in scope. Booked-and-ghosted doesn't count; neither does a meeting with someone who can't buy.
WHAT YOU BRING
Must have:
- 3–5 years in B2B outbound — SDR, inside sales, or business development — with proof you booked meetings from cold, not just worked inbound.
- Comfort with rejection at volume and the discipline to run a daily outreach cadence without supervision.
- The language profile of your track — Track A: fluent Hindi plus a South Indian language; Track B: crisp written English that survives a CXO's inbox.
- Enough curiosity about payroll, PF/ESI, and the New Labour Codes to learn the pitch in weeks — we will teach the compliance; we cannot teach hunger.
Good to have:
- Prior outbound for HR services, staffing, payroll, or B2B services sold to HR/Finance buyers.
- Track A: exposure to logistics, staffing, or blue-collar workforce businesses. Track B: experience selling to tech companies, or handling inbound qualification with speed-to-lead discipline.
- Hands-on with outbound tooling — LinkedIn Sales Navigator, Apollo, Lusha, or equivalents — and at least one CRM you kept honest.
THIS ROLE IS NOT RIGHT IF
- You want inbound leads handed to you — Track A is pure outbound, and Track B's inbound is a responsibility you run, not a queue you wait on.
- You want to close now — the path to a closing seat is real and fast here, but this role is pipeline and discovery first.
- You need a manager watching to keep your activity up — the AVP is closing, not babysitting.
Click on Apply to know more.