Hire sales talent in India, powered by Mira AI.
Build a sales team that fills pipeline and closes it, from SDRs to account executives to the ops behind them. Mira AI ranks each applicant on quota they carried, not the tools they list.
Mira AI turns a sentence into a job description and a scorecard, then scores every applicant against it.
Build a career with a global team, on Indian payroll.
Trusted by 300+ Global Companies
The sales work companies hire for most.
Open whichever part of the funnel is the bottleneck. Work beyond this list is scored on the same record of quota carried.
Sales Development (SDRs & BDRs)
Outbound, cold email, calls, booking meetings
Account Executives
Demos, pipeline, negotiation, closing
Account Management
Retention, upsell, renewals, QBRs
Inside Sales & Telesales
High-volume calling, inbound close, SMB
Lead Generation & Research
List-building, enrichment, qualification
Sales Ops & RevOps
CRM, forecasting, enablement, process
Any other sales role
Channel, partnerships, sales leadership, solution consulting and more. Describe the role and Mira AI scores for it.
From a funnel that leaks to a motion that repeats.
Four steps, from naming the motion to a signed contract. Posting the role and reviewing applicants are free on the Base plan.
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01 Post
Post a role
- The motion (inbound or outbound), your deal size, and the market you sell into
- Mira AI turns it into a scorecard about quota carried rather than logos on a CV
- Sales salary band checked against live payroll data before the role opens
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02 Screen
Screen with AI
- Weighted toward reps who hit a comparable number in a comparable motion
- Each place in the ranking comes with the reasoning written out
- Referrals and agency submissions land in the same ranked list
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03 Interview
Run interviews
- Markets, deal sizes and quota history shown on the profile
- Book a discovery-call roleplay or a mock outbound sequence in a click
- Panel notes, recordings and scores stay attached to the role
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04 Decide
Decide together
- Wisemonk signs the employment contract as legal employer in India
- Base, commission, provident fund, gratuity and tax withholding run every month
- CRM access, dialler and sequencing tools set up before their first day
It reads the work, not the CV.
Mira AI reads every Sales application through the work that actually shipped: what the person owned, the constraints they worked inside, and the evidence they can show for both. Every applicant is measured against the same scorecard, in the same way, on the day they apply.
Proof beats a polished CV.
You describe the Sales role and what success looks like in it, and Mira AI ranks each applicant with the reasoning written out in sentences you can read and disagree with. The people who rise are the ones whose work backs up the claim. A first read, never the final word.
- Weighs work someone actually shipped above the tools listed on a CV
- Every ranking carries the why, including the near-misses
- Reads for judgement and communication alongside technical depth
- Reorders the shortlist as new Sales applicants arrive
Start from where the funnel leaks.
Sales roles grouped by the bottleneck in your funnel rather than by title. Anything outside these four opens and ranks on the same scorecard.
No one is filling the top of the funnel
A prospecting gap. SDRs and BDRs who build lists, run outbound, and book qualified meetings so your closers spend their time closing.
- Sales Development Reps
- BDRs
- Outbound SDRs
- Lead Research Analysts
Meetings happen but deals do not close
A closing gap. Account executives who run a clean discovery, handle objections, and move a deal to signature instead of letting it stall.
- Account Executives
- Inside Sales Reps
- Sales Closers
- Solution Consultants
Customers leave after the first year
A retention gap. Account managers and CS-minded sellers who renew, upsell and keep the revenue you already won.
- Account Managers
- Customer Success Managers
- Renewals Specialists
- Upsell Reps
Sales runs on memory and spreadsheets
An operations gap. Someone to own the CRM, the forecast and the enablement so the motion is repeatable rather than heroic.
- Sales Ops Analysts
- RevOps Specialists
- CRM Managers
- Sales Enablement
Carrying a bag is common. Hitting the number is not.
Naming the motion and the quota you expect filters far harder than naming a CRM in the advert.
SDR / Junior
0 to 2 years
Prospects, qualifies and books meetings to a defined playbook. Reliable on activity once the scripts and sequences are in place.
Account Executive
3 to 5 years
Owns deals end to end, sources some of their own pipeline, and closes without much oversight. The band most teams build around.
Senior AE / Team Lead
6 to 9 years
Takes the complex deals, coaches the reps below them, and owns a number for a segment. Notice runs 30 to 60 days.
Head of Sales
10 years and up
Owns the quota, the forecast and the comp plan, and builds the team rather than only carrying a bag.
Which sales hire you actually need.
Sales titles hide very different jobs. Starting from the part of the funnel that is blocked gets you a better shortlist than starting from a title.
| Role | What they own | Measured by | Hire when |
|---|---|---|---|
| SDR / BDR | Prospecting and booking meetings | Qualified pipeline created | Your closers have nothing to work |
| Account Executive | Running deals to a close | Revenue and win rate | Meetings happen but deals stall |
| Account Manager | Keeping and growing accounts | Retention and upsell | Customers churn after year one |
| Inside Sales Rep | High-volume calling and SMB close | Deals closed per month | Lots of small deals to work fast |
| Sales Ops / RevOps | CRM, forecast, process, enablement | Forecast accuracy and ramp | Sales runs without a system |
| Lead Research Analyst | Building and enriching the list | Clean, current prospect data | Reps waste time finding contacts |
What a sales brief has to make clear.
