Business Developer/BDR

JVMH Infotech; Town of Texas (WI); On-site; USD 40,000 - 70,000; Full time

Job summary

JVMH Infotech in Wisconsin is seeking a Business Developer/BDR to generate new business through phone and in-person sales calls. The role targets an average of 2 new clients per week and requires 1 year of experience with an Associate level.

You will qualify prospects, manage a robust pipeline, and collaborate with Employment Specialists to fill job orders. The position involves travel to client sites as part of field sales activities.

Qualifications

• Experience level: Associate.
• Experience required: 1 Year.
• Education level: All education level.

Responsibilities

• Generate an average of 2 new clients per week by qualifying opportunities and engaging key decision-makers through phone and in-person sales calls.
• Achieve high sales activity: complete 120 total weekly sales calls and 60 DM calls, with 5 strategic appointments weekly.
• Develop a sales pipeline by qualifying prospects, identifying opportunities, and coordinating with Employment Specialists.
• Prepare and execute a daily territory plan with structured calls and field visits.
• Execute a value-added sales approach by staying informed on labor market trends and cross-selling products.
• Collaborate with internal teams to hand off job orders and maintain alignment of schedules and territory plans.
• Maintain compliance with Express guidelines and applicable legal requirements.

Job description

Business Developer/BDR

Experience level: Associate

Experience required: 1 Year

Education level: All education level

Job function: Sales

Industry: Staffing and Recruiting

Total position: 1

Relocation assistance: No

Visa sponsorship eligibility: No

Its an Express Internal Direct Hire

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 to sell 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, and Love Helping People.

1. Generate an average of 2 new clients per week.

• Qualify prospects, by promptly and efficiently assessing client needs, budget, and timeline by using the Discovery Profile and obtaining clear answers.
• Respond to a buying signal by asking the four job qualifying questions.
• Ensure the DM promptly commits to meeting with an Employment Specialist (ES) to facilitate an urgent and seamless handoff for filling the job order.
• Educate Decision Makers on the Express process, introduce the staffing agreement and new account paperwork.
• Collaborate with the ES to keep job orders moving towards fulfillment and identify when sales reengagement is needed.

2. Achieve High Sales Activity

• Self-generate sales opportunities to target desirable accounts with a high sense of urgency through networking, referrals, and outbound activities.
• Complete 120 total weekly sales calls, including 100 face-to-face visits.
• Complete a minimum of 60 Decision Maker (DM) calls weekly, defined as a two-way business conversation with an authorized buyer or influencer.
• Conduct 5 strategic appointments per week, strictly measured as a scheduled, value-driven meeting with a DM.
• Document daily 100% of calls in the automated system and set the next action step to keep prospects/clients in the sales pipeline.
• Execute the daily sales plan by addressing objections and documenting all outcomes using the Results Pipeline Activity (RPA) tracker.

3. Develop a Sales Action Plan to Manage the Pipeline

• Call on 800 1,000 accounts quarterly by qualifying prospects, identifying new business opportunities, and making 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 strategically add them to the pipeline.
• Coordinate ongoing sales activities for Top 20 Hit List prospects by executing strategic weekly touches for each target account.

4. Prepare and Execute a Daily Territory Plan

• Divide the market into 4 5 small divisions within the larger territory and assign one territory to each weekday based on business potential.
• Maximize sales performance by accurately categorizing each prospect and determining the optimal call frequency according to their business potential.
• Plan each day in advance using the automated system. Schedule activities around appointments and prospect nearby businesses to maximize field time.

5. Execute a Value-Added Sales Approach

• Stay ahead of labor market trends to provide consultative value. Deploy a minimum of one knowledge-based campaigns (e.g., Job Insights, American Employed) and educational tool per quarter to position Express as an industry leader.
• Proactively anticipate account needs, providing solutions, and ensuring high account satisfaction.
• Cultivate and advance existing client relationships to identify potential needs and cross-sell all Express products and service lines.
• Under management approval, actively participate in one local organization (e.g., Chamber of Commerce or Economic Development Boards) to build professional relationships and generate new business leads.
• Ensure these activities produce value-added networking outcomes.

6. Collaborate with the Internal Tribe to Execute a Seamless Sales Strategy.

• Meet daily with the internal team to share territory plans, highlight opportunities, and discuss inventory.
• Treat the inside team as a valued customer. Take Most Placeable Candidate (MPC) profiles into the field, share leads immediately and pass job orders to Employment Specialists.
• Communicate the daily schedule with the internal team to maintain alignment and ensure focused field time in the assigned territory.

7. Maintain Compliance and Professional Knowledge

• Conduct business strictly in accordance with Express Guidelines and applicable Federal/State Legal Guidelines (e.g., FLSA, Title VII, ADA, FMLA).
• Develop professional knowledge of the staffing industry through continuous coaching, ride-along, and hands-on training.

8. Supervisory Responsibility

• No direct supervisory responsibility.

9. Working Conditions and Physical Requirements

• Essential activities are conducted away from the local office and within various office and plant settings.
• Constant travel requires exposure to inclement weather and hazardous road conditions.
• Must work effectively under the stress of daily travel, deadlines, commitments, and account problems.
• Must maintain a valid state driver's license and have the ability to climb stairs and carry necessary marketing materials.