Brand Client Dev Manager

At TechBiz Global, we are providing recruitment service to our TOP clients from our portfolio. We are currently seeking a Brand Client Dev Manager to join one of our clients' Sales Department. If you're looking for an exciting opportunity to grow in a innovative environment, this could be the perfect fit for you.

Job Description

1. Conduct market analysis, customer analysis, and competitor analysis to assist the Company in formulating annual strategic objectives.

2. Develop, implement, and manage the expansion strategies for sales channels of brand clients.

3. Engage in client outreach to understand brand clients’ standards and obtain brand client designation.

4. Establish client development files and a client information database to comprehend client needs.

5. Set sales growth targets and strategies for brand clients in the next cycle, conduct visit exchanges, and achieve comprehensive management of brand clients.

6. Hold operational meetings, carry out team management, compile annual operational analysis report.

7. Core responsibility of the Manager: Developing clients among apparel brand companies. Candidates whose client resources have low overlap with company’s existing customer base will be prioritized (80% of company’s clients are concentrated in the European and American markets).

Organizational Structure:

Reporting to : Marketing Director (based in China) The Marketing Center is structured with two departments: the Market Department and the Sales Department. The Marketing Director concurrently he ads the Market Department, while the Deputy Marketing Director assumes the leadership of the Sales Department.

1. Educational requirements: Bachelor’s degree or above.

2. Work experience: Candidates should possess at least 3 years of sales experience in the auxiliary materials industry, along with at least 1 year of work experience as a Sales Manager or Market Development Manager.

3. Professional skills: Possess client resources in the branded apparel industry; ability to monitor and update industry trends; strong marketing logic and analytical thinking skills to analyze and solve problems; proven track record of independently developing clients, with experience serving large apparel brands; excellent team leadership and management capabilities; adaptability negotiations/entertainments. to business trips and client-facing

4. English proficiency: Fluent in listening, speaking, reading, and writing (English can be used as the working language).

5. Computer skills: Proficient in Microsoft Office Suite (WORD, EXCEL, PPT); skilled in using CRM systems: Job Specification.

Talent Characteristics :

1. First Tier: Candidates with in- depth knowledge of the garment auxiliary materials market, background in the zipper industry, and self- owned customer resources.

2. Second Tier: Professionals in accessories sectors such as hangtags, washing labels, functional fabrics, or sales roles in accessories import/export business at large trading companies.

3. Third Tier: Individuals who have held procurement positions at large brands like Adidas and led supply chain procurement operations.

Additional Info & Benefits:

1. Candidates are preferably to provide a list of potential resources and a promotion plan before the interview.

2. Social insurance shall be paid by employees individually, and the related expenses will be included in the salary for combined payment. For excellent candidates, EOR employment can be negotiated (needing to understand the contract forms acceptable to the candidates).

3. The final interview with the Chairman must be face-to-face. Arrangements can be made for the Chairman to travel to the candidate's location or invite the candidate to the Chairman's location.

4. To ensure the accuracy of evaluating candidates for mid-to-high-level positions, after the first interview, based on feedback from the hiring department, candidates must be clearly informed that: they are required to preliminarily elaborate on their comprehensive capabilities in written form after the final interview. The content should cover marketing logic, market analysis cognition, understanding of competitors, and work plans based on the Company’s marketing logic. This is a key link for Company to assess candidates' competencies. If candidates refuse this link due to personal values, business logic, time arrangements, etc., please do not proceed to avoid wasting subsequent time.