New Business Consultant

Sales Team KPI and Commission Structure for New Business Consultants (Hunters):

This revised structure recognises the New Business Consultants' role in generating new business while promoting collaboration with the Customer Care Team for long-term client relationships. It should motivate your Hunters effectively and encourage them to bring in valuable clients for your company.

Role Definition:

New Business Consultants are responsible for acquiring new clients by initiating contact with prospective leads, nurturing those leads, and ultimately transitioning the client relationship to the Customer Care Team once a sale is secured.
Incorporating adherence to the Company Standard Operating Procedures (SOP) as a mandatory Key Performance Indicator (KPI) for New Business Consultants (Hunters) is crucial to ensuring that all sales activities not only aim for high performance and revenue generation but also strictly follow the company's established processes and ethical guidelines.

Key Performance Indicators (KPIs) for New Business Consultants (Hunters)

Objective:
To align the efforts of New Business Consultants with our company's strategic goals of expanding the customer base, increasing Monthly Recurring Revenue (MRR), and ensuring all activities are conducted in compliance with our Standard Operating Procedures (SOP).
KPIs Overview
1. New Client Acquisition:
• Target: Secure at least two new clients per quarter.
• Measurement: Number of new contracts signed within the quarter.
2. Monthly Recurring Revenue (MRR) Growth:
• Target: Generate a minimum of R100k in additional MRR per quarter from newly acquired clients.
• Measurement: Increase in MRR attributed to new clients.
3. Qualified Discovery Calls:
• Target: Conduct at least 20 qualified discovery calls per month with potential clients.
• Measurement: Total number of qualifying discovery calls meeting predefined criteria.
4. Conversion Rate:
• Target: Achieve a conversion rate of at least 10% from discovery calls to signed contracts.
• Measurement: Percentage of discovery calls resulting in a signed contract.
5. Adherence to Company SOP:
• Mandatory Requirement: Strict compliance with all company Standard Operating Procedures (SOP) during the sales process.
• Measurement: Compliance audits, spot checks, and manager evaluations to assess adherence levels. Non-compliance incidents will be documented and addressed accordingly.
Basic Remuneration
A more than competitive base salary that ensures financial stability for New Business Consultants.
• Junior R17600 has a minimum requirement of 1 Discovery call per day.
• Senior R35200 has a minimum requirement of 2 Discovery calls per day.
The described basic remuneration structure for New Business Consultants is strategically designed to provide financial stability while encouraging proactive behaviour in generating sales opportunities. Here's why this is a good structure:
1. **Financial Security with Incentive to Perform**: The base salary ensures that the consultants have financial security regardless of the sales cycle's ups and downs. At the same time, the ability to increase their earnings through successful Discovery calls incentivizes them to be proactive and diligent in their sales efforts.
2. **Merit-Based Earnings**: By tying part of the remuneration to the ability to network and set up meetings, the structure rewards skills and efforts directly related to sales success. This can be especially motivating for those who are confident in their networking abilities and sales acumen.
3. **Clear Expectations**: Setting a minimum requirement of Discovery calls per day establishes clear performance metrics. This helps consultants understand what is expected of them daily and aligns their activities with the company's goals.
4. **Scalable Salary Growth**: The more effective the consultants are at networking and setting up meetings, the more opportunities they have to close deals and earn commissions. This structure provides a direct correlation between effort and reward, offering consultants control over their earning potential.
5. **Career Development**: Junior consultants are encouraged to develop their networking and sales skills with a reasonable target of one Discovery call per day. As they grow into a Senior role, the expectations increase, reflecting their development and providing a clear path for career progression.
6. **Encourages Skill Improvement**: Since part of their salary depends on their ability to set up meetings, consultants are likely to invest in improving their networking skills, market knowledge, and understanding of client needs, which in turn can improve their overall sales performance.
7. **Motivation and Engagement**: Consultants who are successful in setting up Discovery calls and thus increasing their base salary are likely to feel more engaged and motivated. This can lead to higher job satisfaction and lower turnover.
8. **Self-Driven Success**: The structure empowers consultants to take charge of their success. Those with a strong drive and networking skills can significantly increase their earnings, which can also attract more talented salespeople to the company.
In conclusion, this remuneration structure creates a dynamic environment where New Business Consultants are rewarded for their initiative and ability to generate potential sales. It aligns individual success with the company's growth, promoting a culture of achievement and excellence.