Naukri, part of Info Edge (India) Ltd., is India’s leading online recruitment platform, connecting millions of job seekers with recruiters across enterprises, startups, and staffing firms. Alongside brands like 99acres, Jeevansathi, and Shiksha, Naukri leverages innovation in AI and machine learning to deliver efficient hiring outcomes and superior user experiences.
As the trusted system of engagement for talent acquisition teams nationwide, Naukri’s solutions span job postings, resume database access, employer branding, and hiring analytics-built on a modern SMAC (Social, Mobile, Analytics, Cloud) foundation.
This comprehensive guide provides essential insights into the Sr. Executive - Corporate Sales at Naukri, covering required skills, responsibilities, interview questions, and preparation strategies to help aspiring candidates succeed.
1. About the Sr. Executive - Corporate Sales Role
The Sr. Executive - Corporate Sales drives end-to-end B2B solution selling for Naukri talent solutions portfolio. This role partners directly with HR and recruitment leaders to understand their hiring challenges, diagnose funnel gaps, and craft tailored propositions across products such as job listings, database access, branding, and analytics-rather than delivering generic pitches.
It requires consultative discovery, rigorous value articulation, and disciplined deal execution to acquire new business and expand existing accounts through cross-sell and up-sell motions. Positioned within the revenue organization, the role collaborates closely with product, delivery/operations, and customer success to ensure commitments are met and outcomes are realized.
Success is measured through achievement of KRAs, pipeline health, conversion, retention, and account growth. By translating customer needs into actionable solutions and ensuring delivery excellence, the Sr. Executive - Corporate Sales plays a pivotal part in Naukri’s growth engine and strengthens long-term client partnerships in a highly competitive HR-tech market.
2. Required Skills and Qualifications
To excel as a Sr. Executive - Corporate Sales at Naukri, candidates should combine strong consultative selling capabilities with business acumen and a learning mindset. Below are the recommended qualifications and competencies aligned to the role’s responsibilities.
Educational Qualifications
- Preferred: An MBA/PGDM in Marketing.
Key Competencies
- Sales & Negotiation: Passion for sales, with the ability to develop new business, negotiate, and close high-value deals for win-win outcomes.
- Communication & Presentation: Excellent communication and presentation skills to engage with clients and build impactful proposals.
- Influencing & Relationship Management: Ability to influence clients and deepen relationships with existing clients through cross-selling and up-selling.
- Learning Aptitude & Attitude: Strong learning aptitude and a positive attitude, with the ability to work under pressure.
- Collaboration: Ability to collaborate with cross-functional teams to ensure delivery excellence.
Technical Skills
- B2B Solution Selling: Experience in driving end-to-end B2B solution selling, using a consultative approach to understand client needs and craft tailored solutions.
- Client Engagement: Skill in engaging directly with HR and recruitment leaders of top-tier organizations.
- Proposal Development: Ability to build customized solutions using a diverse product portfolio and create impactful proposals.
- Performance Management: A consistent track record of achieving KRAs and business growth targets.
3. Day-to-Day Responsibilities
The role combines new business acquisition with account growth, requiring disciplined prospecting, thoughtful solutioning, and cross-functional coordination to ensure delivery excellence and measurable outcomes.
- New Business Development and Consultative Selling: Develop new business by prospecting and engaging in consultative selling. Directly interact with HR and recruitment leaders to understand their hiring needs and craft tailored solutions rather than standard pitches.
- Solution Customization and Proposal Building: Customize solutions for clients using Naukri's diverse product portfolio and SMAC-powered suite. Build impactful proposals, negotiate terms, and close high-value deals to drive business growth.
- Account Management and Revenue Growth: Cross-sell and up-sell additional products and services to existing clients to deepen relationships and maximize account value. Consistently achieve Key Result Areas (KRAs) and business growth targets.
- Cross-Functional Collaboration and Delivery: Collaborate with internal cross-functional teams to ensure the successful delivery and implementation of sold solutions, maintaining a high standard of service excellence for clients.
4. Key Competencies for Success
Beyond baseline sales capabilities, standout performers pair commercial rigor with domain understanding and stakeholder savvy to maximize impact across the customer lifecycle.
- Strategic Account Planning: Turning discovery insights into multi-quarter plans that balance acquisition, retention, and expansion.
- HR-Tech Business Acumen: Understanding hiring workflows, talent funnels, and decision criteria used by HR and TA leaders to justify ROI.
- Data-Driven Storytelling: Using metrics, benchmarks, and outcomes to build executive-ready narratives that accelerate decisions.
- Stakeholder Orchestration: Engaging multiple influencers (HR, business, finance, procurement) to build consensus and de-risk deals.
- Execution Discipline: Consistent follow-through on next steps, proactive risk management, and timely reporting against KRAs.
5. Common Interview Questions
This section provides a selection of common interview questions to help candidates prepare effectively for their Sr. Executive - Corporate Sales interview at Naukri.
Briefly align your background to B2B sales, HR-tech exposure, and achievements tied to acquisition, renewal, or expansion.
Show long-term motivation for solution selling and reference Naukri’s leadership and SMAC-driven talent solutions.
Pick strengths relevant to consultative selling and a genuine improvement area with steps you’re taking to address it.
Use STAR to highlight focus, prioritization, and outcome against KRAs or quarterly quotas.
Explain your cadence for follow-ups, reframing, objection analysis, and pipeline diversification.
Demonstrate discovery depth, business case building, and consensus creation across functions.
Mention ICP, potential, stage, risk, and time blocking for outreach, meetings, and follow-ups.
Show how you coordinated with delivery/CS to ensure adoption, value realization, and renewal.
Talk about customer impact, learning, and pride in measurable business value delivered.
