Corporate Development Manager - M&A Origination

MediSolution; Toronto; On-site; CAD 100,000 - 110,000; Full time

Benefits offered by this job

Competitive base salary + bonus

Medical, dental, vision benefits

Exposure to full deal lifecycle

Job summary

Harris is seeking a Manager, Business Development to build and lead our M&A origination capability. In a player‑coach role, you will source opportunities, coach a team, and run a high‑velocity acquisition pipeline across public safety software targets.

You will personally generate opportunities, manage relationships with CEOs and founders, and help establish market strategy, cadence, and qualification standards for the team.

Qualifications

• Progressive experience in M&A origination, business development, corporate development or investing.
• Strong ability to coach and mentor a team while originating opportunities personally.
• Hunter mentality with proven success in outreach and relationship management.
• Excellent written and verbal communication; ability to convey investment philosophy and value proposition.
• Financial literacy to interpret statements and discuss software economics; strong CRM hygiene.

Responsibilities

• Build and lead the origination team and establish performance expectations.
• Conduct market research, relationship development and opportunity qualification.
• Run pipeline reviews, prioritize high‑value opportunities and allocate markets.
• Originate and qualify opportunities with multi‑channel outreach (cold calls, email, LinkedIn).
• Attend conferences to build relationships and expand the acquisition pipeline.
• Manage relationships with CEOs, founders, and intermediaries over time.

Skills

M&A origination

Business development

Corporate development

Investing

Enterprise software sales

Relationship management

Leadership (player‑coach)

Cold outreach

Communication

Financial analysis

CRM discipline

Travel

Tools

Salesforce

LinkedIn

Email sequencing tools

Excel/PowerPoint

Job description

Harris' Public Safety portfolio is looking for a Manager, Business Development responsible for building and leading our M&A origination capability while remaining personally accountable for sourcing, engaging and developing potential acquisition targets. This is a player‑coach role: the successful candidate will help develop a high‑performing origination team, build the systems and operating cadence that support it, and personally create acquisition opportunities for our high‑velocity M&A organization. The successful candidate will have the opportunity to join a prolific acquirer and learn from the highly successful acquisition culture of Constellation Software. We don't believe there is a 'one size fits all' profile for this position, but are particularly excited to speak with candidates who have progressive experience in one or a combination of the following functions: M&A sourcing/origination or corporate development Public safety background/SME Private equity, growth equity or other investing roles Outbound SaaS / enterprise software sales Investment banking or transaction advisory Growth/GTM, strategy or entrepreneurial roles (early/growth stage or sponsor‑backed).

Key Responsibilities

Build and lead the origination team Develop, coach and mentor business development team members across founder outreach, market research, relationship development and opportunity qualification. Establish clear expectations for performance and progression; create a culture of curiosity, persistence, accountability and continuous improvement. Allocate markets and verticals across the team, run regular pipeline and relationship reviews, and help team members prioritize the highest‑value opportunities. Market mapping and acquisition strategy Conduct detailed research on competitors, potential add‑on offerings, new geographies and adjacent markets; translate market intelligence into actionable sourcing priorities for the team. Segment assigned markets and continuously refresh target lists using public and proprietary sources. Research industry dynamics to identify acquisition/investment news, competitive tenders, leadership changes, ownership transitions and other signals that can create acquisition opportunities. Originate & qualify opportunities Remain personally involved in origination and set the standard for the team by executing thoughtful multi‑channel outreach (cold calling, email, LinkedIn, trade shows and in‑person meetings) with founders and executives. Attend conferences and regional events to build relationships, develop market intelligence and expand the acquisition pipeline. Create proprietary opportunities rather than waiting for companies to formally come to market. Relationship management Build trust with CEOs, entrepreneurs, advisors and intermediaries; act as a long‑term relationship manager for acquisition prospects in the public safety market. Maintain thoughtful communication over months and years, understand owner objectives and coach the team on when to advance a conversation, provide value or simply stay in touch. Qualification and pipeline management Evaluate opportunities against strategic and financial criteria, including market position, revenue quality, growth, profitability, product fit, ownership dynamics and long‑term attractiveness as a vertical software business. Own both your personal acquisition pipeline and the overall health of the team’s pipeline; use data to improve prioritization, coaching, market coverage and conversion. Maintain disciplined Salesforce/CRM processes, including relationship history, next steps, deal stages, pipeline reporting and KPIs for senior management. Transaction support Organize management meetings, site visits and prospecting trips; coordinate initial information flow and provide market and relationship context as opportunities progress. Work closely with the M&A team throughout the process to ensure a smooth hand‑off from origination to diligence while maintaining continuity with the founder or management team.

