Sales Trainer

Dialed In PH; Cebu City; Presencial; PHP 360.000 - 600.000; Jornada completa

Descripción de la vacante

Dialed In PH in Cebu City, Philippines, is seeking a Sales Trainer who has a proven sales background and can design, deliver, and certify training across campaigns. The role focuses on coaching, onboarding, and translating training into measurable business outcomes.

You will build sales playbooks, scripts, and certification processes, conduct role-plays, analyze KPI data, and collaborate with Operations and QA to raise performance and retention.

Formación

• Proven sales track record in a high-volume environment.
• Experience in coaching, training design, and certification.
• Ability to translate training into measurable business results.

Responsabilidades

• Design and deliver structured sales training programs for new hires and reps.
• Coach underperforming reps and develop targeted improvement plans.
• Analyze sales data to identify skill gaps and drive KPI improvements.
• Create playbooks, scripts, and knowledge materials for campaigns.
• Partner with Operations, QA, and Sales leadership for shifts.
• Monitor post-training reinforcement and production adherence.

Descripción del empleo

SALES TRAINER

BPO Set-Up / Sales Performance

POSITION OVERVIEW

We are looking for a Sales Trainer who is first and foremost a proven sales professional—someone who understands what it takes to sell, influence customers, overcome objections, close opportunities, and consistently deliver results.

This role is not limited to classroom facilitation. The Sales Trainer will be responsible for building sales capability, improving selling behaviors, coaching sales representatives, and translating training into measurable business results.

The ideal candidate may come from a Sales Manager, Sales Team Leader, Senior Sales Representative, Sales Coach, or Sales Trainer background, provided they can demonstrate a strong record of actual sales performance and results.

The successful candidate must be able to say:

“I have personally done it, I know why it works, and I can teach others how to do it.”

KEY RESPONSIBILITIES

1. Sales Training & Onboarding

• Design and deliver structured sales training programs for new hires and existing sales representatives.

• Facilitate new-hire sales training, product/process training, sales methodology, and campaign-specific training.

• Develop training modules covering:

  • Sales fundamentals

  • Prospecting and lead engagement

  • Customer needs discovery

  • Consultative selling

  • Value proposition and positioning

  • Objection handling

  • Negotiation

  • Closing techniques

  • Upselling and cross-selling

  • Customer engagement and retention

  • Call handling and sales communication

• Conduct product, process, and campaign certification before representatives transition to production.

• Adapt training based on campaign requirements, customer profile, sales process, and operational targets.

2. Sales Coaching & Performance Improvement

• Conduct regular coaching sessions with sales representatives, particularly those below target.

• Review actual calls, customer interactions, sales conversations, and performance data to identify specific skill gaps.

• Conduct role-plays, simulations, mock calls, and real-world sales scenarios.

• Provide actionable feedback focused on specific behaviors rather than generic coaching.

• Develop targeted coaching plans for individual representatives and teams.

• Conduct refresher and remedial training based on performance gaps.

3. Sales Performance & KPI Improvement

Partner closely with Operations and Sales Leadership to improve measurable sales outcomes, including:

• Conversion rate

• Contact-to-sale ratio

• Close rate

• Revenue / sales production

• Average sales value

• Revenue per representative

• Upsell / cross-sell performance

• Quality scores

• Attendance and training completion

• New-hire ramp time

• Attrition during nesting / early tenure

• Production performance following training

Training effectiveness should ultimately be demonstrated through improved sales behavior and operational performance, not merely completion of training activities.

4. Training Needs Analysis

• Partner with Operations, QA, and Sales Management to identify recurring performance gaps.

• Analyze sales reports, QA findings, call observations, conversion data, and other operational metrics.

• Identify whether performance issues are related to knowledge, skill, behavior, process, or execution.

• Recommend appropriate interventions rather than automatically assigning classroom training.

• Conduct root-cause analysis for recurring sales performance issues.

This reflects current BPO sales-training practice, where trainers work with Operations and QA to identify training opportunities and develop targeted interventions based on operational performance.