30: learn products/territory; 60: build pipeline and pilot wins; 90: scalable cadence and forecast accuracy.
Use STAR (Situation-Task-Action-Result) and quantify outcomes wherever possible.
Discuss job postings, resume database access, employer branding, and analytics, linking each to hiring outcomes.
Explain social listening, mobile-first outreach, analytics-led targeting, and cloud-based reporting to demonstrate ROI.
Map each to use cases: active demand generation, proactive sourcing, and employer visibility across talent pools.
Time-to-hire, qualified applications, cost-per-hire, funnel conversion, source quality, and recruiter productivity.
Define ICPs, segment by industry/size, set outreach cadences, partner mapping, and quarterly pipeline targets.
Subscriptions, credits, bundles, and tiered access; tie pricing to expected usage and value realization.
Respect client data boundaries, follow platform policies, and align with applicable Indian data protection norms.
Anchor on breadth of talent, depth of hiring workflows, analytics, and proven outcomes-avoid disparaging competitors.
Baseline current costs/metrics, project improvements, calculate savings or value uplift, and validate with pilots.
Onboarding friction, low recruiter usage, misaligned success metrics-solve via enablement and joint success plans.
Tie every technical answer to measurable hiring outcomes and client KPIs.
Diagnose root causes, run a value review, propose right-sized packages, and escalate enablement where needed.
Revisit business case, secure an executive sponsor, align legal/finance timelines, and adjust terms if necessary.
Map RACI, capture success metrics per function, and converge on a phased rollout that addresses top risks first.
Propose a lower tier, focus on high-ROI features, and plan an expansion path tied to measured outcomes.
Defend on total value-coverage, quality, productivity-and anchor on case studies and risk-adjusted ROI.
Run usage analytics, retrain recruiters, set weekly goals, and agree on a joint success plan with checkpoints.
Prioritize fast-activation modules, curated outreach, and hands-on enablement to drive qualified applications quickly.
Build trust via references, pilots, local events, and quick wins; focus on ICP micro-segments first.
Recalibrate commit, add recovery opportunities, intensify executive coverage, and mitigate slippage aggressively.
Own the outcome, communicate early, align a remediation plan, and offer value safeguards if appropriate.
Demonstrate structured thinking: identify root cause, propose options, align stakeholders, and define next steps.
Cover discovery, solution design, stakeholders, negotiation, and measurable outcomes.
Quota attainment, ACV, renewal rate, expansion, win rate, and forecast accuracy.
Share a structured expansion play and how you tied it to client goals.
Explain trade-offs, value anchoring, and how you protected long-term relationship health.
Prospecting blocks, meetings, proposal work, follow-ups, and CRM hygiene.
Use industry-specific hiring challenges, benchmarks, and relevant case studies.
Highlight narrative flow, data points, and how you addressed objections.
Define success metrics, handover clarity, and a governance cadence.
Confirm readiness and outline a territory plan and visit strategy.
Summarize fit: consultative selling, HR-tech acumen, execution discipline, and growth mindset.
Ground your answers in numbers and client impact relevant to Naukri’s talent solutions.
6. Common Topics and Areas of Focus for Interview Preparation
To excel in your Sr. Executive - Corporate Sales role at Naukri, it’s essential to focus on the following areas. These topics highlight the key responsibilities and expectations, preparing you to discuss your skills and experiences in a way that aligns with Naukri objectives.
- Naukri product portfolio and value mapping: Understand when to recommend job postings, database access, branding, and analytics-and how each impacts hiring KPIs.
- Consultative discovery frameworks: Practice questioning to uncover pain points, quantify impact, and build business cases for HR and TA leaders.
- Negotiation and objection handling: Prepare playbooks for pricing, procurement delays, competitive pressure, and value assurance.
- Territory planning and pipeline hygiene: Build ICPs, prioritize accounts, schedule cadences, and maintain accurate forecasts in CRM.
- SMAC and data storytelling: Use analytics to demonstrate ROI and structure executive-ready proposals and QBRs.
7. Perks and Benefits of Working at Naukri
Naukri offers a comprehensive package of benefits to support the well-being, professional growth, and satisfaction of its employees. Here are some of the key perks you can expect
- Performance-linked variable pay: Structured CTC with a fixed and variable component aligned to sales outcomes.
- Travel reimbursement: Reimbursed over and above CTC as per company policy for business travel.
- Learning and enablement: Ongoing exposure to SMAC-driven products and cross-functional collaboration that accelerates skill growth.
- Career mobility: Opportunities to grow within Naukri and across Info Edge’s portfolio based on performance.
- Client leadership exposure: Direct engagement with HR and recruitment leaders at top organizations, building networks and domain expertise.
8. Conclusion
The Sr. Executive - Corporate Sales role at Naukri blends consultative selling with disciplined execution to deliver measurable hiring outcomes for clients. Success hinges on sharp discovery, tailored solutioning across Naukri’s portfolio, persuasive business cases, and consistent collaboration with delivery teams to ensure adoption and renewals.
Prepare to quantify your impact, demonstrate territory and pipeline rigor, and articulate how you’ll navigate multi-stakeholder sales cycles. If you showcase data-driven storytelling, negotiation acumen, and a learning mindset under pressure, you will stand out and unlock strong growth opportunities within India’s leading recruitment platform.
Tips for Interview Success:
- Align to Outcomes: Map common HR goals (time-to-hire, quality, cost) to specific Naukri solutions and quantify expected impact.
- Show Your Playbook: Bring a sample territory plan, outreach cadence, and a 30-60-90 day execution roadmap.
- Evidence Wins: Prepare 2-3 concise case studies with metrics on acquisition, renewals, or expansions.
- Handle Objections: Practice responses for pricing, procurement delays, and competitive comparisons with ROI narratives.