Careers

Career Openings at IoK® Education Private Limited

Clear, predefined KPIs, KRAs, and OKRs put your growth entirely in your hands. Your performance speaks for itself—no need to influence anyone in the hierarchy for a better appraisal. Our objective, performance-driven variable compensation policy offers up to 1000% of your eligible variable pay.
Role CTC Range Experience Required Location Number of vacancies Status
Business Development Executive (BDE) 7 to 48 LPA [depending upon the performance in the probation period+ next (2+4) months]. Fresher Entire Native District is the field (in the hindi belt) 318 Open
Sales Executive (SE) 6 to 9 LPA depending upon the performance in the probation period. Fresher Partial Native District is the field 1000 Open
Head of Regional Business Development ₹21 – 100 LPA; depending upon the performance in the first three month of joining Minimum 8 years in Sales & Team Management Hybrid 5 Open
Head of Zonal Business Development ₹28 – 74 LPA; depending upon the performance in the first three month of joining 4–8 years of experience in field sales Multiple Districts within an Assigned Zone (state) 22 Open
CHRO - Chief Human Resources Officer ₹12 – ₹98+ LPA (Linked to performance achieved in the Probation Period) Independently hired 6+ senior performing leadership positions Remote | Work from Home (Pan-India) 1 Open

Hope or Gamble?
What Candidates Need to Know
If You Want Success Be Obsessively Curious like this

Business Development Executive (BDE)

Vacancy Status
Open
Probation Period
Two - three months
Department
Growth & Revenue
Location
Entire Native District is the field (in the hindi belt)
CTC Range
7 to 48 LPA [depending upon the performance in the probation period+ next (2+4) months].
Position Type
Full-time
Working days
Flexible
Reporting to
Head of Zonal Business Development
Experience Required
Fresher

Responsibilities:

The primary objective of this role during the probationary period is to identify individuals in most GramPanchayats within the native district; who are interested in earning over Rs. 1 crore by becoming our Licensed Mission Associate; and make them our License holder.

Following this, you will need to assess the eligibility of the students enrolled by these LMAs and forward the qualified candidates to the Institute.

During Probation:

  1. Map, connect with potential MAs and Licensing them, student screening, field outreach.
  2. Conduct outreach via field visits, and community gatherings.
  3. Screen students enrolled by MAs and forward eligible students.
  4. Coordinate student travel and logistics as needed.
  5. Collaborate with peers to recruit SEs in neighboring districts.
  6. Don't go home until you've found at least one person who wants to earn over Rs. 1 crore by becoming our Licensed Mission Associate. Implement a daily 2.5 k incentive program for yourself. If you can do this, join our team.

After Probation:

  1. Recruit, train, SEs in other districts and license MAs and franchise partners.
  2. Liaise between IoK®, field partners, and local affiliates.
  3. Network via events, meetings, and social platforms to grow territory.
  4. Manage public relations and media outreach for brand visibility.
  5. Meet sales, enrollment, and revenue targets via licensure, franchising, and marketing channels.
Required Qualifications & Skills

  1. Graduate in any discipline; BBA/MBA/PGDM in Marketing or Psychology is a plus with passion for Business Development
  2. Self-starter with entrepreneurial mindset and resilience
  3. Strong observation and listening skills—“human radar” for opportunity spotting
  4. Excellent communication, leadership, and community-building capabilities
  5. Tech-savvy—proficient in smartphone, computer, and social media usage
  6. Fluent in Hindi and English; knowledge of additional local languages an advantage

Preferred Skills:

  1. Exceptional Listening: Maintains a habit of fiercely attentive and intensely focused listening, capturing precise intent, pain points, spoken and unspoken cues and motivations. 
  2. Intelligent Inquiry: Ability to ask clear, open-ended, and probing questions — followed by relevant follow-up queries that reveal deeper insights. 
  3. Sharp Observation: Detects subtle behavioral cues and verbal signals that reveal underlying needs and decision-making drivers. 
  4. Gap Identification: Skilled at identifying unmet needs that can be addressed through our offerings. 
  5. Leadership: Takes ownership in driving outcomes independently, displays self-drive, shows initiative and positively influences peers and prospects alike — with or without a formal title.
Work Timing
Flexible working hours

Our Mission: 

To enable first-generation graduates from any stream to access high-earning, transparent, and future-proof career opportunities in the healthspan industry.

Our BDEs are grassroots ambassadors who identify and develop local Mission Associates—responsible adults who will work with us to bring education and sustainability to their communities.

Role Overview

  • Probationary Phase (2-3 months)

    1. Operate as a BDE to identify and onboard Mission Associates (MAs)—engaged persons who align with our vision.
    2. Target: Authorize more than 20 Mission Associates per month in your district.
    3. Ensure each MA enrolls qualified students.
    4. Forward enrolled students to IoK® headquarters.

  • Post-Probation

    1. After successfully completing your probation, you will step into a leadership role—mentoring and supporting up to eight Sales Executives (SEs) from nearby districts. 
    2. Your responsibilities will include recruiting, onboarding, training, and providing ongoing strategic and operational guidance to help them succeed.
    3. Following the successful development of this first cohort, your responsibilities will expand to nationwide recruitment and training, supporting up to 100 candidates across India.
    4. Transition into broader business development duties: Recruiting, training & mentoring franchisees and regional partners & PR.
    5. Coordinate and manage relationships among MAs and local stakeholders.
    6. Build brand presence by networking, organizing workshops, and engaging at community events.
Your regular CTC will be like this:
During your opted probationary period, you are responsible for "licensing Revenue" from licensing of active Mission Associates in Lakhs of Rupies>9>8>7>6
Successful Achieving of Licensing Revenue in your opted probation period, qualifies you for a regular post-probation CTC (Cost to Company) in LPA (Lakhs Per Annum).10987
After successfully completing your probation, you will step into a leadership role—mentoring and supporting up to eight Sales Executives (SEs) from nearby districts. Your responsibilities will include recruiting, onboarding, training, and providing ongoing strategic and operational guidance to help them succeedRs one lac additional CTC per SE “recruited, trained & who completed their probation period”
Following the successful development of this first cohort, your responsibilities will expand to nationwide recruitment and training, supporting up to 100 candidates across India.Rs 30K additional CTC per SE “sourced, counseled, recruited, trained & who completed their probation period”

10+8+30=48 LPA

If you're eager to learn and earn but lack confidence, our free PLaRP course offers a perfect opportunity to practice before joining our team.

