About the role
Senior Sales Manager (Alternate & Indirect Channel) — M-KOPA Ghana
You've hit your numbers. You've led managers who hit theirs. But have you ever built the channel from the ground up — recruitment, incentives, systems and all — rather than inheriting one that already worked?
Most senior sales roles ask you to run a channel someone else designed. This one asks you to build it: nationwide, across every region in Ghana, spanning two very different sales motions at once.
M-KOPA now serves 7 million customers across Africa, having unlocked over $2 billion in credit, with 86% of customers reporting improved quality of life and 70% using our products to generate income. Behind those numbers sit 35,000+ agents and a distribution engine that has to keep working, region by region, shop by shop. This role owns two critical pieces of that engine in Ghana: the Alternate Channel (dealer and community shops) and the Telco Indirect network — both nationwide, both yours to grow.
Why this timing matters
M-KOPA is scaling from 7 million customers toward 10 million, and Ghana's channel infrastructure needs to be built for that next phase, not just maintained for this one. That's why this role exists now: not to manage an established, steady-state operation, but to define how alternate and indirect distribution should work at national scale, then build the team and systems to make it real.
What makes this different
This isn't a single-channel job. You'll be accountable for two distinct distribution models — dealer/community shops and telco indirect outlets — each with its own partners, incentive logic, and performance rhythm, and you'll be expected to find the synergies between them rather than run them as separate silos. You'll also sit closer to strategic decision-making than most sales management roles: building the business case and ROI model for channel investment, shaping national commission structures with the Strategy team, and — as you prove yourself — stepping in to support Regional Managers or lead cross-regional initiatives. It's a role explicitly designed with room to grow into broader sales leadership, not a fixed lane.
What you'll need to bring
Demonstrable experience leading field sales teams through other managers — not just individual contributors — ideally including exposure to fintech, FMCG, telecoms, or consumer finance environments where high-volume, target-driven execution is the norm.
Proven track record delivering sales targets in geographically dispersed, high-volume field environments, with the analytical rigour to read scorecards and performance trends and turn them into decisive regional and resourcing calls.
A track record building or scaling distribution channels and partner networks — recruitment, onboarding, incentive design, and partner relationship management at more than a local level.
What the work actually looks like
Some weeks are about the numbers: reviewing scorecards, diagnosing which regions are underperforming and why, and reallocating resources before a small gap becomes a big one. Others are about the field: spending structured time on the ground, in shops and with telco partners, resolving what's actually blocking activation rather than waiting for it to surface in a report. You'll be negotiating commission structures with the Strategy team one week and sitting across the table from a national telco partner the next, aligning on joint targets and in-shop standards. And as Regional Managers around you develop, you'll be coaching them, occasionally stepping in to cover a gap, and building the leadership pipeline the business will need as it scales.
The honest version
This role carries real weight from day one: two channels, multiple regions, and accountability for outcomes you won't always control directly, since much of the work runs through partners and managers rather than your own hands. It suits someone who's energised by building rather than maintaining, who's comfortable making calls with incomplete information and adjusting fast, and who wants visible line of sight into where this role goes next — because the broader sales leadership exposure here is real, not a talking point.
Let's talk
If building a national channel from first principles — and having real influence over where it goes next — sounds more exciting than inheriting one that's already finished, we'd like to talk. No pressure to have every detail buttoned up before you reach out.
Why M-KOPA?
At M-KOPA, we empower our people to own their careers through diverse development programs, coaching partnerships, and on-the-job training. We support individual journeys with family-friendly policies, prioritize well-being, and embrace flexibility.
Join us in shaping the future of M-KOPA as we grow together. Explore more at m-kopa.com.
Recognized four times by the Financial Times as one Africa's fastest growing companies (2022, 2023, 2024, 2025 and 2026), named on CNBC's World’s Top Fintech Companies 2025 & 2026 and by TIME100 Most influential companies in the world 2023 and 2024 , we've served over 10 million customers, unlocking $2 billion in cumulative credit for the everyday earners across Africa, in addition to over 10,000 e-bikes financed in Kenya.
Important Notice
M-KOPA is an equal opportunity and affirmative action employer committed to assembling a diverse, broadly trained staff. Women, minorities, and people with disabilities are strongly encouraged to apply.
M-KOPA explicitly prohibits the use of Forced or Child Labour and respects the rights of its employees to agree to terms and conditions of employment voluntarily, without coercion, and freely terminate their employment on appropriate notice. M-KOPA shall ensure that its Employees are of legal working age and shall comply with local laws for youth employment or student work, such as internships or apprenticeships.
M-KOPA does not collect/charge any money as a pre-employment or post-employment requirement. This means that we never ask for ‘recruitment fees’, ‘processing fees’, ‘interview fees’, or any other kind of money in exchange for offer letters or interviews at any time during the hiring process.
Applications for this position will be reviewed on a rolling basis. Shortlisting and interviews will take place at any stage during the recruitment process. We reserve the right to close the vacancy early if a suitable candidate is selected before the advertised closing date.
If your application is successful M-KOPA undertakes pre-employment background checks as part of its recruitment process, these include; criminal records, identification verification, academic qualifications, employment dates and employer references.
