Deputy CEO

Dilzer Consultants; Bengaluru; On-site; INR 3,500,000 - 6,000,000; Full time

Job summary

Dilzer Consultants in Bangalore (On-site) seeks a Deputy CEO (2IC) to drive aggressive business growth and lead human capital development. The role demands 7–15 years in wealth management with 3–5 years in a leadership capacity, and will coordinate training, onboarding, and professional growth across the firm.

The candidate will oversee governance, client engagement strategies, and cross-functional collaboration while reporting to the CEO/Founder.

Qualifications

• MBA (Finance)/CFP/CA or equivalent.
• 7–15 years in Wealth Management; 3–5 years in a core leadership role.

Responsibilities

• Talent Architecture Training: oversee standards for the firm.
• New Hire Onboarding: design and manage 30-day onboarding curriculum.
• Technical Growth: coordinate training on products and investment strategies.
• Professional Skills: conduct Prospect Call Practice and teach ABC techniques.
• Ongoing Development: monthly knowledge sessions on regulations and assets.
• Buddy System: manage Mentor/Mentee program.

Skills

Mentorship

Training design

Wealth management

Team leadership

Leadership

Education

MBA (Finance)

CFP

CA

Tools

CRM automation

Zoho CRM

Job description

Location: Bangalore (On-site)

Coverage: Multi-city Strategy (Mumbai, Delhi, Hyderabad, Kolkata)

Experience: 7 to 15 years

Employment Type: Full-time

Reports to: CEO / Founder

Role Overview

We are seeking a high-impact leader to serve as the Second-in-Command (2IC). This role is for a seasoned professional who brings uncompromising discipline and can hit the floor running from Day 1. You will be the architect of the firms human capital tasked with the rigorous training of new members and the continuous technical and professional growth of the existing team while driving aggressive business growth.

Key Responsibilities

• Talent Architecture Training (Core Pillar): The Deputy CEO is responsible for the intellectual and professional standards of the entire firm.
• New Hire Onboarding: Design and manage the 30-day "New Planner Status Sheet." Transition new joinees from "trainee" to "client-ready" through a structured curriculum.
• Technical Growth: Coordinate and lead internal/external training on specialized products and investment opportunities, including Life/Health Insurance modules, and advanced portfolio strategies (ESOPs, Cashflows, PMS).
• Professional Skills: Conduct "Prospect Call Practice" sessions. Observe demos, provide feedback on building trust, and teach "ABC" (Always Be Closing) techniques and fee communication.
• Ongoing Development: Implement monthly internal knowledge sessions to ensure existing staff are updated on regulatory changes and global asset classes.
• The Buddy System: Oversee the Mentor/Mentee program to ensure knowledge transfer and cultural alignment across the floor.

Sales Command Business Growth

• Prospect Conversion: Take total ownership of the Prospect Sheet. Conduct discovery calls, identify "pain areas," and strategize weekly follow-ups to close deals.
• HNI Engagement: Accompany planners on high-value client visits to build trust, ask for "new money," and secure referrals.
• AUM Audit: Every 30th of the month, audit cumulative business done (Target vs. Achievement) and address gaps with strategic plans.

Performance Governance Floor Discipline

• Operational Authority: Enforce strict punctuality, work ethics, and "All Employee" communication standards.
• Weekly Accountability: Conduct Weekly Planner Meetings to track targets, pipelines.
• Automation: Ensure 100% data integrity in Zoho CRM. Coordinate with Tech teams for AI automation and Dashboard development.

Client Success Transition Management

• NPS Leadership: Drive the Net Promoter Score initiative to measure and improve client satisfaction via structured feedback.
• Planner Transitions: Manage the end-to-end "Goodbye Gratitude" process for departing planners. Ensure a smooth transfer of trust and secure "future money" expectations with the new planner.

Key Skills Requirements

• Education: MBA (Finance) / CFP / CA or equivalent.
• Experience: 7 15 years in Wealth Management; 3-5 years in a core leadership role.
• Pedigree: Proven track record in mentorship and training design; ability to simplify complex financial concepts for the team.
• Leadership Style: Assertive, transparent, and decisive. A leader who resolves conflicts without personal bias and has zero tolerance for workplace drama.