Experience : 3+ Years Requirements: Graduate degree holder preferred. 3+ years of experience in running Google ads and Google ads account management and expertise in Facebook and LinkedIn ads Role and Responsibilities: Preparing Effective Ad strategy for running Search, Display, and Performance Max Ads Managing Multiple Google Ads Accounts Conversion Tracking setup, Monitoring, and OptimizationSetup and Manage Facebook and LinkedIn ads campaigns Reporting

An executive(for night shift) role with strong administrative skills, working with various online software, handling apps, knowledge in general Windows, spreadsheets and documents, and intelligent web searching. Good written and verbal communication in English is preferred. We are Hiring for the Kolkata location only. More... Requirements: Graduate/Masters degree holder preferred Comfortable with working during night and day shifts Strong team spirit and an energetic approach towards work Good spoken and written English communication skills Well-versed with modern technology and applications Strong expertise in the Internet Intermediate level of expertise in MS Office Comfortable with Hybrid work culture (WFO WFH) Roles and Responsibilities: Ability to perform administrative tasks such as email management, answering calls, scheduling meetings, and data entry Able to conduct Google research to find information easily on the internet Essential to intermediate exposure on social media platforms like Facebook, LinkedIn, Twitter, and Instagram Able to speak easily with a client, comprehend their requirements, and produce relevant error-free output

Inbound Marketing Inbound marketing attracts leads through value-driven content, not direct outreach. Components include: Content Marketing: Blogs, whitepapers, case studies to establish authority. SEO: Web content to rank higher and get organic traffic. Webinars & Podcasts: Educational sessions on industry trends. Social Media Marketing: Share valuable content on LinkedIn, Twitter etc to connect with leads. Outbound Marketing Outbound marketing involves direct outreach to leads through: Cold Calling & Email Outreach: Personalized communication to prospects. LinkedIn Networking & Social Selling: Connect with decision makers through professional networks. Pay-Per-Click (PPC) Advertising: Google Ads, LinkedIn Ads, retargeting campaigns to drive traffic and conversions. Account-Based Marketing (ABM) ABM is targeted marketing to high value accounts with personalized messaging. Tactics include: Identify key decision makers and stakeholders. Customize marketing to address specific pain points. Coordinate sales and marketing teams for personalized outreach. Email Marketing & Automation Email is still a powerful tool for B2B lead nurturing: Drip Campaigns: Automated email sequences to educate prospects. Personalization & Segmentation: Tailor emails based on industry, job role, behavior. Lead Scoring: Prioritize leads based on engagement. Tools & Technologies for B2B Lead Generation CRM & Lead Management CRM tools to track and convert leads: Salesforce – Full CRM to manage customer interactions. HubSpot – All in one inbound marketing and CRM. Zoho CRM – Affordable CRM with automation. Marketing Automation Automation platforms to enhance lead nurturing and engagement: Marketo – B2B marketing automation and lead scoring. Mailchimp – Email automation and audience segmentation. ActiveCampaign – Personalized automation for email and CRM integration. Data Analytics & AI Data driven insights to target and convert: Google Analytics – Track website traffic and lead sources. Clearbit – Company intelligence for lead qualification. Chatbots & AI Assistants – Automate lead interactions and qualification. Measuring & Optimizing Lead Generation Performance To ensure long-term success, businesses must track and optimize lead generation efforts. Key performance indicators (KPIs) include: Lead Conversion Rate (LCR): Percentage of leads that convert into customers. Cost Per Lead (CPL): The cost of acquiring each lead. Customer Lifetime Value (CLV): Long-term revenue potential of a lead. Return on Investment (ROI): Profitability of marketing campaigns. Optimization strategies involve A/B testing, refining messaging, and enhancing user experience (UX) on websites and landing pages. B2B lead generation is a dynamic and evolving process that requires a strategic mix of inbound, outbound, and data-driven marketing approaches. Businesses that leverage advanced tools, optimize campaigns, and align sales and marketing teams will experience greater success in generating high-quality leads. Implementing a structured approach to lead nurturing and analytics-driven decision-making will drive long-term growth and competitive advantage. Outbound Sales Lead generation B2b Saas Outbound sales lead generation for B2B SaaS requires a smart approach to find, engage and convert high value prospects. Here’s a blueprint: 1. Define Ideal Customer Profile (ICP) & Buyer Personas Identify industries and company sizes that your SaaS serves. Identify key decision makers (CTOs, CFOs, CMOs etc.). Think about the pain points your software solves. 2. Build a Targeted Prospect List Use LinkedIn Sales Navigator, Apollo.io or ZoomInfo for data. Scrape websites, job postings and directories. Enrich leads with company revenue, tech stack and decision making authority. 3. Craft a Multi-Touch Outreach Strategy Email Outreach: Personalized value driven emails with clear CTAs. Cold Calling: Follow up emails with phone calls. LinkedIn Networking: Connection requests + value driven messaging. Retargeting Ads: Display ads for engaged prospects. 4. Implement Sales Engagement Sequences 6-8 touchpoints over 2-3 weeks. Vary messaging: pain points, case studies, competitor gaps. Automate sequences via Outreach.io, Salesloft or HubSpot. 5. Leverage Intent Data & Triggers Track website visits with Clearbit Reveal. Monitor job changes via LinkedIn Sales Navigator. Engage with leads interacting with industry content. 6. Use AI & Automation for Efficiency Chatbots for qualification. AI driven email personalization (e.g. Lavender, ChatGPT). CRM integrations for real-time data. 7. Book Meetings & Nurture Leads Offer demos, free trials or case study discussions. Use Calendly or Chili Piper for seamless scheduling. Follow up consistently to move leads down the funnel. 8. Analyze & Optimize Track email open/reply rates, call conversions and pipeline velocity. A/B test subject lines, scripts and CTAs. Refine targeting based on conversion data. How to choose the best lead generation tool Selecting the right lead generation platform depends on your budget and needs. Consider these key factors: Database Accuracy & Size: Ensure the platform offers a large, reliable database. Search Capability: Check how easily you can access relevant contact information. Integrations: Verify compatibility with your existing marketing tools. Pricing: Compare costs to match your budget. Features: Assess platform-specific benefits for your business. Explore free trials and demos to find the best fit. The right tool can connect you with the right audience and drive your business forward!