5. Continuous Reinforcement

• Establish post-training reinforcement activities such as:

  • Daily/weekly sales drills

  • Microlearning

  • Role-play sessions

  • Call listening

  • Knowledge checks

  • Sales challenges

  • Coaching huddles

  • Refresher sessions

• Partner with Team Leaders and Sales Managers to reinforce behaviors taught during training.

• Monitor whether trained behaviors are being applied on the production floor.

• Adjust training based on observed performance.

The role should therefore extend beyond “train and release”; current sales-enablement practice emphasizes reinforcement and coaching to convert knowledge into sustained sales behavior.

6. Sales Content & Tools

• Develop and continuously improve:

  • Sales playbooks

  • Scripts and talk tracks

  • Objection-handling guides

  • Call-flow guides

  • Coaching forms

  • Role-play scenarios

  • Sales exercises

  • Knowledge assessments

  • Quick-reference materials

• Test and optimize sales scripts and approaches based on actual sales results.

• Ensure training materials remain aligned with campaign requirements and current sales processes.

7. Collaboration with Operations & QA

• Work closely with Operations, QA, Workforce, and Sales Leadership.

• Participate in calibration sessions involving sales standards and performance expectations.

• Translate QA and operational findings into practical sales interventions.

• Support new campaign launches and process changes from a training perspective.

• Provide management with regular reports on training effectiveness and identified capability gaps.

REQUIRED QUALIFICATIONS

Sales Experience

Required:

• Proven experience in a sales environment, preferably within a BPO, contact center, telesales, inside sales, or high-volume sales organization.

• Demonstrated history of achieving or exceeding sales targets.

• Strong understanding of the complete sales cycle and the realities of selling in a target-driven environment.

Preferred Background

Candidates may come from any of the following:

• Sales Trainer

• Sales Coach

• Sales Manager

• Sales Team Leader

• Senior Sales Representative

• Account Manager with strong sales performance

• Business Development / Inside Sales

• BPO Sales Operations

Former Sales Managers are welcome to apply, but management experience alone is not sufficient.

The candidate must be able to demonstrate that they were personally effective in sales and understand the behaviors that produce results.

CORE REQUIREMENTS

• Strong and demonstrable sales track record.

• Excellent verbal and written communication skills.

• Strong presentation and facilitation skills.

• Excellent coaching and feedback capability.

• Strong objection-handling and closing skills.

• Comfortable conducting role-plays and live sales demonstrations.

• Ability to analyze sales performance data and identify skill gaps.

• Ability to translate sales concepts into practical, easy-to-apply behaviors.

• Strong understanding of BPO sales metrics and performance management.

• Comfortable working in a fast-paced, target-driven environment.

• Strong collaboration skills with Operations, QA, and Management.

• Highly energetic, persuasive, confident, and credible in front of sales teams.

WHAT WE ARE LOOKING FOR

We are specifically looking for someone who is:

A Salesperson who can teach—not simply a Trainer who knows sales theory.

The successful candidate should be able to:

• Demonstrate how they personally achieved sales results.

• Explain their sales approach and why it worked.

• Conduct a convincing mock sales call.

• Handle difficult customer objections naturally.

• Demonstrate effective closing techniques.

• Identify weaknesses in an agent's sales conversation.

• Coach an underperforming representative toward improvement.

• Use actual sales data to identify performance gaps.

• Convert sales knowledge into practical behaviors that agents can execute.

EDUCATION

• Bachelor's degree preferred.

• Relevant experience may be considered in lieu of a degree depending on demonstrated sales performance and training capability.

EXPERIENCE

Preferred: 2–5+ years of relevant sales experience, with demonstrated achievement against sales targets.

Candidates with substantial BPO sales leadership experience may be considered even if their formal job title was not “Sales Trainer.”

Trainer incentive eligibility may be linked to agreed performance indicators such as:

• Trainee sales target attainment

• Conversion / close-rate performance

• Revenue or sales production

• New-hire ramp performance

• Retention of trained sales representatives

• Quality and compliance performance

• Sustained performance after transition to production

The incentive may be calculated based on the performance of the trainer's assigned trainees or cohort, subject to the company's approved incentive structure, eligibility requirements, and performance period.