Campus Partnership Manager (B2B Sales)

Mckinley Rice Creativity; Dadri, Pune District; Hybrid; INR 1.200.000 - 1.800.000; Vollzeit

Zusammenfassung

Redrob AI seeks a Campus Partnerships Manager to own a territory end-to-end for Kaabil. You will identify institutions, win them, drive student adoption, and renew contracts in Pune or Noida with hybrid work.

You will manage the full campus sales cycle—from prospecting to POs and finance—while building a campus representative network and ensuring strong activation and renewals across accounts.

Qualifikationen

• 3 to 6 years experience in campus sales.
• Experience with Indian higher education institutions.
• Willingness to travel and hybrid/onsite work

Aufgaben

• Own the campus sales cycle—from prospecting to renewal.
• Manage institution pipeline and close deals.
• Build and lead campus representative network.
• Drive activation and renewals across campuses

Kenntnisse

Campus partnerships

Territory management

B2B sales

Negotiation

Jobbeschreibung

Campus Partnerships Manager Kaabil by Redrob

THE ROLE IN THIRTY SECONDS

Own a campus territory end to end for the newest product Redrob AI has built. Find the institutions, win them, get their students genuinely using it, and renew them. You carry the number, and nobody closes on your behalf.

3 to 6 years experience • Pune or Noida • Hybrid • Full-time • Team: Campus

About Redrob AI

Redrob AI is building the AI screen of India. Several hundred million Indians will meet artificial intelligence for the first time on a phone rather than a laptop, and most of them will meet it through something that helps them earn more so that is the thing we are building, and we are building it for them rather than adapting something designed elsewhere. The company is on the road to Series B with products already live and used every day by real people across campuses and cities. Two things define how we work. The first is that we build AI which does the work rather than AI that talks about it: our systems take actions on a person's behalf and are judged on what actually happened, not on how the conversation felt. The second is that we run on measured numbers. Every person here can tell you their one number and where it stands today, decisions get made on a data pull rather than a deck, and we have killed our own favourite plans on the strength of one honest look at the evidence. It is a company where you will be given a real line to own and then held to it, and where you will find out quickly whether something is working, which is either the best or the worst news depending on the kind of person you are.

What Kaabil is

Kaabil is a career application that combines two powerful capabilities: an AI agent that reaches out to real recruiters on a candidate’s behalf every day, and a system that proves their skills through assessments, guided learning, and verifiable credentials. The two are connected in a continuous loop. Each job shows a match score and identifies the test or learning path that can improve it. Once completed, the credential updates the candidate’s resume and improves the agent’s future outreach. A single score and progress bar track overall growth, while contests and leagues keep candidates engaged. For institutions, Kaabil helps turn student readiness into measurable progress. Students get unlimited assessments with free retakes, lifetime credential wallets, targeted learning, and weekly readiness visibility for the institution.

Why Kaabil is a genuinely good thing to carry into a placement office

• The agent works, and we can prove it. Roughly 94% of the people who switch it on never switch it off, and when a recruiter replies, about 70% of those candidates come straight back — against a baseline near 7%. You are not selling a promise about engagement; you are selling something that measurably retains the students it is given to.
• Assessments here improve students rather than only ranking them.Unlimited free retakes keep the best score, unlike incumbents with 45–90 day lockouts. One assessment triples seven-day retention, while students retake at 2 the first-attempt rate—turning testing into a habit.
• The credential keeps working after the drive is over. It sits in a wallet the student owns permanently, it is verifiable, it writes itself onto their resume and it moves their match on real jobs. No assessment vendor can offer that, because none of them own a jobs product on the other end.
• The institution becomes a supplier, not just a buyer. Institutions can create assessments and certifications from their curriculum and earn revenue—rare in Indian campus sales.
• The reporting is automatic, and no incumbent provides it. A weekly readiness and activation report reaches every signed account without anyone remembering to send it, with a drill-down to any named student and their specific gap. It is the instrument that makes a renewal conversation a formality instead of an argument.
• Transparency is a weapon in the first meeting. Several of the largest players in this market will not discuss terms at all without a sales call. We will tell an institution exactly what they get and what it takes, in the first conversation.
• It is built for the phone the student actually owns. A native app, assessments that survive a weak campus network and resume where they left off, and learning modules that download for offline use. This matters more in a tier-two college than any feature list.
• We can afford to be generous when the market meters. Our cost to run one assessment is a small fraction of what the incumbents charge for one, which is why unlimited attempts and free retakes are possible here and structurally impossible for a company whose entire business is selling test attempts.

