Drive franchise acquisition and revenue growth by sourcing leads, managing the complete sales cycle, closing and collecting franchise deals, and coordinating onboarding through outlet launch. The role carries strict quarterly targets of five closures or ₹25,00,000 in collections, with escalating targets for underperformance. Incentives include 5% of collections above the quarterly threshold, subject to realized payments. Consistent underperformance may lead to a performance improvement plan, compensation changes, reassignment, or role downgrade.
1. Core Responsibility
You are responsible for driving aggressive business expansion through:
- Franchise acquisition
- Revenue generation
You are expected to take full ownership of the sales cycle from lead generation to closure and collection.
2. Quarterly Targets (Non-Negotiable)
Each quarter, you must achieve either:
- Minimum 5 franchise closures OR
- Minimum ₹25,00,000 in revenue collection
There are no exceptions, carry-forwards, or partial credits.
3. Scope of Engagement
You shall be responsible for the following:
Lead Identification & Development Identifying, sourcing, and developing potential franchise leads through personal networks, market outreach, and other business development activities.
End-to-End Deal Closure Driving the complete sales cycle, including lead qualification, presentations, negotiations, and successful closure of franchise deals.
Revenue Generation (FOFO & FICO Models) Actively contributing to revenue generation under both FOFO and FICO models, ensuring conversion of prospects into paying franchise partners.
Onboarding & Internal Coordination Coordinating with the Company’s internal teams to ensure smooth onboarding, documentation, and execution of franchise setup processes.
End-to-End Ownership (Conversion to Launch) From the point of deal conversion through onboarding, setup, and until the successful launch of the outlet, you shall remain actively involved and in the loop, ensuring completion of all milestones and alignment with Company standards.
4. Performance Escalation Clause
Failure to meet the quarterly target will trigger an automatic 40% increase in the next quarter’s target.
Example:
- If ₹25,00,000 is not achieved → next quarter target becomes ₹35,00,000+
- If 5 franchises are not closed → next quarter target becomes 7+ closures
This escalation reflects the urgency and growth expectations of the business.
5. Incentive & Upside (High Reward for High Performance)
- Once you achieve ₹25,00,000 in a quarter, you unlock a 5% incentive on every additional amount collected beyond this threshold.
- There is no cap on incentives. The more you collect, the more you earn.
6. Collection-Based Incentive Policy (Critical Clause)
- All incentives will be calculated strictly on actual collections received by the company, not on deals signed, invoices raised, or cheques issued.
- Any post-dated cheques (PDCs), pending payments, or un-cleared amounts will not be considered for incentive calculation.
- Incentives will only be released once the payment is realized and credited to the company’s account.
7. Performance Accountability
- This is a target-first role. Activities do not substitute outcomes.
- Consistent underperformance will lead to strict performance review and potential role discontinuation.
- High performers will be fast-tracked for leadership roles, higher incentives, and business ownership opportunities.
8. Ownership Mindset
- You are expected to operate with a founder’s mindset:
- Take initiative without dependency
- Solve problems independently
- Deliver results under pressure
9. Acceptance
By accepting this role, you acknowledge and agree to operate in a high-performance, high-reward environment, where growth is directly tied to results delivered.
10. Consequence of Consecutive Underperformance
- Failure to achieve the defined quarterly target for two consecutive quarters will be treated as critical underperformance.
- In such a case, the company reserves the right to take one or more of the following actions:
1. Immediate placement on a Performance Improvement Plan (PIP) with revised, time-bound targets (30–60 days)
2. Reduction or restructuring of fixed compensation, shifting the role to a higher variable / performance-linked structure.
3. Reassignment or downgrade of role and responsibilities based on business requirements.
11. Incentive Payout Timeline
- All eligible incentives will be calculated at the end of each quarter, based strictly on actual collections realized within that quarter.
- The approved incentive amount will be disbursed along with the salary of the subsequent month following the quarter end.
- Any delays in payment realization, reconciliation, or discrepancies may result in deferment of incentive payout until resolution.
If you are driven by targets, thrive under pressure, and want uncapped earning potential, this role is designed for you.
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