A good job description filters out unqualified candidates and attracts the right talent. It should include: Job title and company overview A short, compelling summary. Job description Leave no room for doubt. Required skills and experience Be specific about the competencies. Work hours, salary and benefits Transparency here prevents later misunderstandings. Application instructions Define the steps a candidate must take to apply. Being clear in your job ad saves time, attracts professionals and eliminates confusion from the start. Choose the Right Hiring Platform Selecting the right channels is key. Some of the best platforms are: Job Boards Indeed, LinkedIn, We Work Remotely. Freelance/VA Platforms Upwork, Fiverr, MyTasker, Time Etc. Company Career Pages Posting on your website can attract candidates who already know your business. Social Media Networking Groups Facebook groups, LinkedIn communities and virtual assistant forums. A multi-platform approach increases the chances of finding a candidate who is skilled and reliable. Screen Resumes and Applications Efficiently Resumes are filled with fluff your job is to filter out the noise and focus on the substance. When reviewing applications prioritize: Relevant work experience and technical skills. Professional certifications that demonstrate expertise. History of remote work and proven self-discipline. Strong communication and organizational skills. A well-structured resume indicates a well-structured mind don t miss this. Conduct Pre-Interview Skill Assessments Before investing time in interviews conduct competency assessments to filter out weak candidates. Good tests include: Typing speed and accuracy tests Essential for data-heavy roles. Email management and scheduling exercises Evaluates efficiency in daily tasks. Writing and communication assessment Ensures clarity, coherence and professionalism. Software proficiency evaluation Determines familiarity with tools like Google Drive, CRM systems or bookkeeping software. Assessments are not just about skill they reveal a candidate s commitment and attention to detail. If they refuse to do a test they are not the right fit. Conduct Structured Virtual Interviews Candidates who pass the assessment phase should go through a structured interview via , or . During the interview: Ask behavioral and situational questions How do they think under pressure Test time management and multitasking Can they juggle multiple tasks. Check internet connection and remote setup A bad setup hurts productivity. Clarify work expectations and availability Misalignment causes problems later. A structured process means an objective hire not a gut feeling. Check References and Past Work Performance Words on a resume mean nothing unless backed by proof. Do your due diligence contact previous employers and ask: Was the candidate reliable and professional Were they efficient and result driven Could they handle deadlines and pressure If previous employers won t vouch for the candidate, consider that a red flag. Make the Final Decision After a thorough evaluation, compare candidates based on: Assessment scores. Interview performance. Work experience and references. Once you have your ideal candidate, finalize salary, work expectations and start date. Be precise here to avoid future issues. Implement a Strict Onboarding and Training Process Hiring is only half the battle effective onboarding is the rest. Steps include: Provide company policies and work guidelines Set expectations from day one. Set up email, communication tools and software access Full operational capacity from day one. Assign initial tasks and monitor performance Early feedback is key. Schedule regular check-ins and performance feedback Constructive criticism is growth.