Why ONDA Is Hiring Pension Sales Reps at Scale

ONDA just launched a major open hiring drive for pension sales managers. We're not capping headcount—if you've got what it takes, we'll bring you on.

This is the most aggressive recruitment push ONDA has ever done for a single function.

Candidates probably want to know: Why this role? Why now? What does the day-to-day look like? We sat down with JARRY, who leads our Pension Squad, to get answers.

(Side note: Everyone at ONDA goes by an English name internally ^^)

Q. This is ONDA's biggest sales hire ever. The pension sector has been struggling, and tech startups are pulling back on hiring. Why is ONDA going big on sales now?

— When everyone else is pulling back, that's when you need to lean in closer to your customers. We're hiring sales managers to work directly with small and mid-sized accommodation operators—pension owners.

It's true the domestic pension market had a tough year. But ONDA kept growing. Take pool villas, a key category for pensions—our GMV from pool villas grew over 50% year-over-year for two straight years.

The pension space has massive growth potential. It's a core business for ONDA.

Q. What's the hiring target? How many people are you actually looking to bring on?

— If we find strong talent, we won't cap it. ONDA wants to serve all 50,000+ pension operators in Korea. To hit that goal, we need as many great salespeople as we can find.

Q. What kind of candidates are you looking for?

— People who empathize with the challenges pension operators face—and have the positive energy to help solve them. Pension sales has its own set of challenges, like any sales job. We're looking for people who can push through that and see their work as something that genuinely helps both ONDA and our clients.

Pensions and accommodations in general are slower to digitize than other industries. A lot of owners struggle with online booking platforms. ONDA was literally founded to solve that problem.

Q. Are there hard requirements—specific qualifications or experience you need?

— No. We're not filtering by work experience, education, or certifications. The most important qualification is strong communication skills.

Q. Do I need pension sales experience?

— Not at all. Most of our current Pension Plus sales team started with zero experience and became veterans. People who've been in your shoes will run your onboarding training.

Don't let lack of experience hold you back.

Q. What does the interview process look like?

— We've streamlined it for speed. After the resume screen, you'll have one interview with the Pension Squad leader and a working-level team member. That's it. We want to move fast and bring great people on board.

Q. When will I hear back after applying?

— We'll notify you within one week at every stage. You're making a big decision by applying—we want to respect your time and get you an answer quickly.

Q. I've heard there's a probation period. What will I learn during that time?

— During probation, you'll get training on ONDA's products and services, the pension industry, and our sales strategy.

By the way, probation isn't unique to sales—every hire at ONDA goes through a three-month onboarding period, regardless of role.

Q. What will the day-to-day work look like? Cold calls? Inbound? Outbound? Field sales?

— It's a mix. What matters most is your drive and your ability to execute. We'll decide on the sales approach together with the team based on what works best.

Q. Let's talk about the fun part—incentives. What's the comp structure?

— Base salary plus uncapped commissions. No ceiling on how much you can earn. Commission per deal varies based on contract type and terms, but expect ₩30,000–50,000 per contract on top of base pay.

Q. Last question—how is ONDA's pension business actually doing? Is it growing?

— Despite the broader downturn in the pension sector in 2023, ONDA's pension business grew 20% year-over-year.

We expect even bigger growth this year. And the people we hire now will be the ones driving it.