Business Development Executive (BDE)

Mechmatrix NashikSenior Business Development Officer – Comprehensive Job

Description & Performance Framework1. Core Job DescriptionJob TitleSenior Business Development Officer

LocationNashik, Maharashtra

CompanyMechmatrix – Easymech Machine Tools & Cutting Tools Division

Role ObjectiveTo lead strategic business development and key account growth for Easymech products by acquiring high-value industrial clients, expanding wallet share, and positioning Mechmatrix as a Profitability Partner.

Key Responsibility 1 – Strategic Business DevelopmentIdentify and penetrate CNC machine shops and manufacturing MSMEs. Conduct technical-commercial meetings. Present ROI-driven solutions. Close high-margin deals.

KPI – Business DevelopmentMonthly revenue target, new account acquisition, gross margin contribution, conversion ratio.

Key Responsibility 2 – Key Account DevelopmentDevelop long-term relationships with top revenue clients. Increase wallet share. Conduct quarterly reviews. Prevent competitor entry.

KPI – Key AccountsAccount growth rate, repeat business %, retention ratio, average order value.

Key Responsibility 3 – Solution SellingDiagnose machining problems (tool life, setup time, tap breakage). Recommend optimized Easymech solutions. Demonstrate cost per hour savings.

KPI – Solution SellingDemo-to-order ratio, technical conversion %, revenue per account.

Key Responsibility 4 – Market ExpansionTrack competitors, identify new clusters, generate referrals, represent company at exhibitions and workshops.

KPI – Market ExpansionNew industrial penetration, lead conversion cycle time, pipeline growth.

Reporting & CRM DisciplineMaintain structured CRM reporting. Provide accurate sales forecasts. Participate in weekly performance reviews.

Required Experience4–7 years in Industrial B2B Sales (Machine Tools / Cutting Tools preferred). Experience in key account handling mandatory.

Educational QualificationDiploma / BE Mechanical preferred. MBA (Marketing/Operations) is an advantage.

Core Skills RequiredConsultative selling, negotiation skills, industrial technical understanding, target orientation, leadership mindset.

Behavioral CompetenciesOwnership mindset, strong follow-up discipline, confident client engagement, result-driven attitude.

Career Growth Path (18–36 Months)Senior BD Officer → Regional Business Manager → Profit Center Head → Strategic Growth Leader (National Role).

Compensation StructureFixed Salary + Performance-Based Incentives + Quarterly Growth Bonus + Key Account Development Bonus (No upper cap on performance earnings).

Expected Impact (First 12 Months)Build 20+ active key accounts, increase regional revenue, strengthen brand positioning, measurable profitability improvement for clients.

Selection ProcessTelephonic Screening → Technical Discussion → Strategy Presentation Round → Leadership Interaction.

2. KPI Performance Scorecard Framework·        Monthly Revenue Target Achievement (%)

·        New Accounts Opened per Month

·        Gross Margin Contribution (%)

·        Key Account Growth Rate (%)

·        Repeat Business Ratio (%)

·        Average Order Value Growth

·        Demo-to-Conversion Ratio (%)

·        Sales Pipeline Health Score

·        Forecast Accuracy (%)

·        Industrial Cluster Expansion Index

3. Compensation Modeling Structure

Fixed Salary: As per industry benchmark (based on experience level).

Variable Incentive Model:

• Revenue Slab 1: Base Target Achievement – Standard Incentive %

• Revenue Slab 2: 110% Achievement – Higher Incentive Multiplier

• Revenue Slab 3: 125%+ Achievement – Accelerated Multiplier

• Key Account Retention Bonus (Quarterly)

• Strategic Account Conversion Bonus

• Annual Growth Leadership Bonus

No Upper Cap on Performance Earnings.

4. Structured Career Progression Roadmap

Year 1–2: Senior Business Development Officer

• Strong revenue delivery

• Account stabilization

• Regional dominance building

Year 2–3: Regional Business Manager

• Lead BD team

• Cluster expansion

• Strategic account ownership

Year 3–5: Profit Center Head

• P&L responsibility

• Team leadership

• Margin optimization

Year 5+: Strategic Growth Leader (National Role)

• Multi-region oversight

• Strategic alliances

• Business scaling leadership

5. Structured Hiring Evaluation Framework·        Industrial Sales Experience Relevance (Score 1–10)

·        Technical Understanding of CNC & Cutting Tools (Score 1–10)

·        Consultative Selling Capability (Score 1–10)

·        Negotiation & Commercial Acumen (Score 1–10)

·        Account Development Experience (Score 1–10)

·        Communication & Executive Presence (Score 1–10)

·        Growth Mindset & Leadership Potential (Score 1–10)

·        Cultural Fit with Mechmatrix Vision (Score 1–10)

·        Target Achievement History (Score 1–10)

Final Leadership Recommendation (Select: Hire / Hold