Account Execution Lead

POS-006  Account Execution Lead (India)   

 Location: India – Bangalore 

 Reports to:  Sales Director

1  Role Summary   

 We are hiring a highly execution-driven and performance-focused Account Execution Lead (AEL) to manage a cluster of 4–5 recruiters delivering on high-volume, high-priority requirements across India, including MSP/VMS environments. 

 This is a hybrid role combining: 

•  Team leadership (primary focus) 
  

•  Direct ownership of strategic and complex roles 
  

 The AEL is fully accountable for: 

•   Ensuring consistent delivery performance across the team 
  

•   Driving speed, quality, and deal conversion 
  

•   Managing client-facing execution in MSP/VMS environments 
  

•   Ensuring every recruiter meets minimum performance thresholds 
  

 This role is critical to revenue generation and operational stability, with direct impact on cash flow and client satisfaction. 

2  Key Responsibilities   

2.1  Team Performance Management   

•   Manage a team of 4–5 recruiters across active delivery  
  

•   Ensure each recruiter achieves minimum 70 performance score monthly 
  

•   Prevent underperformance (no recruiter <60 tolerated)  
  

•   Monitor daily activity, pipeline, and delivery output  
  

•   Reallocate roles across team based on priority and performance  
  

2.2  Delivery Execution & Speed   

•   Ensure first qualified CV submission within ≤24 hours 
  

•   Drive high submission quality aligned with job requirements  
  

•   Maintain consistent delivery across 25+ active roles 
  

•   Prioritize roles based on urgency and revenue impact 
  

2.3  Deal Conversion Ownership   

•   Take full ownership of interview-to-offer-to-closure pipeline 
  

•   Drive deal conversion rates across both:  
  

•   Personal roles  
  

•   Team-managed roles  
  

•   Actively intervene to unblock stalled processes  
  

2.4  Client & MSP/VMS Execution   

•  Manage requirements from:  
  

•   Direct clients  
  

•   MSP/VMS platforms  
  

•   Ensure strict SLA adherence 
  

•   Maintain strong stakeholder communication and responsiveness 
  

•   Ensure alignment between client expectations and delivery output  
  

2.5  Requirement Quality Control   

•   Validate incoming requirements before execution  
  

•   Identify gaps in:  
  

•   Job description clarity  
  

•   Rate feasibility  
  

•   Candidate availability  
  

•   Proactively adapt sourcing strategy to overcome constraints  
  

2.6  Strategic Role Delivery (Individual Contribution)   

•   Personally handle high-priority, complex, or urgent roles  
  

•   Deliver high-quality candidates with strong conversion potential  
  

•   Act as escalation point for difficult mandates  
  

2.7  Talent Pipeline Development   

•   Ensure continuous pipeline generation across the team 
  

•   Maintain a strong pool of validated, available candidates 
  

•   Avoid delivery disruption due to lack of pipeline  
  

2.8  Operational Discipline & Reporting   

•   Track and report team performance against KPIs  
  

•   Conduct regular pipeline and performance reviews  
  

•   Ensure accurate and up-to-date tracking in CRM/tools  
  

•   Maintain full visibility on delivery risks and gaps  
  

3  KPI & Performance Framework   

 Total Score: 100 points 

•  70% Team Performance 
  

•  30% Personal Performance   
  

4  Required Profile   

4.1  Experience   

•   6–10 years in recruitment / delivery roles  
  

•   Proven experience managing teams in high-volume environments 
  

•   Strong exposure to MSP/VMS ecosystems 
  

4.2  Core Competencies   

•   Strong execution mindset and accountability  
  

•   Ability to manage performance under pressure  
  

•   Data-driven decision-making  
  

•   Strong understanding of recruitment metrics (conversion, SLA, pipeline)  
  

•   Hands-on problem-solving approach  
  

4.3  Behavioral Traits   

•   Performance-oriented and results-driven  
  

•   High ownership and accountability  
  

•   Structured and organized  
  

•   Resilient in high-pressure environments  
  

5  Compensation      

₹20L–₹33L OTE  

• Base: ₹10L – ₹18L  
  

•  Variable: ₹10L – ₹15L  
  

6  Candidate Evaluation Matrix & Interview Process   

6.1  Scoring Methodology   

 Each candidate is evaluated on a 1 to 5 scale: 

•   1 – Poor: No relevant experience or major gaps  
  

•   2 – Limited: Basic exposure, lacks ownership  
  

•   3 – Competent: Can operate with guidance  
  

•   4 – Strong: Autonomous, reliable, hands-on  
  

•   5 – Excellent: Full ownership, builds structure, improves systems  
  

6.2  Evaluation Criteria & Weights (7 Criteria Only)   

•  Total: 100 
  

6.3  Evaluation Logic   

 The matrix is designed to assess: 

•   Ability to drive team performance consistently 
  

•   Capability to deliver under high workload (25+ roles) 
  

•   Strength in closing roles and generating revenue 
  

•   Control over delivery speed and quality 
  

•   Effectiveness in client-facing execution (MSP/VMS) 
  

•   Ability to manage complexity and resolve bottlenecks 
  

•  Candidates must demonstrate both: 
  

•  Hands-on execution 
  

•  Structured team leadership 
  

6.4  Decision Thresholds