Job Description
**Principal Client Account Management Print Shop Supervisor** | Lucknow | Leadership - Full-time | INR 19.9-46.0 LPA
**About the role:**
- Position within Client Account Management (Reprographics) - Fundamentals, under the Xerography & Reprographics Services vertical
- Level: senior level
- Reports to the functional head for Client Account Management (Reprographics) - Fundamentals
**What you'll do:**
- Handle core client account management (reprographics) - fundamentals activities on a day-to-day basis
- Use Fundamentals regularly as part of core deliverables
- Work closely with adjacent teams to align priorities
- Track progress against agreed timelines and escalate issues proactively
**What you'll need:**
- Fundamentals
- Client Account Management (Reprographics)
- Quality Control (Print Output)
- Copier/Printer Fleet Management
- Vendor Coordination
- MS Office
- Document Reproduction Operations
- Any Graduate
- 15+ years of relevant experience
**Good to know:**
- The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. High performers in this role typically move into a broader ownership scope within 18-24 months. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
- The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
- Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
- Internal job postings are open to employees who've completed a minimum tenure in their current role. Interested candidates should be prepared to walk through relevant past work during the interview process.
- The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Most days include at least one review checkpoint where progress is discussed against the plan for the week. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
- Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. The package is structured with a fixed component, performance bonus, and standard health coverage.
- Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. The organisation has historically promoted from within for a majority of its senior and lead openings.
- New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
- Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Compensation includes standard statutory benefits along with performance-linked variable pay. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
- Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
- Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
**About the role:**
- Position within Client Account Management (Reprographics) - Fundamentals, under the Xerography & Reprographics Services vertical
- Level: senior level
- Reports to the functional head for Client Account Management (Reprographics) - Fundamentals
**What you'll do:**
- Handle core client account management (reprographics) - fundamentals activities on a day-to-day basis
- Use Fundamentals regularly as part of core deliverables
- Work closely with adjacent teams to align priorities
- Track progress against agreed timelines and escalate issues proactively
**What you'll need:**
- Fundamentals
- Client Account Management (Reprographics)
- Quality Control (Print Output)
- Copier/Printer Fleet Management
- Vendor Coordination
- MS Office
- Document Reproduction Operations
- Any Graduate
- 15+ years of relevant experience
**Good to know:**
- The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. High performers in this role typically move into a broader ownership scope within 18-24 months. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
- The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
- Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
- Internal job postings are open to employees who've completed a minimum tenure in their current role. Interested candidates should be prepared to walk through relevant past work during the interview process.
- The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Most days include at least one review checkpoint where progress is discussed against the plan for the week. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
- Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. The package is structured with a fixed component, performance bonus, and standard health coverage.
- Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. The organisation has historically promoted from within for a majority of its senior and lead openings.
- New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
- Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Compensation includes standard statutory benefits along with performance-linked variable pay. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
- Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
- Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.