Sales training and coaching · Sales careers and mindset
Give every sales role a card, a number and a next step.
Sales role design means deciding which jobs your selling is split into, what each is measured on, how each is paid, and where each person can move next. This page covers when to separate prospecting from closing, how to write a role card, and how to draw the career map.
Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.
In one paragraph
Sales role design means deciding which jobs your selling is split into, what each is measured on, how each is paid, and where each person can move next. This page covers when to separate prospecting from closing, how to write a role card, and how to draw the career map.
A lighting showroom in Kochi has four people who all answer the phone, visit sites, chase quotations and collect payment. The newest one is good at first calls and poor at closing. The oldest closes well and has stopped chasing new enquiries. Every one of them is called a sales executive.
Role design starts by listing everyone who does any selling, including the owner and the part-timer, then giving each person one primary job. A role card follows: what they do, the one number they are judged on, where their leads come from, how they are paid, and which role they move to next.
The owner and the sales head do the work, and each salesperson confirms their own row. It replaces the single catch-all title that hides who is responsible for what.
It sits before hiring and before the pay plan, and next to the territory pages. Pay terms, minimum wage rules, provident fund and incentive tax treatment differ by state and change, so show the finished cards to your own HR adviser or CA before you issue anything.
Where this sits
Topic 1 of 8 in sales training and coaching: sales careers and mindset. How salespeople grow, and the habits that keep them selling after rejection.
- The topic after
- Prospecting and meeting-booking practice
If you want this done for you
Nobody can say who is meant to do what once an enquiry comes in.
The work
What this is actually like.
“Splitting prospecting from closing is a size decision”
With two reps, one person doing both is fine. Once someone is spending their day on cold calls and the closer is waiting for meetings, a split pays. Before then it adds a handover, and handovers lose context. Count each person's time before you decide.
“One number per role”
A first-contact role is judged on meetings booked that the closer accepts. A closer is judged on orders and collections. An account manager is judged on repeat orders. Give a role three numbers and the rep picks the easiest one.
“Pay mix is part of the role”
Fixed pay with a small incentive suits a role with long, uncertain cycles. A heavy variable share suits a quick-turn product. State the split in the card, in rupees, and check it against state minimum wage rules so a poor month does not push pay under the floor.
“A path with no timeline is a rumour”
Telling a junior they can become a closer one day does nothing. Say what they need to show, and give a rough window, set against how long your own best closer took. Without it, the better juniors leave to find a title elsewhere.
What we do
What you end up with.
The documents this topic produces, what each one is for, and how you know it is finished.
The people list
Everyone who sells, in one column, with hours spent, the main customers they handle and their current title. Owner and part-time staff included.
Result: Finished when the owner sees the number of people selling without being called sales.
The role cards
One page per role. Headings: purpose, main tasks, lead source, the one measure, pay structure in rupees, the next role, and what must be shown to move.
Result: Finished when each salesperson can read their card aloud and say it matches the job.
The pay-mix table
Fixed pay, average incentive and their ratio for each person. Filled by the owner, with the accountant checking the figures against payroll.
Result: Finished when no role sits below the state wage floor in a bad month.
The handover rule
If you split roles, one paragraph saying what counts as a ready meeting: who the person is, what they need, who decides, and what is in the CRM. A handover log shows accepted and rejected meetings.
Result: Finished when the closer can run a first meeting from the notes alone.
The career map
A single page showing the roles as steps, the evidence needed for each move, and a rough window. Pinned where the team will see it.
Result: Finished when a junior can say what they must show for their next role.
Why us
Why owners pick GullySales over an agency.
Marketing and sales, as one job
Most agencies stop at the enquiry. We also fix what happens after it: the reply, the follow-up, the quote and the CRM.
The person on the first call does the work
No account managers in between. You are never handed to someone you have not met.
A baseline before anything starts
Your numbers are written down on day one, so every later report compares against something honest.
The fee in writing, split three ways
Our time, your media spend and production on separate lines. You always see what goes to us.
No guarantees we cannot keep
The term is agreed in writing and never a default twelve months. We never promise a ranking or a lead count, because nobody controls those.
One office, and we say so
Nagarbhavi, Bengaluru. We work across India by call and WhatsApp and travel when a session needs to be in person.
#257, 3rd floor, Sri Nanjundeshwara Complex, Nagarbhavi 8th Block, Outer Ring Road. How we work.
Your brief
Tell us what you need, and we will read it before we call.
Eight short steps about your business, what you want and who decides. Most questions are a tap, and you can skip any you would rather answer on the call.
FAQ
Questions owners ask before they call.
Not here? More answers, or ask on WhatsApp.
We have three reps. Do we need role cards?
When is a split between prospecting and closing a bad idea?
How do we describe variable pay in an offer letter?
Do we promote our best closer to manager?
Does the owner need a role card?
How much does it cost?
How long is the contract?
How soon will we see results?
Who will actually do the work?
What do you need from us?
Where to go next
The work that carries this topic further.
Services
The rest of sales careers and mindset
Or read all of sales training and coaching.
Your next practical step
Tell us what you are trying to grow, and we will read it before we call.
Eight short steps, mostly taps. Skip anything you would rather answer on the call.