Pick the ones that matter for your motion and every applicant arrives already scored against them.
The motion: inbound or outbound
Inbound closing and outbound prospecting are opposite muscles. Say which, because a great inbound AE can freeze on a cold call and a strong SDR may not close.
Your ICP and deal size
Selling a small tool to SMBs is a different job from a six-figure enterprise deal. Name the buyer and the deal size, since they decide the kind of rep far more than the title.
Quota, not activity
Anyone can report calls and emails sent. Ask what number they carried, what they actually closed against it, and over how many quarters.
Your CRM and stack
Salesforce, HubSpot, Outreach, Apollo. Fluency in your stack saves ramp-up, and a rep who has never worked a real CRM will slow the whole team.
Spoken English and timezone overlap
Outbound and demos are live. Hear a sample pitch and agree the hours that must overlap for calls, because this is where offshore sales most often breaks.
Comp and the plan
Decide the base, the variable and the targets upfront. A plan a rep can calculate in their head motivates; one they cannot breeds churn.
Start with the tool. Add reach. Add people.
Every plan includes Mira. What changes is how far your roles travel and how much of the work you hand over.
Base
For a team running its own hiring and tired of doing it in spreadsheets.
- Full pipeline and candidate tracking
- Your own hosted careers page
- Mira in Slack, with monthly credits
- Unlimited open roles
Boost
For teams whose problem is candidate flow, not candidate tracking.
- Everything in Base
- Your roles listed on the Wisemonk talent community
- Mira on the strongest models available
- Uncapped screening and scheduling
- Salary benchmarks from live India payroll data
Bespoke
Some roles need a person on the phone. Our recruiters take over sourcing and interview coordination, working the pipeline Mira has already built — so you're paying for judgment and conversations, not for admin.
Contingent fee of 10%, 12.5% or 15% of first-year salary, set by role seniority. Under a talent agreement, billed only on a joined hire.
Frequently asked questions
What founders and sales leaders ask before building a sales team in India.
How do I hire sales reps in India?
Describe the motion (inbound or outbound), your deal size, the market you sell into, and the number you want carried. Mira AI drafts a job description and a scorecard from that, your role reaches our candidate community, and each applicant is ranked as they apply. Run a discovery-call roleplay with the shortlist, then Wisemonk employs whoever you choose.
How much does it cost to hire a sales rep in India?
SDRs sit at the accessible end, experienced account executives cost more because closing is a proven skill, and heads of sales are priced alongside other leadership. On top of base there is usually a commission or bonus plan. Post the role and we will benchmark your band against live India payroll figures before it goes out.
Can sales reps in India sell to US or UK customers?
Yes, and many do it every day for global companies. Reps work your pipeline from India with a few hours of live overlap for calls and demos, while prospecting and follow-up run asynchronously. Check comfort with your market's buyers and, for outbound calling, spoken English and accent, which matter more on the phone than over email.
Should I hire SDRs or account executives first?
Start where the funnel leaks. If you have meetings but nothing closes, hire an account executive. If your closers are idle because nothing is coming in, hire SDRs to fill the top. Asking one person to both prospect all day and close is the most common reason a young sales team stalls, so split the roles as soon as volume allows.
How do commissions and sales comp work in India?
The same base-plus-variable structure you use elsewhere works here. You set the base and the commission or bonus plan, and Wisemonk runs both through monthly payroll as the legal employer, with statutory costs like provident fund applying to the fixed component. Agree the split and the targets at offer stage, and keep the plan simple enough that a rep can calculate their own number.
How do I measure whether a sales hire is working?
Give them a ramp, then judge quota attainment: qualified pipeline created for an SDR, revenue closed and retained for an account executive. Activity numbers like calls and emails are easy to inflate and tell you little on their own. A rep who builds a bit slower but whose deals stick is worth more than one who closes fast and churns.
Can sales reps in India work our timezone?
Yes. Reps routinely work offset shifts to cover a US or UK selling day, and much of prospecting and follow-up is asynchronous anyway. Agree upfront which hours must be live for calls and demos, and the rest of the work fits around them.
Do I need an entity in India to employ sales staff?
No. Wisemonk acts as the legal employer of record, holds the contract and runs monthly payroll including the commission plan, provident fund, gratuity, ESI and tax withholding. Your reps work your pipeline and your targets. If you already run an Indian entity, the hires can sit on it instead.
How do I test a sales candidate?
Run a live roleplay: a discovery call for a closer, a cold call or opening for an SDR, against a real scenario from your business. Then ask them to critique a deal that went wrong. You learn more about how someone sells from ten minutes of roleplay than from an hour of questions about their process.
What does senior mean in sales in India?
Roughly six years and up, and the marker is owning a number rather than working a queue of leads. A senior seller takes the complex deals, coaches the reps below them, and can be trusted with a segment's quota. At that level the role becomes team lead or head of sales, and notice runs 30 to 60 days.
Find your next sales hire in India.
Name the motion, the market and the number. Mira AI writes the scorecard, ranks every applicant, and Wisemonk takes care of the employment.