Compensation & Incentives

  • Stipend (probation): ₹25,000/month (based on 26 working days)
  • Variable Incentive in probation (Performance Bonus): upto ₹75,000/month @ ₹2,500 per MA who enrolls their targeted students within 90 days of their signup
Key Result Area KRAKey Performance Indicators KPIHow do these impact your future & your pocket?
1. Identifying and licensing Mission Associates dailyIdentified and licensed more than 5 Mission Associates per week.Necessary to remain in probation
2. Ensuring Mission Associate Perform actively.Number of active Mission Associates who enroll 8+ students within 90 days of licensingNecessary to get Performance based incentive ₹2500 for each eligible and active Mission Associate; who's enrolled more than 8 students to join the course.

30LMA per month X ₹2500 = ₹75 000

  • Annual CTC: ₹7–10 LPA (probation); ₹7–48 LPA post-probation, based on performance

Tools & Work Environment

  1. Comprehensive training through self-learning mode via the free PLaRP course.

  2. Access to the company portal to create free License applications for prospective Mission Associates.

  3. Extensive fieldwork within your district is an essential part of the role.

  4. Travel must be undertaken using public transport or shared mobility options to minimize environmental impact.

  5. Use of personal vehicles is strictly prohibited, in line with our sustainability and emissions-reduction commitment.

Career Path & Development

  • Clear performance-based progression: BDE → Head of Zonal Business Development → Head of Regional Business Development → Product Director → Co founder
  • Access to in-house learning resources in sales, marketing, leadership, and operations
  • Opportunities for travel, high-growth experience, and impactful work in sustainability

Ideal Candidate Persona

  • Passionate about rural upliftment, education, and sustainability
  • Strong sense of purpose and a hunger for real impact
  • Thrives in decentralized work environments that reward results
  • Comfortable with quick experimentation, learning from failure, and iterative improvements

Daily KPIs

Daily Performance Expectations

  1. Visit 1 adjacent vacant Gram Panchayat
  2. Meet 10+ individuals at choupal / barber shop/ any gathering place
  3. Fill 3+ Mission Associate application forms
  4. Convert 1 Mission Associate license (license fee paid)
  5. Probation Duration: 2 - 3 months

Success Indicator

Consistent daily conversion → probation confirmation

Key SOP & Policies

  • Adherence to IoK® SOP is critical; deviations may result in probation termination
  • Probation review tied to licensing of MA targets
  • Post-probation roles include long-term employment with ₹7–48 LPA CTC
  • Mandatory 1-month notice period or payment in lieu upon resignation

Summary of Role Highlights

PhaseFocus AreasTargetsCompensation
ProbationMission Associate licensing, student screening, field outreach20–30 MAs/month, ₹25k PM stipend + upto ₹75 k PM incentives
Post-ProbationRecruiting and training SE, Franchising & PR.Onboarding & mentoring upto 100 SE₹7–48 LPA based on performance

Next Steps

  • Ideal applicants: recent grads or early-career professionals with marketing or field engagement experience
  • Submit your application via https://iok.parcamp.com/node/add/application
  • Upon offer: sign agreement and begin the onboarding process

The Strategy and Script You Need to Qualify Leads:

This BDE role is a blend of community-building, sales, and sustainable development—perfect for candidates eager to drive tangible impact while advancing their careers. 

ऐसे राजनयिक को ढूंढें जो पिछले ग्राम सभा या ग्राम पंचायत के चुनाव में 100 से कम मतों से पिछला चुनाव हार चुके हैं। और अब फिर से जीतने के जुगाड़ में लगे हुए हैं। अब यदि उन्हें अपनी हार को जीत में बदलना है तो कम से कम 100 से अधिक परमानेंट वोट क्रिएट करने पड़ेंगे। पूछें उनसे:

क्या आप यह चाहते हैं:
1 चुनाव जीतना?
2 जीत की बढ़त हासिल करना?
3 जीवन भर के लिए ज़्यादा वोट जीतना
4 अपने प्रतिद्वंद्वी के हमारे साथ अनुबंध पर हस्ताक्षर करने से पहले कार्रवाई करना?
क्या आप यह चाहते हैं:
1 पूरा पैसा वापस करने की गारंटी; अगर यह आपके लिए काम नहीं करे तो?
2 परिणाम-उन्मुख, लागत-प्रभावी और प्रदर्शन-आधारित प्रस्ताव?
3 सिर्फ़ 9999 रुपये के निवेश के साथ प्रभावी चुनाव रणनीति?
क्या आपके आस-पास ऐसे स्नातक रहते हैं:
1 जो 3lpa से कम कमाते हैं?
2 क्या आपके आस-पास 25 से ज़्यादा ऐसे लोग हैं?
Elevator pitch

Apply Now

 

Stipend
25 thousand per month. (26 working days)
Joining bonus
Joining bonus of ₹5,500, payable after achieving the three-week revenue target post joining.
FAQ
How did Koustubh achieved that big package?
How Ram Vilasji Turned His Setback into a ₹1 Crore Opportunity?

