Business Developer / BDR

Job ID: CLI-45773-6

Job type: Direct hire

This is an internal direct-hire position.

The Business Developer generates new business by qualifying opportunities and engaging key decision-makers through phone and in-person sales calls. Success in this role requires confidence in selling essential services, disciplined daily execution, and strong consultative selling skills, including active listening, effective questioning, and clear communication.

Top performers are driven, persistent, and consistently demonstrate our core values:

• Grit
• Tribe
• Trailblazer
• Love Helping People

Key Responsibilities

Generate New Clients and Qualify Opportunities

• Generate an average of two new clients per week.
• Qualify prospects by assessing client needs, budget, and timeline using the Discovery Profile.
• Respond to buying signals by asking the four job-qualifying questions.
• Schedule timely meetings between decision-makers and an Employment Specialist (ES) to support the handoff for filling job orders.
• Educate decision-makers on the Express process and introduce the staffing agreement and new-account paperwork.
• Collaborate with the ES to keep job orders moving toward fulfillment and identify when sales re-engagement is needed.

Achieve High Sales Activity

• Self-generate sales opportunities through networking, referrals, and outbound activities.
• Complete 120 total weekly sales calls, including 100 face-to-face visits.
• Complete a minimum of 60 weekly decision-maker calls, defined as two-way business conversations with authorized buyers or influencers.
• Conduct five strategic appointments per week, defined as scheduled, value-driven meetings with decision-makers.
• Document all calls daily in the automated system and set the next action step for prospects and clients in the sales pipeline.
• Execute the daily sales plan by addressing objections and documenting outcomes using the Results Pipeline Activity (RPA) tracker.

Develop a Sales Action Plan and Manage the Pipeline

• Call on 800–1,000 accounts quarterly by qualifying prospects, identifying new business opportunities, and conducting discovery, planned, appointment, and telephone calls.
• Evaluate weekly sales calls to identify the top 10% of high-potential prospects capable of closing within the next 90 days and add them strategically to the pipeline.
• Coordinate ongoing sales activities for the top 20 target accounts through strategic weekly outreach.

Execute a Daily Territory Plan

• Divide the market into four or five smaller divisions within the larger territory and assign one territory to each weekday based on business potential.
• Categorize prospects accurately and determine the optimal call frequency according to business potential.
• Plan each day in advance using the automated system, scheduling activities around appointments and prospecting nearby businesses to maximize field time.

Execute a Value-Added Sales Approach

• Stay current with labor-market trends and provide consultative value.
• Deploy at least one knowledge-based campaign or educational tool per quarter, such as Job Insights or American Employed.
• Anticipate account needs, provide solutions, and maintain high account satisfaction.
• Cultivate existing client relationships to identify potential needs and cross-sell Express products and service lines.
• With management approval, participate in one local organization, such as a Chamber of Commerce or economic development board, to build professional relationships and generate leads.

Collaborate with the Internal Team

• Meet daily with the internal team to share territory plans, highlight opportunities, and discuss inventory.
• Take Most Placeable Candidate (MPC) profiles into the field, share leads promptly, and pass job orders to Employment Specialists.
• Communicate the daily schedule with the internal team to maintain alignment and focused field time.

Maintain Compliance and Professional Knowledge

• Conduct business in accordance with Express guidelines and applicable federal and state laws, including FLSA, Title VII, ADA, and FMLA.
• Develop professional knowledge of the staffing industry through coaching, ride-alongs, and hands-on training.

Supervisory Responsibility

No direct supervisory responsibility.

Working Conditions and Physical Requirements

• Essential activities are conducted away from the local office and in various office and plant settings.
• Frequent travel may involve exposure to inclement weather and hazardous road conditions.
• Must work effectively under the pressure of daily travel, deadlines, commitments, and account-related issues.
• Must maintain a valid state driver's license and be able to climb stairs and carry necessary marketing materials.