Indian Traditional Marketing
Retail Marketing helps businesses recruit field sales executives, telecallers, promoters, supervisors, area sales managers, regional sales managers and business development professionals across multiple industries and locations.
From entry-level sales staff and promoters to area and regional sales leaders, Retail Marketing supports role-specific and multi-city recruitment.
Source and recruit field sales executives for retailer visits, lead generation, order booking, customer acquisition and territory coverage.
Hire sales officers, distributor sales representatives and field executives with exposure to general trade, retail and FMCG distribution.
Recruit and deploy sales promoters for retail stores, malls, modern trade, product demonstrations and in-store customer engagement.
Hire telecallers, inside sales executives and appointment setters for lead qualification, follow-ups and customer conversion.
Recruit sales professionals for corporate sales, institutional sales, channel sales, dealer development and B2B business acquisition.
Source experienced area sales managers to lead territories, distributors, field teams, targets and market expansion.
Identify regional sales leaders with experience in multi-city team management, channel development and business growth.
Hire supervisors for attendance, beat planning, team discipline, field verification, daily targets and operational reporting.
Recruit DSRs for retailer coverage, beat execution, order booking, distributor coordination and secondary-sales development.
Hire business development executives for new-client acquisition, partner onboarding, lead generation and market expansion.
Build early-stage sales teams for startups requiring flexible, execution-focused and multi-skilled commercial talent.
Manage multi-city and bulk recruitment for field sales, promoters, telecallers, supervisors and territory-based sales teams.
A practical workflow covering role understanding, candidate sourcing, screening, interviews, offers, joining and replacement support.
We study the sales role, target market, product category, location, experience, reporting structure, salary range and expected performance.
A clear job description and ideal-candidate profile are created covering skills, experience, education, language, mobility and territory knowledge.
Candidates are sourced through job portals, local databases, referrals, field networks, social media and location-specific recruitment drives.
Applicants are screened for relevant experience, communication, stability, location suitability, salary expectations and joining availability.
Candidates are evaluated for sales confidence, product understanding, objection handling, field readiness and customer-facing communication.
Basic identity, address, education, experience and employment documents are collected and reviewed according to client requirements.
Qualified candidates are shared with structured profiles and coordinated for client interviews, assessments or field rounds.
Selected candidates are guided through salary confirmation, offer acceptance, notice period, joining documents and onboarding schedule.
Joining status, induction readiness, reporting manager details and initial employee communication are coordinated.
Where covered under the agreed terms, early attrition cases are reviewed and suitable replacement support is initiated.
The model can be selected according to hiring volume, role seniority, locations and required turnaround time.
A fixed recruitment fee is charged for every candidate who joins successfully under the agreed role and conditions.
A dedicated recruiter or project team works continuously on high-volume, multi-role or multi-city hiring requirements.
Designed for brands requiring large field teams within defined locations, timelines and mobilisation targets.
Reduce hiring delays, improve candidate relevance and build sales teams across multiple territories through one recruitment partner.
Use an active sourcing network and structured screening process to reduce open-position time.
Evaluate candidates for communication, field readiness, confidence and role relevance.
Source candidates according to location, territory knowledge and joining feasibility.
Receive screened profiles with experience, salary, location and availability details.
Manage multiple roles, cities and batches through one recruitment workflow.
Reduce early attrition impact through agreed replacement assistance.
Track sourcing, screening, interviews, selections, offers and joining status.
Add people quickly as territories, products and business requirements expand.
Recruitment progress can be tracked from candidate sourcing to successful joining and replacement status.
Total candidates identified according to role, location and eligibility.
Candidates completing the initial qualification and telephonic screening.
Qualified candidate profiles submitted to the client for review.
Client interviews, assessments or field rounds successfully coordinated.
Candidates approved by the client after the final selection process.
Selected candidates receiving confirmed offer terms or appointment communication.
Candidates completing joining and reporting to the assigned location.
Early exits, replacement eligibility and replacement-pipeline progress.
Candidate sourcing and assessment are customised according to the sales cycle, product category, market structure and experience requirement.
Clear role, salary and location inputs help us source relevant candidates and reduce delays during screening and selection.
Share your job roles, locations, salary range and required joining date. Retail Marketing will recommend a suitable recruitment model.
