Finding experienced business development professionals in search and staffing is notoriously difficult. The best are well-compensated, deeply embedded in their networks, and not actively looking for a move. And yet, when firms go to market for BD talent, the focus is almost always on what the candidate can bring in years of experience, a book of business, and immediate revenue potential.
But here’s the problem: If someone is already successful where they are, why should they move for you?
Too many firms approach hiring as an evaluation process when it should be a sales process. If you want to attract top-tier BD professionals, you need to answer one fundamental question:
What’s in it for them?
Stop Expecting, Start Selling
Most hiring processes for BD professionals sound like this:
“How much revenue can you bring in year one?”
“Who are your existing client relationships?”
“What’s your track record of hitting quota?”
These are fair questions, but they’re also completely one-sided. If you’re only evaluating what someone can do for you, you’re missing the point. BD professionals are in high demand. They don’t need to move unless you give them a compelling reason.
The Questions You Need to Answer
Instead of just assessing what a BD hire brings to the table, shift the focus to what you’re offering. A strong candidate should walk away from the conversation knowing exactly what they will own and what’s on the table for them. That means you need clear, specific answers to these questions:
What clients can I own out the gate? Will they inherit existing relationships, or will they be expected to start from scratch?
What accounts can I target? Are there protected territories or strategic accounts they’ll have access to?
What region is mine? Show them on a map. Be specific.
Will I have delivery support? Selling is one thing, but will they have the resourcing and execution power to deliver?
BD professionals are wired to think in terms of opportunity and potential. If your answers to these questions are vague, don’t be surprised when they lose interest.
Make the Move Worth It
At the end of the day, hiring top BD talent isn’t about evaluating who checks the most boxes on your wish list—it’s about convincing them that your firm is the best place for their next chapter.
Instead of asking what they can bring, start asking:
What do we offer that their current firm doesn’t?
How can we make their job easier, more lucrative, or more fulfilling?
What is the long-term vision, and where do they fit into it?
One of the biggest mistakes firms make? Not offering a competitive, well-structured compensation package. If your offer isn’t compelling, no amount of opportunity will seal the deal. To understand what matters most and to structure noteworthy packages, Tempting Talent conducts research to uncover this data. You can help us by contributing to this year's report by taking our survey:
Take the Executive Search Survey
Take the Staffing Survey
The survey is 100% anonymous and we aim to publish the full results in April. We thank you in advance for your response.