Qualifications and Skills

Experience: progressive experience in M&A origination, business development, corporate development, investing, enterprise software sales or another relationship‑intensive role; experience coaching or managing others is strongly preferred. Player‑coach leadership: demonstrated ability to raise the performance of people around you while remaining willing to originate opportunities personally. Enjoys developing talent, giving direct feedback and building repeatable team processes. Commercial 'hunter' mentality: demonstrable success in cold outreach, opportunity creation and relationship management. Comfortable navigating conversations and building rapport at the C‑suite/founder level. Communication and interpersonal skills: articulate communicator with excellent writing and presentation skills, capable of clearly conveying our investment philosophy and value proposition. Financial literacy and analytical ability: ability to interpret financial statements, understand recurring‑revenue software economics and discuss fundamental valuation drivers. Organizational discipline and judgment: strong planning and prioritization; rigorous CRM hygiene; proactive, resourceful and comfortable operating with significant autonomy. High E.Q., low ego and strong judgment. Tools and travel: comfortable using CRM systems (e.g., Salesforce), LinkedIn, email sequencing tools, Excel/PowerPoint and research platforms; willing to travel domestically/internationally (~10‑20%) for founder meetings and industry events.

Measures of Success (Illustrative)

Build, coach and develop a high‑performing origination team with clear market ownership, performance expectations and professional progression. Steady cadence of high‑quality founder/CEO conversations and new qualified acquisition targets generated personally and across the team. Conversion from outreach to meetings to qualified opportunities to letters of intent, with increasing contribution from proprietary sourcing. Quality and depth of long‑term relationships, supported by strong market coverage, pipeline visibility, CRM discipline and adherence to agreed sourcing KPIs.

What We Offer

• Competitive base salary plus performance‑based bonus.
• Comprehensive medical, dental and vision benefits.
• Opportunity to build and lead a growing M&A origination function with exposure to the full deal lifecycle.
• Salary range: $100,000 - $110,000 CAD per year.

At Harris, we believe great people build great software. We offer an environment where employees are empowered to make a real impact, grow their skills, and shape their careers. Our teams enjoy a supportive, award‑winning culture, a casual and collaborative workplace, and opportunities to learn from a diverse group of businesses and industries. We are financially strong and proudly part of Constellation Software Inc. (CSI), the largest software company in Canada, providing long‑term stability alongside entrepreneurial autonomy. In addition to a competitive compensation and benefits package, we offer meaningful perks, flexibility, and—most importantly—a culture that values people, curiosity, and having fun while doing great work.

Follow us on LinkedIn to learn more about our culture, values, and career opportunities.

Harris is an Equal Opportunity Employer.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability.

Applicants who require a reasonable accommodation due to a disability may contact us by email at [e-mail].

Accommodation requests may be made at any time.

This email address is dedicated solely to accommodation requests and cannot be used to inquire about application status.

Know Your Rights Poster EO 13496: Notification of Employee Rights under Federal Labor Laws

Our commitment to fair and equitable hiring. As part of our recruitment process, we use artificial intelligence (AI) tools during the initial screening phase to help identify candidates whose qualifications most closely align with the requirements of the role. This technology supports efficiency and consistency in the early stages, but it never replaces human judgement. All subsequent evaluations and final hiring decisions are made by our recruitment professionals. AI does not make final hiring decisions.