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Open nowPosted 4 days ago

Field Sales Lead (Anambra)

Moniepoint148 open roles

Where
Anambra, Nigeria
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Your applicationOpen nowField Sales Lead (Anambra)Moniepoint · Anambra, Nigeria

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The clock on this job

Early applications get read.

15.1% of postings close within 7 days. Measured by our own scanner across the market. Moniepoint postings stay open a median of 8 days.

Share of postings closed within
  1. 2.4%1 day
  2. 6.5%3 days
  3. 15.1%7 days
This job: posted 4 days ago

Moniepoint median: 8 days open

The posting

About us

Ranked in 2024 by the Financial Times, Moniepoint is Africa’s fastest-growing fintech, trusted by over 10 million business and individual accounts, processing billions of Naira in transactions monthly. Our mission is to enable financial happiness for every African, everywhere.

About Moniebook

The all-in-one business management software for retail and restaurant businesses. We sell, track inventory, manage bookkeeping, and accept payments — all from one platform. Offline-first, mobile-ready, and built for how Nigerian businesses actually operate. For more info https://moniepoint.com/moniebook

Job Title: Field Sales Lead

Reports to: Head, Customer Acquisition

Location: Nigeria (Field)

About this role

The Field Sales Lead drives acquisition and conversion performance across assigned regions by recruiting, managing, coaching, and supporting a team of Field Sales Agents (FSAs). You will serve as the operational hub of the regional field sales function, owning agent recruitment pipelines, ensuring consistent field activity, and delivering against regional acquisition targets. This is a hands-on, frontline role that combines team building with active performance management and structured field support.

Responsibilities

Team Leadership & Coaching

  • Lead & Develop: Manage a team of Field Sales Agents across assigned states, providing daily direction, motivation, and performance support.
  • Coach: Conduct regular meetings, field ride-alongs, and coaching sessions to develop FSAs' product knowledge, objection handling, and acquisition skills.
  • Onboard: Onboard new Field Sales Agents and ensure they are fully ramped and hitting activity targets within their first 30 days.
  • Performance Management: Identify frontline skill gaps and run targeted coaching interventions to address them quickly.

FSA Recruitment & Talent Acquisition

  • Recruit: Own the end-to-end recruitment pipeline for Field Sales Agents in your region, sourcing, screening, interviewing, and recommending candidates for hire.
  • Pipeline Building: Maintain a live talent bench by proactively building relationships with potential FSA candidates in your states, ensuring the region is never understaffed.
  • Workforce Planning: Partner with the Operations team to forecast FSA headcount needs based on regional acquisition targets and attrition trends.
  • Recruitment Reporting: Track time-to-fill and onboarding completion rates, flagging recruitment blockers to leadership in a timely manner.

Sales Operations & Performance

  • Drive Targets: Own region-level acquisition targets (weekly and monthly) and ensure individual FSAs meet their assigned quotas.
  • Track Activity: Monitor daily field activity metrics, visits completed, leads generated, acquisitions recorded, and follow-ups made, and intervene when performance trends downward.
  • Field Support: Join FSAs in the field to support complex or at-risk acquisition opportunities where direct engagement is needed.
  • Pipeline Management: Maintain clean, accurate, and up-to-date CRM records across your team on a daily basis.

Process & Quality Assurance

  • Process Adherence: Ensure all field activity is executed in line with the business's acquisition playbook and within agreed timelines.
  • Quality Control: Review and score FSA fieldwork quality; share structured feedback in weekly team review sessions.
  • Handoff Management: Coordinate a seamless handoff from FSAs to Implementation and Data Entry teams following a successful acquisition.
  • Cross-Functional Collaboration: Relay structured feedback on lead quality, market conditions, and field blockers to the Growth and Marketing teams.
  • Leadership Reporting: Provide leadership with clear weekly reports on team field activity, acquisition rates, recruitment status, and immediate blockers.

Experience & Background

  • 4–5 years of total experience in field sales, B2B sales, or territory management.
  • At least 1–2 years of experience in a team lead, coordinator, or supervisory capacity.
  • Demonstrated experience recruiting or building commission-based sales teams, either formally or as part of a team lead role.
  • Proven track record of consistently meeting or exceeding acquisition or sales quotas.
  • Experience coaching and developing junior field sales reps on activity execution and objection handling.
  • Bachelor's degree or equivalent practical field sales experience preferred.

Skills & Competencies

  • Natural Team Builder: Proven ability to find the right people, bring them in, and get them performing fast.
  • Frontline Leader: Ready to lead from the front with no hesitation going into the field alongside FSAs to model what great acquisition looks like.
  • Balanced Management Style: Ability to balance accountability with empathy, holding people to numbers to genuinely drive their professional growth.
  • Data-Informed & People-First: Skillful use of daily activity metrics to coach rather than micromanage.
  • Agility & Focus: Highly adaptable to fast-paced, high-growth environments with the ability to manage competing regional priorities seamlessly.
  • Radical Ownership: Deep commitment to regional outcomes, celebrating wins together, and treating misses as learning opportunities.
  • Communication & Tools: Strong verbal and written communication skills to deliver structured feedback, run effective team meetings, and represent the region to leadership. Comfort with sales work tools and daily pipeline management workflows.

What success looks like in this role

  • Weeks 1–2: Complete full product and playbook onboarding. Shadow all FSAs in the field. Establish cadences with team members. Audit the existing FSA recruitment pipeline and playbook.
  • Weeks 3–4: Run first structured field review sessions. Identify any headcount gaps and initiate active FSA recruitment in understaffed states.
  • Month 2: Fully own regional KPI tracking on a weekly basis. Fill open FSA roles and ensure all new hires are progressing through onboarding on schedule.
  • Month 3: Region achieves 85%–100% of the monthly acquisition quota. FSAs have active coaching plans in place, and the recruitment pipeline remains healthy.

Why join us

  • Competitive compensation, performance bonuses, and career growth opportunities.
  • Dynamic field support structures and tools built to facilitate high-performance execution.
  • Opportunity to work with a fast-growing, industry-leading fintech brand driving financial inclusion.
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