Sales Executive (SE)

Vacancy Status
Open
Probation Period
Two to three months
Department
Growth & Revenue
Location
Partial Native District is the field
CTC Range
6 to 9 LPA depending upon the performance in the probation period.
Position Type
Full-time
Working days
Flexible
Reporting to
Business Development Executive (BDE)
Experience Required
Fresher
Required Qualification
Graduate in any discipline

The primary objective of this role during the probationary period is to identify individuals in most GramPanchayats within the native district; who are interested in earning over Rs. 1 crore by becoming our Licensed Mission Associate; and make them our License holder.

Following this, you will need to assess the eligibility of the students enrolled by these LMAs and forward the qualified candidates to the Institute.

During Probation:

  1. Map, connect with potential MAs and Licensing them, student screening, field outreach.
  2. Conduct outreach via field visits, and community gatherings.
  3. Screen students enrolled by MAs and forward eligible students.
  4. Coordinate student travel and logistics as needed.
  5. Collaborate with peers to recruit SEs in neighboring districts.
  6. Don't go home until you've found at least one person who wants to earn over Rs. 1 crore by becoming our Licensed Mission Associate. Implement a daily 2.5 k incentive program for yourself. If you can do this, join our team.

After Probation:

  1. Recruit, train, SEs in other districts and license MAs and franchise partners.
  2. Liaise between IoK®, field partners, and local affiliates.
  3. Network via events, meetings, and social platforms to grow territory.
  4. Manage public relations and media outreach for brand visibility.
  5. Meet sales, enrollment, and revenue targets via licensure, franchising, and marketing channels.
Required Qualifications & Skills

Required Qualifications & Skills

  1. Graduate in any discipline; BBA/MBA/PGDM in Marketing or Psychology is a plus with passion for Business Development
  2. Self-starter with entrepreneurial mindset and resilience
  3. Strong observation and listening skills—“human radar” for opportunity spotting
  4. Excellent communication, leadership, and community-building capabilities
  5. Tech-savvy—proficient in smartphone, computer, and social media usage
  6. Fluent in Hindi and English; knowledge of additional local languages an advantage

Preferred Skills:

  1. Exceptional Listening: Maintains a habit of fiercely attentive and intensely focused listening, capturing precise intent, pain points, spoken and unspoken cues and motivations. 
  2. Intelligent Inquiry: Ability to ask clear, open-ended, and probing questions — followed by relevant follow-up queries that reveal deeper insights. 
  3. Sharp Observation: Detects subtle behavioral cues and verbal signals that reveal underlying needs and decision-making drivers. 
  4. Gap Identification: Skilled at identifying unmet needs that can be addressed through our offerings. 
  5. Leadership: Takes ownership in driving outcomes independently, displays self-drive, shows initiative and positively influences peers and prospects alike — with or without a formal title.
Work Timing
Flexible working hours

Our Mission: 

To enable first-generation graduates from any stream to access high-earning, transparent, and future-proof career opportunities in the healthspan industry.

Our SEs are grassroots ambassadors who identify and develop local Mission Associates—responsible adults who will work with us to bring education and sustainability to their communities.

Role Overview

  • Probationary Phase (2 months)
    1. Operate as a SE to identify and onboard Mission Associates (MAs)—engaged persons who align with our vision.
    2. Target: Authorize more than 20 Mission Associates per month in your district.
    3. Ensure each MA enrolls qualified students.
    4. Forward enrolled students to IoK® headquarters.
  • Post-Probation
    1. After successfully completing your probation, you will step into a leadership role—mentoring and supporting up to eight Sales Executives (SEs) from nearby districts. Your responsibilities will include recruiting, onboarding, training, and providing ongoing strategic and operational guidance to help them succeed
    2. Following the successful development of this first cohort, your responsibilities will expand to nationwide recruitment and training, supporting up to 100 candidates across India.
    3. Transition into broader business development duties: Recruiting, training & mentoring franchisees and regional partners & PR.
    4. Coordinate and manage relationships among MAs and local stakeholders.
    5. Build brand presence by networking, organizing workshops, and engaging at community events.
Your regular CTC will be like this:
During your opted probationary period, you are responsible for "licensing Revenue" from licensing of active Mission Associates in Lakhs of Rupies>8>7>6>5
Successful Achieving of Licensing Revenue in your opted probation period, qualifies you for a regular post-probation CTC (Cost to Company) in LPA (Lakhs Per Annum).9876
After successfully completing your probation, you will step into a leadership role—mentoring and supporting up to eight junior Sales Executives (SEs) from nearby districts. Your responsibilities will include recruiting, onboarding, training, and providing ongoing strategic and operational guidance to help them succeedRs one lac additional CTC per SE “recruited, trained & who completed their probation period”
Following the successful development of this first cohort, your responsibilities will expand to nationwide recruitment and training, supporting up to 100 candidates across India.Rs 30K additional CTC per SE “sourced, counseled, recruited, trained & who completed their probation period”
 

If you're eager to learn and earn but lack confidence, our free PLaRP course offers a perfect opportunity to practice before joining our team.

Compensation & Incentives

  • Stipend (probation): ₹22,000/month (based on 26 working days)
  • Variable Incentive in probation (Performance Bonus): upto ₹75,000/month @ ₹2,500 per MA who enrolls their targeted students within 90 days of their signup
Key Result Area KRAKey Performance Indicators KPIHow do these impact your future & your pocket?
1. Identifying and licensing Mission Associates dailyIdentified and licensed more than 5 Mission Associates per week.Necessary to remain in probation
2. Ensuring Mission Associate Perform actively.Number of active Mission Associates who enroll 8+ students within 90 days of licensingNecessary to get Performance based incentive ₹2500 for each eligible and active Mission Associate; who's enrolled more than 8 students to join the course.

