Sales Intern

Subject: Graduate Sales Intern Policy LAP
To establish a structured framework for sourcing, selecting, and developing graduate talent
through a one- year training program, enabling deployment within the Sales function. The
policy aims to build a strong sales talent pipeline while ensuring cost-effective hiring, reducing
dependency on lateral recruitment, and improving retention through structured training and
career progression.
Eligibility Criteria/Profile:

• Graduate in any discipline or candidates who have completed up to the 5th semester
• Good communication skills in the local language (multi-language proficiency preferred)
• Candidate enrolled under AEDP will also be eligible
  Mode of Recruitment:
• Campus Recruitment Drives
• Job Fairs
• Walk-in drives
• Employee References
• NGO/Skill development centres
  Selection Process:
  Interested candidate will undergo an in-person Interview with Regional HR & Area Sales
  Manager / Regional Sales Manager

Post Selection Process:

• Selected candidates must formally apply for a one-year internship
• Candidates are required to enrol under the National Apprenticeship Training Scheme
  (NATS) as part of the program.
  Compensation & Benefit Structure:
  Note:
• Upon reaching the Sales Manager role, the employee will be eligible for a retention
  bonus of 1,00,000/- in the month of June regardless of the month of elevation to Sales
  Manager.
• The retention bonus will be subject to a claw-back period of 18 months.
• The retention bonus amount will be included in the CTC during the appraisal cycle.
• Interns will be eligible for incentive pay-outs as per their performance.
• Interns not achieving the minimum productivity will be exited
  Training & Placement:
• Interns will undergo a structured 3-month training program through the Adhyayana
  portal.
• During the training period, interns are expected to adhere to assigned responsibilities
  and demonstrate commitment to learning.
• The initial 3 months will be designated as On-the-Job Training (OJT) with third
  month having soft target of 2 logins.
  Handholding & Assessment during Training:
• During the initial 3-month training period, interns will be assessed on parameters such
  as Will Factor and Learning through the HRMS and soft target provided in the third
  month. The evaluation will be conducted by the respective Functional Heads.
• Each intern will be assigned a Buddy (Sales Manager) at the base location and a Mentor
  (Regional Sales Manager) at the zone/region level. The HR Department will own and

administer the program, including providing necessary guidance to both the Buddy and the Mentor.

• Throughout the internship period, interns will be evaluated based on a defined
  Productivity metric
  Targets & Incentives:
• During the initial 02 months, interns will not have any assigned performance targets.
• In the third month interns will have soft target of 2 logins along with training
  interventions
• In the 46-month period, interns will be assigned disbursements targets
• From 712 months, interns will be assigned independent disbursement targets, as defined in
  the metric.
• Interns will become eligible for incentive pay-outs based on productivity and
  performance metric.
  Policy:
• Interns will be governed by all applicable organizational policies, including those
  pertaining to LAP.
• Each Sales Manager shall be assigned up to two interns as part of the program structure.
  Nirav Kapadia
  Business Head LAP