| Department / Business Area | Commercial / Marketing / Business Development |
| Location | TBD |
| Recruitment Volume | Talent pool |
| Timing | 2027 / ongoing pipeline |
| Languages | English and French. |
1. Job Purpose
Build an early-career talent pool of high-potential graduates and young professionals who can be recruited, trained, developed and progressively exposed to commercial responsibilities, supporting a long-term succession pipeline for future Chief Marketing Officer, Chief Business Officer and Chief Commercial Officer roles.
2. Key Responsibilities
• Support commercial, marketing, sales and business development initiatives according to the assigned entry-level role.
• Conduct customer, market and competitor analysis to support commercial decision-making.
• Support preparation and analysis of commercial performance reports and dashboards.
• Contribute to sales, business development and customer-related initiatives.
• Support marketing campaigns, digital marketing initiatives and commercial communications where relevant.
• Assist in identifying customer needs, market opportunities and potential areas for growth.
• Support business cases, presentations and management reporting.
• Work with cross-functional teams including sales, marketing, product, finance, operations and customer-facing teams.
• Participate in projects designed to build exposure across different commercial disciplines.
• Develop progressively through rotations, assignments, coaching, mentoring and internal mobility toward broader commercial responsibilities.
3. Required Profile
Education: Bachelor’s or Master’s degree in Marketing, Sales, Business Development, Digital Marketing, Commercial Management, Economics, Business Administration or a related field.
Experience: Graduate to 3 years of relevant experience, depending on the entry-level opportunity. Internships, graduate programmes, sales, marketing, business development or analytical experience are relevant.
Technical / functional skills: Commercial analytics; customer understanding; sales; business development; marketing; digital; communication; negotiation.
Core competencies: Commercial acumen; customer orientation; analytical thinking; communication; influencing; collaboration; initiative; learning agility; adaptability.
4. Development & Career Perspective
This is explicitly a succession-oriented talent pool. Profiles should be progressively exposed to different commercial disciplines and responsibilities, with the longer-term objective of developing future commercial leaders, including CMO, CBO and CCO succession pipelines.
5. Candidate Value Proposition
Opportunity to join an early-career pipeline linked to a strategic function, gain exposure to cross-functional initiatives, develop technical and business capabilities, and progressively take on broader responsibilities through experience, exposure and internal mobility.
6. Success Indicators
Quality and timeliness of assigned deliverables; analytical and problem-solving capability; stakeholder collaboration; quality of reporting/documentation; ability to learn and apply new concepts; contribution to continuous improvement; progressive ability to take ownership of assigned activities.
7. Recruitment Positioning
Graduate / early-career opportunity. The exact level, reporting line, location and final recruitment conditions should be confirmed by the relevant business and HR teams before publication.