30LMA per month X ₹2500 = ₹75 000

  • Annual CTC: ₹6–10 LPA (probation); based on your performance

Tools & Work Environment

  1. Comprehensive training through self-learning mode via the free PLaRP course.

  2. Access to the company portal to create free License applications for prospective Mission Associates.

  3. Extensive fieldwork within your district is an essential part of the role.

  4. Travel must be undertaken using public transport or shared mobility options to minimize environmental impact.

  5. Use of personal vehicles is strictly prohibited, in line with our sustainability and emissions-reduction commitment.

Career Path & Development

  • Clear performance-based progression: Sales Executive→ BDE → Head of Zonal Business Development → Head of Regional Business Development → Product Director → Co founder
  • Access to in-house learning resources in sales, marketing, leadership, and operations
  • Opportunities for travel, high-growth experience, and impactful work in sustainability

Ideal Candidate Persona

  • Passionate about rural upliftment, education, and sustainability
  • Strong sense of purpose and a hunger for real impact
  • Thrives in decentralized work environments that reward results
  • Comfortable with quick experimentation, learning from failure, and iterative improvements

Key SOP & Policies

  • Adherence to IoK® SOP is critical; deviations may result in probation termination
  • Probation review tied to licensing of MA targets
  • Post-probation roles include long-term employment with ₹6–48 LPA CTC
  • Mandatory 1-month notice period or payment in lieu upon resignation

Daily KPIs

Daily Performance Expectations

  1. Visit 1 adjacent vacant Gram Panchayat
  2. Meet 10+ individuals at choupal / barber shop/ any gathering place
  3. Fill 3+ Mission Associate application forms
  4. Convert 1 Mission Associate license (license fee paid)

Success Indicator

Consistent daily conversion → probation confirmation.

Summary of Role Highlights

PhaseFocus AreasTargetsCompensation
ProbationMission Associate licensing, student screening, field outreach20–30 MAs/month, ₹22k PM stipend + upto ₹75 k PM incentives
Post-ProbationStudent’s eligibility testing, forwarding to the training centre; Franchising & PR.Onboarding & mentoring 1000+ Students per year₹6–10 LPA based on performance

Next Steps

This Sales Executive role is a blend of community-building, sales, and sustainable development—perfect for candidates eager to drive tangible impact while advancing their careers. 

The Strategy and Script You Need to Qualify Leads:

ऐसे राजनयिक को ढूंढें जो पिछले ग्राम सभा या ग्राम पंचायत के चुनाव में 100 से कम मतों से पिछला चुनाव हार चुके हैं। और अब फिर से जीतने के जुगाड़ में लगे हुए हैं। अब यदि उन्हें अपनी हार को जीत में बदलना है तो कम से कम 100 से अधिक परमानेंट वोट क्रिएट करने पड़ेंगे। पूछें उनसे:

क्या आप यह चाहते हैं:
1 चुनाव जीतना?
2 जीत की बढ़त हासिल करना?
3 जीवन भर के लिए ज़्यादा वोट जीतना
4 अपने प्रतिद्वंद्वी के हमारे साथ अनुबंध पर हस्ताक्षर करने से पहले कार्रवाई करना?
क्या आप यह चाहते हैं:
1 पूरा पैसा वापस करने की गारंटी; अगर यह आपके लिए काम नहीं करे तो?
2 परिणाम-उन्मुख, लागत-प्रभावी और प्रदर्शन-आधारित प्रस्ताव?
3 सिर्फ़ 9999 रुपये के निवेश के साथ प्रभावी चुनाव रणनीति?
क्या आपके आस-पास ऐसे स्नातक रहते हैं:
1 जो 3lpa से कम कमाते हैं?
2 क्या आपके आस-पास 25 से ज़्यादा ऐसे लोग हैं?
Elevator pitch

Apply Now

 

Stipend
22 thousand per month. (26 working days)
Joining bonus
Joining bonus of ₹5,500, payable after achieving the three-week revenue target post joining.
FAQ
How did Koustubh achieved that big package?
How Ram Vilasji Turned His Setback into a ₹1 Crore Opportunity?

Head of Regional Business Development

Vacancy Status
Open
Probation Period
Three - nine months
Department
Growth & Revenue
Location
Hybrid
CTC Range
₹21 – 100 LPA; depending upon the performance in the first three month of joining
Position Type
Full-time; equity option negotiable
Working days
Flexible
Reporting to
CEO
Experience Required
Minimum 8 years in Sales & Team Management
Required Qualification
Graduate
Personal Attributes:
Mindset: A true storyteller, growth driver; who is comfortable shifting between high-level strategy and rolling up sleeves for execution. High ownership, entrepreneurial drive, and comfortable in ambiguity.
Work Timing
Flexible

About the Role

The Opportunity: Own the Future of Healthspan Careers 

We are hiring 5 exceptional, proactive self-starters who value autonomy over bureaucracy. As HoRBD, you will build your region from the ground up by hiring and leading 4+ Heads of Zonal Business Development (HoZBD). You will own regional outcomes—weekly revenue growth, governance, compliance, credibility, and external authority—while being fully accountable for the performance of Zonal Heads. This is a high-ownership, execution-first leadership role that requires a blend of visionary strategy, quick execution, and robust team leadership. You will be the storyteller, growth driver, and custodian of the IoK® brand.

Key Responsibilities

1. Regional Strategy & Execution Oversight

  1. Own and execute the regional growth strategy in alignment with IoK®’s mission, revenue targets, and impact goals.
  2. Set and cascade weekly, monthly, and quarterly targets for zonal heads and district teams.
  3. Ensure uniform execution discipline across all zones within the region.

2. Field Leadership & Zonal Accountability

  1. Lead, mentor, and coach HoZBD to consistently achieve their operational goals.
  2. Ensure every district in the region is actively covered with qualified teams and disciplined activity.
  3. Hold zonal heads accountable for field success metrics such as Mission Associate licensing, student eligibility quality, and contact-to-conversion ratios.
  4. Conduct structured field audits, feedback reviews, and performance retrospectives.

3. Governance, Compliance, & Quality Assurance

  1. Establish governance mechanisms that enforce ethical field practices, SOP adherence, and quality controls across all zones.
  2. Own the final review of field escalations, student eligibility exceptions, and compliance deviations.
  3. Ensure transparent, auditable reporting flows where data integrity is maintained at the zonal and regional levels.

