Business Development Manager

Job Description

Company: Klug Law Firm

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Employment Type: Full-Time

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About Klug Law Firm

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Klug Law Firm is a business immigration law firm focused on helping employers and professionals navigate complex U.S. immigration matters with a practical, strategic, and client-centered approach.

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The firm works closely with businesses, executives, professionals, HR leaders, and other stakeholders who rely on timely and effective immigration solutions to support hiring, workforce mobility, business growth, and long-term talent strategy.

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Our practice includes sophisticated employment-based immigration matters, including PERM-based permanent residence, H-1B petitions, L-1 intracompany transferees, employment-based green card processes, and other business immigration solutions.

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At Klug Law Firm, we do not treat immigration matters as isolated filings. We work to understand each client's business objectives, workforce needs, timelines, and potential risks so our legal team can develop strategies that support both immediate immigration needs and broader business goals.

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As the firm continues to grow, we are seeking an experienced Business Development Manager who can expand our market presence, build high-value relationships, create a sustainable pipeline, and produce measurable business-development results.

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Position Overview

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Klug Law Firm is seeking an experienced, relationship-driven Business Development Manager (BDM) to lead business-development initiatives, develop strategic partnerships, expand the firm's market presence, and support sustainable client growth.

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This is not an entry-level lead-generation or appointment-setting position.

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We are looking for someone who has already demonstrated that they can build relationships, develop opportunities, create pipelines, support conversion, and produce measurable business-development results within a professional-services, legal, consulting, staffing, global mobility, or similar B2B environment.

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Candidates should be prepared to demonstrate their prior business-development successes during the interview process, including measurable examples of pipelines built, strategic relationships developed, accounts acquired, markets expanded, proposals or RFPs won, revenue growth supported, or other quantifiable business-development accomplishments.

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The BDM will work closely with firm leadership and attorneys throughout the business-development lifecycle while operating within the professional, ethical, and regulatory requirements applicable to a law firm.

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Key Responsibilities

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Business Development Strategy

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• Develop and execute a comprehensive business-development strategy aligned with the firm's growth objectives.
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• Identify industries, organizations, markets, and decision-makers with significant business immigration and workforce mobility needs.
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• Develop strategic plans for penetrating targeted markets and expanding Klug Law Firm's visibility within those markets.
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• Build and maintain a strong pipeline of qualified business-development opportunities.
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• Identify emerging market opportunities based on immigration trends, workforce needs, regulatory developments, and corporate hiring activity.
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Prospect and Market Development

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• Research and identify companies, organizations, executives, HR leaders, talent acquisition professionals, mobility professionals, in-house legal teams, and other potential business relationships.
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• Develop business-development campaigns and outreach strategies in coordination with firm leadership.
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• Conduct outreach and relationship-development activities through firm-approved methods consistent with applicable attorney advertising, solicitation, and professional-conduct requirements.
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• Coordinate appropriate introductory meetings, presentations, educational opportunities, networking activities, and follow-up communications.
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• Develop disciplined follow-up strategies to ensure qualified opportunities continue progressing through the business-development process.
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Strategic Partnerships and Referral Relationships

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Develop professional relationships with:

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• HR leaders
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• Talent acquisition executives
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• Global mobility professionals
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• In-house legal teams
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• Recruiting and staffing organizations
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• Professional Employer Organizations
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• Relocation and mobility providers
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• Consultants
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• Accountants
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• Business advisors
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• Industry associations
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• Universities
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• International business organizations
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• Other professional-service organizations and strategic partners
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Identify opportunities for lawful, ethical, nonexclusive strategic relationships that expand the firm's visibility and market access.

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Presentations, Proposals, and RFPs

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• Participate in discovery meetings and business presentations with prospective organizational clients.
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• Clearly communicate the firm's capabilities, service model, experience, and value proposition without independently providing legal advice.
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• Coordinate with attorneys to understand a prospective client's immigration and workforce needs.
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• Develop and coordinate proposals, presentations, engagement materials, and RFP/RFQ responses.
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• Support responses to corporate legal-services procurement processes and outside-counsel evaluations.
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• Work with firm leadership and attorneys on appropriate service structures, pricing presentations, and commercial proposals.
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• Support negotiations relating to business and service expectations while ensuring attorneys retain responsibility for legal-services terms and professional judgment.
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CRM and Pipeline Management

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• Maintain accurate and timely CRM records regarding prospects, relationships, opportunities, activity, and pipeline status.
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• Establish disciplined follow-up and pipeline-management processes.
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• Prepare regular reports regarding business-development activity, pipeline health, opportunity stages, relationship development, conversion activity, market trends, and strategic initiatives.
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• Identify pipeline risks, stalled opportunities, and opportunities requiring leadership involvement.
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• Develop reliable business-development forecasts and activity reports.
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Client Transition and Relationship Development

