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Hiring for inside sales

Keywords / Skills : Sales Exec/ Sales Representative

1 - 3 years
Posted: 2019-01-02

Sales/Business Development
Sales Exec/ Sales Representative
Posted On
2nd Jan 2019
Job Description
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Job Description

Exp. Required- 1-3 years
Job Location: Jayangar 4th block, Bangalore
Company name: ProHiring
Company website-
Joining: Asap
Job Descriptions-

Responsible for development & achievement of sales through the direct sales channel.
Focusing on growing & developing existing clients together with generating new business, strong relationship building skills.
To achieve the monthly targets.
Good communication and presentation skills.
Good at multitasking & responsible.
Candidate should be target oriented
Candidate should exceed the target sales every months
Should be responsible for lead generation and pre-sales

Experience (in years): 1-3 years

Desired Candidates

Required Graduate candidate/Equivalent Exp.
Open to work in Start-up
Target oriented
Should have knowledge in Email Campaign
Should have knowledge in Digital marketing
Should have Good Communication
What you get?

Fix salary + Unlimited Incentive
Fast growing career
Great work culture

About US

We believe the current technical hiring process doesn’t do enough to help engineers show their strengths.

At Prohiring, we’re dedicated to building a better process.


Employers don't have an efficient way to shortlist candidates and find the best fitting candidate for the job roles they are looking for in the shortest period. Huge amount of time is spent in screening, background checking, establishing contact (passive) and verifying if the candidate has the right skills and expertise.


Automated way to listen and analyse a candidate's online shared work (LinkedIn, StackOverflow, Github, etc) or resume and provide a quick gist to the employer about the candidate. Solution that automatically calculates & intelligently gives back summaries and scores on a batch of candidates which will eventually be sorted into a list of priority candidates for the job openings employer would be looking for.

And Prohiring is ambitious about this, I see this problem can be solved by providing a solution in the market. Taking this as a hook we would like to grow steadily in the recruitment space.


Here are ten things that we believe about

These beliefs motivate our approach towards hiring and interviewing.

Hiring processes should focus on strengths, not weaknesses.

The hiring process should be focused on discovering strengths, not uncovering weaknesses.

Everybody has weaknesses. What matters is a candidate's strengths, and how quickly they can learn new things.

Hiring processes need to be standardized.

Whiteboard coding and algorithm questions aren't good predictors of how effective someone will be at writing real code.

Technical hiring processes harm both excellent candidates who don't interview well and companies trying to hire good programmers.

Candidates should know what to expect.

Candidates should be told exactly what to expect in an interview, and be allowed to prepare in advance.

A comfortable interview is more likely to lead to a better hiring decision.

Hiring decisions should be objective.

Hiring decisions should be made using a clear scoring system, not gut feelings. Humans are good at gathering information, but bad at ignoring bias.

We unconsciously pattern match. This harms candidates who don't match our expectations

Programmer interviews are broken

Candidates deserve a consistent experience and consistent evaluation.

A company can't meaningfully evaluate candidates if it treats each one differently

Credentials aren't everything

Whiteboard coding and algorithm questions aren't good predictors of how effective someone will be at writing real code.

Technical hiring processes harm both excellent candidates who don't interview well and companies trying to hire good programmers.

Hiring should constantly be iterated on and improved.

The hiring process should be treated like a software product, constantly iterated on using data, and improved over time.

The software industry needs to experiment more with hiring processes and figure out what really works.

Compensation statistics should be public.

Candidates are at a fundamental disadvantage in salary and equity negotiations.

They always know less than the hiring manager. This is unfair.

Recruiting should not be a core competency for companies.

Just as companies now outsource server management to AWS, they should be able to outsource technical hiring.

The flaw with current external recruiting firms is they don't reliably deliver enough good candidates to build trust with companies.

Candidates deserve feedback.

Candidates should be given clear, truthful feedback on how they did during the interview so they know how they can improve.

Companies should invest time in providing this.

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