4. Authorization & Network Formalization

  1. Approve District Enrollment Associates (DEAs) and authorize individuals or partners eligible to conduct enrollments within the region.
  2. Govern enrollment rights, ensuring all authorized entities operate within IoK®’s legal, ethical, and operational frameworks.
  3. Serve as the final authority for network credentialing and field partner onboarding practices.

5. Revenue Ownership & GTM Alignment

  1. Own regional revenue targets and ensure alignment of zonal activities toward financial outcomes.
  2. Track pipeline health, deal closures, and revenue quality metrics at a regional level.

6. External Relations & Brand Representation

  1. Represent IoK® at institutional, government, and strategic partner forums to enhance regional brand credibility.
  2. Build and maintain high-value relationships with corporates, CSR partners, and policy stakeholders.
  3. Serve as the public face of IoK® within the region for press engagement, institutional collaborations, and impact storytelling.

7. Performance Measurement & Reporting

  1. Define and review core regional metrics including:
  2. Zonal performance ratios
  3. Mission Associate licensing output and quality
  4. Student eligibility compliance
  5. Revenue attainment
  6. Field team productivity
  7. Present data-driven insights to executive leadership and provide contextual analysis of up-to-date dashboards.

8. People Leadership & Capability Building

  1. Hire, coach, and retain top leadership talent across zones.
  2. Build a leadership pipeline by developing successors and establishing continuous capability programs.
  3. Promote a culture of ownership, integrity, and disciplined execution throughout the region.

9. Strategic Growth, Sales Excellence & Governance

  1. Build a predictable pipeline and drive daily sales rhythm (DSR).
  2. Maintain CRM discipline; generate actionable insights for decision-making.
  3. Use customer insights and feedback to continuously improve sales programs.
  4. Conduct effective daily review of sales activities, outcomes, and pipeline health.
  5. Identify, evaluate, and prioritize new markets and segments through research and trend analysis.
  6. Own the end-to-end commercial funnel: demand capture → qualification → conversion → retention.
  7. Develop and execute IoK®’s business development strategy aligned with vision, revenue, and impact goals.
  8. Set growth targets, design incentives, and track KPIs including revenue, licensing, enrollments, and activations.
  9. Uphold IoK® standards of transparency, care, and kindness; ensure legal and ethical selling in every interaction.

Qualifications & Skills

  1. Worked with rural markets.
  2. Team building from scratch experience.
  3. Tech-comfortable (CRM, spreadsheets, websites).
  4. Track record of turning “zero to one” in a new region.
  5. Strong motivation, coaching, mentorship, and execution skills.
  6. Experience hiring, building, and leading distributed teams from scratch.
  7. Minimum 5 years in Sales & Team Management with proven revenue ownership.
  8. Strong understanding of regional market dynamics (tier 3–5 cities and rural ecosystems).
  9. High level of comfort with ambiguity, rapid iteration, and dynamic execution environments.
  10. Strategic thinker with execution bias; comfortable pivoting between big-picture plans and operational details.

Performance Metrics

  1. Achievement of revenue, team expansion, and student enrollment targets.
  2. Time bound growth in mission associate enlistments.
  3. Team performance, hiring effectiveness, and leadership development outcomes.
  4. Brand traction in the target region, supported by measurable demand indicators.

Zone Structure

  1. Average districts per Zone: 22

  2. Required Executives per district: ≥2 (1 BDE + 1 SE, or upto 5 SEs for large districts)

  3. Total Executives per Zone: 22 × 2 = >44

  4. Probation Duration: 3 - 9 months

Performance Expectations: Aggregate Regional Outcomes

 

Region Structure

  1. Number of districts in a Region: 88

  2. Executives per district: 2–5

  3. Estimated Executives in Region: ~176

Region-wise Cumulative Output:

  1. Total forms filled: 176 × 156 = >27,456

  2. Total Licensed Mission Associates: 176 × 52 = 9,152

Compensation: Competitive salary + performance-linked incentives + equity option

Executive Trajectory:

Eligibility for promotion to Head of Business Development and Operations upon leading your region to #1 in revenue performance.

This is not a role of presence.

It is a role of measurable outcomes, time-bound execution, and leadership earned through ground-level results.

As part of your candidature, outline your 13-Week execution roadmap and monthly achievement targets by requesting edit access to the shared planning sheet.

Stipend
Rs. 91100 per month (of 26 working days)+ Work expenses like mobile & data/ Business phone subscription + laptop/mobile EMI/depreciation etc. = 8900 per month (of 26 working days) = 1 00 000/month
Joining bonus
Joining bonus equal to the three months stipend (3x1=3Lac), payable upon successful completion of probation.
FAQ
About IoKEPL
About course
Vacancy Status
Open
Probation Period
Three - six month
Department
Business Development
Location
Multiple Districts within an Assigned Zone (state)
CTC Range
₹28 – 74 LPA; depending upon the performance in the first three month of joining
Position Type
Full-time
Reporting to
Regional Head of Business Development (HRBD)
Experience Required
4–8 years of experience in field sales
Required Qualification
Graduate

Role Type: Full-time | Field-Intensive Leadership Role
Coverage: Multiple Districts within an Assigned Zone (state)

Role Overview

The Head of Zonal Business Development (HZBD) is a senior field leadership role responsible for end-to-end business development execution across an entire zone, covering multiple districts. This role ensures 100% district coverage by recruiting, onboarding, building, deploying, and enabling district-level teams (BDEs & SEs), who in turn license Mission Associates and forward eligible enrolled students to the training centre.

The HoZBD owns field execution quality, team productivity, and outcomes, ensuring that every district in the zone operates with discipline, ethical standards, and measurable impact. This is a hands-on leadership role, not a desk role, requiring deep field presence, execution rigor, and people-building capability.