What you will own

• A territory, and its number. West out of Pune, or North out of Noida. Engineering colleges and universities with a placement function. You own the pipeline, the commercial conversation, the close and the renewal. Nobody hands you a lead list.
• The full cycle, including the unglamorous end of it. Own the full campus sales cycle—from prospecting and stakeholder meetings to trials, POs, and finance—because campus deals require more than just a successful demo.
• A trial-first motion. Run real-cohort trials before signing, drive strong activation, and walk away from institutions that won’t engage.
• Activation, not just signature. 30-day activation ranges from 19%–47%; signing is only half the job—student usage drives renewals and strong references.
• The campus representative programme. Build and manage a student representative network to drive higher student engagement and completion across accounts.
• Growth inside the account. Institutions authoring and earning from their own certifications, employer-funded campus roles, sponsored hiring hackathons. Winning the first agreement is the start of the account, not the end of it.

Your first ninety days

Days 1 to 30

Master the product, qualify the warm institution base, launch 2 real-cohort trials, and recruit the first campus representatives.

Days 31 to 60

Convert your first agreements, achieve 50%+ trial activation, and build a clear territory map of institutions, size, buying triggers, and budget cycles.

Days 61 to 90

Build a repeatable sales motion with a strong pitch, trial playbook, independent rep model, reliable forecast, and at least one expansion account.

The numbers you carry

Signed institutions and licensed students • thirty-day activation above 50%, with the spread between your best and worst account narrowing • trial-to-paid conversion • renewal rate • representative density and their completion rate.

What we are looking for

• Three to five years selling into Indian campuses, and you can name yours. GeeksforGeeks, Unstop, Coursera, upGrad, Scaler, Internshala, Naukri Campus, TCS iON, AMCAT or SHL, CoCubes, Superset, Wheebox, HirePro, Talview — or an adjacent company where you carried a campus number and hit it. What you closed matters far more than whose logo is on your CV.
• You have owned relationships, not just opened them. You can tell us about a placement officer who took your call two years after the agreement ended, and why.
• You know the buying process, including the boring parts. Who signs, who blocks, when the budget cycle opens, how a purchase order actually gets raised, and what changes when the institution is public rather than private.
• You are comfortable on a campus, not just in a boardroom. Corridors, lecture halls, and recruiting a student representative who then works for you without being on the payroll. If field work is beneath you, this is the wrong role.
• You travel willingly, and you can state your number out loud. The campuses that convert best are rarely the ones in your own city, and everyone here knows their one number and where it stands today.
  

What will make you stand out:

Build a proven ambassador network, win multi-college deals, handle public tenders, and speak the local language fluently.

This is not the role for you if

You want a defined lead list and a marketing team feeding you meetings • you measure your year in signatures and treat what happens afterwards as somebody else's problem • you would rather not be on a campus in June, in a corridor, in the heat, talking to students.

What you get

• A line, not a seat. You own the campus revenue line for your region — pipeline, trial decisions, the representative network and the renewal. Not a slice of somebody else's target.
• Compensation. Competitive fixed, plus a performance-linked variable tied directly to the number you own. We will talk real ranges on the first call rather than at the end of the process.
• Speed, and a real seat. Decisions in days, a direct line to the founder and to the head of the campus front, and a pre-Series-B role where the territory model you build in the next two quarters is the one the company runs on for the next two years. This line is expected to grow into several territories and a team.