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• Coordinate with attorneys, paralegals, and operational leadership when new engagements are secured.
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• Support the transition from business development into legal-service delivery.
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• Ensure internal teams understand relevant client expectations, business objectives, commitments, and operational requirements developed during the business-development process.
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• Maintain appropriate post-engagement relationships to support client satisfaction and identify opportunities for expanded relationships.
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• Coordinate with firm leadership and attorneys regarding potential additional services or relationship-expansion opportunities.
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Market Presence

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• Represent Klug Law Firm professionally at conferences, industry events, networking opportunities, professional associations, and business-development events.
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• Develop relationships with organizations capable of becoming long-term strategic partners.
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• Identify speaking, educational, sponsorship, content, and thought-leadership opportunities that increase Klug Law Firm's visibility.
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• Monitor competitor activity and developments within the business immigration and professional-services marketplace.
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• Collaborate with leadership on market positioning, service offerings, growth strategy, and business-development infrastructure.
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Required Qualifications

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• Demonstrated experience in business development, B2B sales, strategic partnerships, account development, professional-services sales, or another sophisticated revenue-generating environment.
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• A documented and demonstrable history of business-development success.
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• Ability to provide specific examples of measurable prior accomplishments during the interview process.
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• Demonstrated ability to build a qualified pipeline rather than relying exclusively on inbound leads.
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• Proven experience developing relationships with executives and senior organizational decision-makers.
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• Strong relationship-building and consultative business-development skills.
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• Experience developing proposals, presentations, RFP responses, or similar business-development materials.
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• Strong written and verbal presentation abilities.
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• Experience working with CRM and pipeline-management systems.
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• Ability to manage multiple opportunities simultaneously across different stages of a lengthy business-development cycle.
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• Strong follow-through and disciplined relationship management.
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• Ability to understand sophisticated professional services and communicate their value in a business-focused manner.
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• Ability to work effectively with attorneys and other subject-matter experts.
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• Ability to recognize the boundary between business development and legal advice and appropriately involve an attorney when legal expertise is required.
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• Ability to operate within firm policies governing legal marketing, advertising, solicitation, confidentiality, and professional conduct.
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Preferred Qualifications

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Preference will be given to candidates with:

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• Law firm business-development experience
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• Business immigration industry experience
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• Professional-services business-development experience
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• Consulting experience
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• Staffing or recruiting industry experience
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• Global mobility experience
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• Existing relationships with HR, legal, recruiting, or global mobility decision-makers
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• An established professional network
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• Experience developing strategic partnerships
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• Experience with long-cycle, multi-stakeholder professional-services engagements
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• Experience responding to corporate RFPs or outside-counsel selection processes
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• A demonstrated history of producing significant, measurable business-development results
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• Experience developing or expanding a territory, market, practice area, business-development function, or book of relationships
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• Familiarity with H-1B, L-1, PERM, employment-based permanent residence, and other corporate immigration matters
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We Want to See Your Track Record

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We are specifically looking for someone who has done this before.

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Strong candidates should be prepared to discuss measurable examples of prior business-development accomplishments, such as:

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• Markets or territories successfully developed
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• Qualified pipelines built
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• Significant accounts or relationships developed
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• Strategic partnerships established
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• RFPs or competitive opportunities won
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• Conversion improvements
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• New service lines or markets launched
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• Long-term client relationships developed
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• Measurable organizational growth supported through their business-development efforts
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Specific results matter. We are looking for a candidate who can demonstrate not only what they were responsible for, but what they actually accomplished.

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90-Day Ramp and Onboarding Period

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The Business Development Manager will complete a structured three-month ramp and onboarding period.

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During the first 90 days, the BDM will be expected to:

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First 30 Days

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• Develop a thorough understanding of Klug Law Firm's services, clients, positioning, and business immigration practice.
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• Learn the firm's business-development, CRM, marketing, confidentiality, and professional-conduct procedures.
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• Develop an initial market and relationship-development strategy.
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• Begin identifying priority industries, organizations, strategic partners, and opportunities.
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Days 31–60

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• Begin executing the approved business-development plan.
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• Establish consistent CRM and pipeline-management practices.
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• Develop targeted relationship and market-development initiatives.
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• Begin building a qualified opportunity pipeline.
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• Participate in presentations, networking activities, strategic meetings, and other approved business-development initiatives.
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Days 61–90

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• Demonstrate consistent execution of the business-development strategy.
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• Establish a sustainable pipeline of qualified opportunities.
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• Demonstrate measurable progress in strategic relationship development.
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• Provide reliable activity and pipeline reporting.
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• Present an updated business-development plan based on the first 90 days of market activity.
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At the conclusion of the 90-day ramp period, the BDM will transition into the firm's standard performance expectations and incentive-compensation structure.

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Compensation Structure

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Compensation will be based on experience, seniority, industry knowledge, existing relationships, demonstrated business-development history, and overall qualifications.

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In addition to base salary, the position is eligible for performance-based incentive compensation under a written firm compensation plan.

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The incentive program will be structured based on overall role performance and established business-development objectives and will be administered consistent with the professional-conduct requirements applicable to the firm.

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Performance considerations may include:

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