Key Responsibilities

1. Zonal Coverage & Execution Ownership

  1. Ensure complete coverage of every district within the assigned zone through structured deployment of BDEs / SEs.
  2. Design district-wise coverage plans and ensure consistent on-ground execution.

  3. Track zonal performance against targets for licensing, enrollments, and field productivity.

2. Team Recruitment, Deployment & Field Success

  1. Recruit, onboard, and deploy BDEs / SEs across districts in the zone.
  2. Ensure rapid ramp-up, field readiness, and sustained productivity of deployed teams.
  3. Conduct regular field visits, joint calls, and on-ground coaching to improve execution quality.

  4. Own Field Success metrics including activity discipline, conversion ratios, and retention of performers.

3. Mission Associate Licensing & Enablement

  1. Drive licensing of Mission Associates through district-level BDEs / SEs.
  2. Ensure licensing is conducted strictly as per IoK® eligibility, compliance, and ethical guidelines.
  3. Monitor district-wise licensing performance and take corrective actions where required.

  4. Build strong local ecosystems of Mission Associates aligned with IoK®’s mission and values.

4. Student Eligibility & Quality Assurance

  1. Ensure quality and integrity of student eligibility testing conducted in the field.
  2. Monitor adherence to eligibility criteria and testing protocols across all districts.
  3. Prevent mis-selling, incorrect enrollments, or eligibility dilution.
  4. Act as the final accountability layer for field-level student quality within the zone.

 

5. Performance Management & Reporting

  1. Track zonal KPIs including:
    1. District coverage
    2. Active BDE/SE count
    3. Mission Associate licenses
    4.  Enrolled student’s prompt Eligibility checking
    5. Field productivity and success ratios in terms of forwarded eligible enrolled students to the training centre.
       
  2. Conduct regular performance reviews with district teams.
  3. Report accurate, data-backed updates to the Regional Head of Business Development (HoRBD).

  4. Maintain CRM and reporting discipline across the zone.

6. Compliance, Ethics & Brand Representation

  1. Uphold IoK® standards of transparency, care, and ethical field practices.
  2. Ensure all sales, licensing, and student interactions follow legal and organizational guidelines.
  3. Represent IoK® professionally with local stakeholders, institutions, and communities.
  4. Act swiftly on any deviations, escalations, or reputational risks within the zone.
     

Qualifications & Experience

Required

  • 4–8 years of experience in field sales, regional business development, or zonal operations.
  • Proven experience in building and managing multi-district teams.
  • Strong on-ground execution capability and comfort with extensive travel.

  • Experience in licensing, channel sales, education, or community-driven models preferred.

Preferred

  1. Experience in education, skilling, employability, or social-impact sectors.
  2. Demonstrated ability to enforce quality and compliance in field operations.
  3. Strong people-coaching and performance management skills.
     

Key Competencies

  1. Field leadership & execution discipline
  2. Team building and coaching
  3. District-level planning and coverage design
  4. Ethical selling & compliance orientation
  5. Data-driven performance management
  6. High ownership and accountability mindset

Executive (BDE / SE) Daily KPIs

  1. Visit 1 adjacent vacant Gram Panchayat
  2. Meet 10 individuals at choupal / barber shop/ any gathering place
  3. Fill 3+ Mission Associate application forms
  4. Convert 1 Mission Associate license (license fee paid)
  5. Probation Duration: 2 -3 months

Minimum Output per Executive (during probation)

  1. License application Forms filled: 52 × >3 = >156

Licensed Mission Associates: 52 × 1 = 52

Zone Structure

Average districts per Zone: 22

Required Executives per district: ≥2 (1 BDE + 1 SE, or upto 5 SEs for large districts)

Total Executives per Zone: 22 × 2 = >44

Probation Duration: 3 - 6 months

Probation KPIs

  1. Executives hired, inducted, trained & mentored per week: >4
  2. Districts fully staffed before probation end

Growth Opportunity

Zonal Heads who staff all districts early with performing Executives may:

  1. Capture adjacent vacant districts.
  2. Deploy Executives into those districts during their probation period.

  3. Expand operational control ahead of peers.

Success Indicators 

First 3 to 5 weeks

  1. 35% district coverage within the assigned zone
     

From 6 to 9 weeks

  1. 65% district coverage within the assigned zone
     

From 10 to 12 weeks

  1. 100% district coverage within the assigned zone
  2. Stable, productive BDE/SE teams across districts
  3. High integrity and quality in student eligibility testing
  4. Predictable, scalable zonal performance with minimal escalations
  5. Consistent Mission Associate licensing aligned with eligibility norms

Early district coverage → eligibility to deploy teams in neighbouring vacant districts

Compensation: 

Competitive salary + performance-linked incentives, Authority & Performance Accountability.

Executive Trajectory & Leadership Advancement

Promotion Eligibility

You become eligible for promotion to Head of Regional Business Development upon successfully leading your Zone to a #1 regional rank in the following measurable outcome:

Highest number of eligible students from your Zone successfully reaching and enrolling at the training centre

This benchmark reflects your ability to build scalable field systems, drive quality mobilization, and ensure end-to-end execution, not just raw outreach.

Career Path & Long-Term Growth

We offer a clear, merit-driven leadership progression, based strictly on impact and accountability:

Head of Zonal Business Development

→ Head of Regional Business Development

→ Product Director

→ Co-Founder

Advancement is based on measurable results, leadership maturity, and mission alignment, not tenure.

Learning, Exposure & Impact

Full access to in-house learning resources across sales excellence, growth marketing, leadership development, and operational scale-up

Hands-on exposure to high-growth execution environments, including cross-functional and cross-regional initiatives

Opportunities for travel and on-ground leadership experience, contributing directly to sustainable livelihoods and HDI improvement

Who Should Apply

This role is ideal for leaders who:

  1. Thrive in field-intensive, execution-heavy roles
  2. Can build teams from scratch and make them perform
  3. Believe in ethical growth over short-term numbers

Are driven by impact, discipline, and accountability

This is not a role of presence.

It is a role of measurable outcomes, time-bound execution, and leadership earned through ground-level results.

Stipend
Rs. 51 000 per month (of 26 working days)+ Work expenses like travel, mobile & data/ Business phone subscription + laptop/mobile EMI/depreciation etc. = 15 700 per month (of 26 working days) = 66 700/month
FAQ
Faq about IoKEPL
Faq about License
Vacancy Status
Open
Probation Period
You choose between 1 to 11 months, based on your confidence.
Department
Human Resources
Location
Remote | Work from Home (Pan-India)
CTC Range
₹12 – ₹98+ LPA (Linked to performance achieved in the Probation Period)
Position Type
Full-time
Working days
Flexible
Reporting to
CEO
Experience Required
Independently hired 6+ senior performing leadership positions
Required Qualification
MBA
Work Timing
Flexible | Outcome-driven

Chief Human Resources Officer (CHRO)

Remote | Pan-India | Reporting to CEO

 

1. What You Earn

Probation stipend: ₹60,000/month (26 working days) + ₹39,900/month towards mobile, data, business phone subscription, PC/laptop EMI/AMC/depreciation, consultant expenses or hiring portal subscriptions = ₹99,900/month total.

Joining bonus: ₹3,00,000; payable on successful completion of probation.

Post-probation base CTC: ₹12 LPA.

CTC growth opportunity by 2027: ₹98+ LPA; linked entirely to your hiring performance and the quality of people you build.

Your probation length is self-selected; 1 to 11 months; based on your confidence. The longer you commit, the higher your permanent CTC ceiling. Choose smartly.

2. How Your Income Grows After the First 9 Hires

From the 10th hire onward: everyone you or all your hired subordinates brought in during your probation who completes their own probation subsequently; permanently adds to your annual CTC as follows:

CTC Growth Per Additional Hire (10th Hire Onward in the PP) Example
Each (n) hire you/your HRBDs/HZBDs/Executives brought in after your direct 9 senior hires, adds to your annual CTC permanently. Here's how it works:
 Category of Hiren =Scenario An =Scenario B
RoleA Graduates from top Indian institutesB Graduates from other colleges01,200,00001,200,000
Departmental head=+₹200,000 X n=+₹50,000 X n1200,0005250,000
Mid-senior=+₹100,000 X n=+₹40,000 X n161,600,00022880,000
Junior=+₹25,000 X n=+₹10,000 X n1203,000,0002622,620,000
Fresher=+₹15,000 X n=+₹5,000 X n2603,900,0009904,950,000
Hire stronger people → build stronger teams → earn a higher lifetime CTC.CTC9,900,000CTC9,900,000

 The math is exact, transparent, and yours to own.

3. Equity; A Rare Upside

For every Head of Region or Departmental Head you successfully hire who consistently achieves their KPIs and completes probation, you become eligible to receive 0.1% primary equity per hire, subject to predefined performance, retention, and evaluation criteria in the formal agreement.

This makes you not just a team-builder, but a co-owner in IoK® 's growth story.

4. Additional Benefits

  1. Access to one of India's largest leadership and management book collections
  2. Company bungalow (8,000+ sq. ft.) available for strategic meets and retreats
  3. Work tools support
  4. Outcome-linked earnings with no salary cap
  5. Full remote working flexibility; no fixed office hours, no mandatory weekly offs, no location constraints

5. The Mission You Will Help Build

IoK® Education exists to fix India's outcome shortage; not its talent shortage. Every year, 10+ million graduates enter the workforce; barely 1 million secure careers that deliver dignified income, long-term stability, and growth.

IoK® converts 30 days of structured learning into a lifetime of earning capability. Your role as CHRO is to build the human architecture that makes this possible; at national scale.

When you succeed here: families move from survival to stability, financial stress reduces, healthspan extends, and India's HDI improves in lived reality, not just in reports.

6. Your Primary Mandate; The Probation Mission

This is the first thing that will be measured. Within your probation period, you are expected to hire 9+ quality leaders directly and as fast as possible:

  1. 5 Heads of Regional Business Development (HoRBDs); each responsible for leading 4+ Heads of Zonal Business Development and building a region's revenue engine from the ground up
  2. 4+ Departmental Heads; strategic function leaders across the organisation

Quality here has a specific meaning: every HoRBD and Departmental Head you hire must begin achieving their committed weekly targets from Week 1. You are expected to set performance culture early, not fix it later.

Your variable pay, equity eligibility, and CTC are all directly connected to hiring right and hiring fast.

7. Full Scope of Responsibilities

A. Hiring and Workforce Planning

  1. Design and run a predictable, time-bound hiring system
  2. Reduce hiring cycle time without compromising quality
  3. Ensure role clarity is established before any hiring begins
  4. Build interview discipline across the entire organisation
  5. Maintain real-time visibility of hiring pipelines and drop-off points
  6. Control early attrition through rigorous screening and structured onboarding

B. Retention and Performance Management

  1. Establish clear, written performance expectations for every role
  2. Ensure fair and transparent performance reviews
  3. Identify retention risks early and intervene decisively
  4. Align rewards, consequences, and growth paths with measurable output
  5. Hold team leaders accountable for their team's attrition and morale

C. Culture and Employee Brand

  1. Build an employee brand grounded in truth, dignity, and long-term stability
  2. Ensure what is promised during hiring matches on-ground reality
  3. Create trust through consistency, not slogans
  4. Address grievances quickly and firmly
  5. Promote a culture of accountability and ownership; not entitlement

D. Policy, Compliance and Discipline

  1. Draft simple, unambiguous HR policies
  2. Ensure policies are understood, implemented, and enforced; not aspirational
  3. Maintain full compliance with applicable Indian labour laws
  4. Handle disciplinary actions decisively and fairly
  5. Prevent policy dilution through exceptions and favouritism

E. Training Effectiveness and Capability Building

  1. Ensure training follows the Pre-Onboarding Resources to Align Mutually (PORtAM) and Self-Pace Your Onboarding (SPYO) framework
  2. Measure training success by post-training joining and performance outcomes
  3. Eliminate low-impact training material
  4. Build capability pipelines for current and future roles

F. Daily Execution Rhythms

  1. Source candidates via X-Ray/Boolean search, referrals, professional networks, job portals, and campus hiring; with a focus on Hindi-belt states
  2. Conduct structured telephonic or video interviews
  3. Screen resumes for capability, ambition, and culture alignment; not credentials alone
  4. Perform reference checks and background verification
  5. Issue offers and manage hiring workflows end-to-end through the system
  6. Lead onboarding and induction for all new hires
  7. Track learning progress, probation milestones, and promotion readiness
  8. Monitor KPIs and performance dashboards to ensure accurate payroll, incentives, and bonuses
  9. Submit a daily hiring report by 8 PM: pipeline health, offers made, joinings, and blockers

8. How You Will Be Measured

Hiring

  1. Average hiring cycle time
  2. Offer-to-joining conversion rate
  3. 21-day attrition rate of new hires

Retention

  1. Overall and early (0–3 week) attrition rate
  2. Role-wise retention stability
  3. Head-wise retention accountability

Performance

  1. Percentage of employees meeting their role KPIs
  2. Timelines for low-performer correction or exit

Policy and Compliance

  1. Policy deviation incidents
  2. Grievance closure time
  3. Compliance audit outcomes

9. Your Execution Plan; First 15 Days

Days 1–7

  1. Diagnose hiring and policy gaps
  2. Identify immediate risk areas in people operations
  3. Establish reporting cadence with the founder
  4. Correct flawed hiring processes
  5. Simplify or clarify existing HR policies
  6. Initiate early retention interventions
  7. Set baseline KPIs for all HR functions

Days 8–15

  1. Stabilise hiring rhythm
  2. Implement performance tracking systems
  3. Review training effectiveness
  4. Begin holding Heads accountable for people outcomes

10. What We Need in You

Experience

  1. Proven senior HR leadership in India; you have independently hired 6+ senior performing leaders
  2. Hands-on exposure to hiring and managing large, diverse teams across remote geographies
  3. Deep understanding of Hindi-belt workforce behaviour and culture
  4. Practical working knowledge of new Indian labour laws
  5. Track record of improving both hiring quality and retention; not just filling seats
  6. Experience enforcing policies, not just writing them

Minimum Qualification

MBA (required)

Leadership Traits

  1. Strong execution discipline; you finish what you commit to
  2. High personal credibility with both employees and department heads
  3. Willingness to take hard decisions without delay or hesitation
  4. Clear communication under pressure
  5. Empathy balanced with firmness; you support people and hold them accountable simultaneously
  6. Zero tolerance for ambiguity and delay in your own functioning

Skills

  1. Talent and leadership hiring | Senior management and sales hiring | Bulk hiring
  2. KPI/KRA management | Performance management | Remote and campus hiring
  3. X-Ray and Boolean search | Onboarding and induction | Employee relations
  4. HR operations | Stakeholder management | Hindi-belt hiring expertise

11. How We Work

We do not track hours. We measure results, quality, and integrity. We expect self-starters, not task-takers.

  1. No fixed office hours
  2. No mandatory weekly offs
  3. No physical location constraints
  4. One fixed reporting requirement: daily hiring report by 8 PM

Consistent disregard for SOPs or agreements results in termination after the second documented violation. This is not a warning; it is how the system works.

We invite you to join:

  1. Mentally; own your outcomes, not just your tasks
  2. Intellectually; apply wisdom, not just effort
  3. Emotionally; align with the mission, not just the salary

Above the Line; Our Culture in Practice

If you can live by these principles, you belong here:

  1. Accountability: See it, own it, solve it, do it
  2. Become part of the solution, always
  3. Act now; not after a meeting, not after an email chain
  4. Ask constantly: What else can I do? What can I do better?
  5. Seek coaching, not validation
  6. Reject average in yourself before expecting it of others
  7. Show people that you care; about the mission and about them

Most terminations here happen for attitude and cultural misfit, not skill gaps. Culture is not a poster on the wall.

12. Role Positioning

This role is not ceremonial. It is not advisory. It is the single-point ownership of IoK®'s people system.

The CHRO is accountable not for intentions, but for measurable people outcomes. Success will be measured clearly. Failure will be visible early.

If you are ready to build leaders, own outcomes, and create national impact; IoK® Education is where your work finally matches your ambition.

Location: Remote | Pan-India | Hindi-belt focus

Position Type: Full-time

Working Days: Flexible | Outcome-driven

Reporting to: CEO

 

Apply: https://iok.parcamp.com/node/add/application

Stipend
₹60,000/month (26 working days) + ₹39,900/month towards mobile, data, business phone subscription, PC/laptop EMI/AMC/depreciation, consultant expenses or hiring portal subscriptions = ₹99,900/month total.
Joining bonus
Joining bonus Rs.3 00 000/- payable upon successful completion of probation.
FAQ
About HR Role
About IoKEPL
HoR/ZBD

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IoK Education Private Limited

IoK® Education Private Limited 
CIN: U85499MH2025PTC448818 
B39, Opposite Agroli Shiv Mandir, Sector 29,  Belapur; Navi Mumbai 400614; Maharashtra; Phone: 9594712141
Email: help@iok.education
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Legal Disclaimer:

IoK® is an education-focused organization. Our programs provide knowledge and awareness related to Healthspan, prevention, and early risk understanding. IoK® does not offer medical advice, diagnosis, treatment, or clinical services, and should not be considered a substitute for professional healthcare.