Business Development Manager – US IT Staffing

This is a business development and revenue-generation role, not a traditional recruiting or Bench Sales position. The role has two primary objectives:

1. Direct Client Acquisition
Identify, develop, and acquire US-based enterprise and mid-market clients with IT Staffing, Staff Augmentation, and technology consulting requirements.

2. Prime Vendor & C2C Channel Development
Build relationships with Prime Vendors, System Integrators, MSPs/VMS providers, implementation partners, and staffing organizations that can generate recurring C2C and subcontracting opportunities for Ennuviz.

The successful candidate will own the business development lifecycle:

Prospecting → Qualification → Client/Partner Meetings → Requirement Generation → Proposal → Commercial Negotiation → MSA/Vendor Onboarding → Placement → Account Expansion

Key Responsibilities

Direct Client Acquisition

• Identify and acquire new US clients for IT Staffing, Staff Augmentation, Contract Staffing, C2H, Direct Hire, and related Consulting Services.
  
• Build relationships with CIO/CTO organizations, IT Leaders, Talent Acquisition Leaders, Procurement, Vendor Management, Hiring Managers, and Business Leaders.
  
• Generate opportunities through LinkedIn Sales Navigator, cold outreach, email campaigns, referrals, networking, industry events, and existing relationships.
  
• Conduct discovery meetings and position Ennuviz's capabilities based on client needs.
  
• Build and maintain a healthy pipeline of qualified Direct Client opportunities.
  
• Convert prospects into active clients and recurring revenue relationships.
  

Prime Vendor & C2C Partner Development

• Build a strong network of Prime Vendors, System Integrators, implementation partners, MSPs/VMS providers, and established US staffing companies.
  
• Identify organizations actively engaging C2C/subcontracting partners.
  
• Position Ennuviz as a qualified IT Staffing and Consulting Services partner.
  
• Drive vendor registration, empanelment, and onboarding.
  
• Build relationships with Account Managers, Client Partners, Vendor Managers, Delivery Managers, and recruiters responsible for distributing requirements.
  
• Develop a sustainable pipeline of recurring C2C requirements rather than relying solely on transactional job postings.
  

Sales & Account Management

• Own the complete sales lifecycle from prospecting through commercial closure and account growth.
  
• Qualify opportunities based on client, technology, location, engagement model, bill rate, margin, timeline, and probability of closure.
  
• Conduct client presentations, capability discussions, discovery sessions, and commercial negotiations.
  
• Prepare and coordinate proposals, rate cards, NDAs, MSAs, SOWs, vendor agreements, and related commercial documentation.
  
• Negotiate bill rates, margins, payment terms, and engagement conditions in coordination with Ennuviz leadership.
  
• Expand existing accounts through repeat requirements, relationship development, cross-selling, and upselling.
  

Requirement & Recruitment Coordination

• Translate client requirements into clear and actionable staffing needs for the Ennuviz recruitment team.
  
• Work closely with recruiters to ensure qualified candidate submissions within agreed turnaround times.
  
• Coordinate candidate submissions, interviews, feedback, rate negotiations, offer closure, onboarding, and placement.
  
• Maintain end-to-end visibility across:
  

Requirement → Candidate Submission → Interview → Offer → Placement → Billing

• Ensure alignment between clients, recruiting teams, consultants, and vendor partners throughout the placement lifecycle.
  

Pipeline & CRM Management

• Maintain prospects, contacts, opportunities, requirements, activities, and deal accurately in HubSpot CRM.
  
• Maintain adequate pipeline coverage against monthly, quarterly, and annual targets.
  
• Provide weekly visibility into:
  
• New prospects and qualified leads
  
• Direct Client opportunities
  
• Prime Vendor/C2C relationships
  
• Client and partner meetings
  
• New requirements generated
  
• Candidate submissions
  
• Interviews and offers
  
• Placements
  
• MSA/vendor onboarding
  
• Pipeline value and confidence
  
• Revenue forecast
  
• Closed/Won business
  

• 5–8 years of US IT Staffing experience, with strong hands-on experience in Business Development, Client Acquisition, Staffing Sales, or Account Management.
  
• Proven track record of acquiring new US clients and/or developing Prime Vendor/C2C relationships.
  
• Strong understanding of:
  
• Corp-to-Corp (C2C)
  
• W-2 Contract Staffing
  
• Contract-to-Hire (C2H)
  
• Direct Hire/Permanent Placement
  
• Outsourcing
  
• Candidates with experience in any of the following areas is MUST:
  
• IT Staffing / Recruitment
  
• Contract Staffing / C2H
  
• MSP / VMS ecosystem
  
• GCC Client Acquisition
  
• Startup / Product Company Sales
  
• Experience working with Direct Clients, Prime Vendors, System Integrators, MSP/VMS programs, or enterprise staffing accounts.
  
• Existing US staffing client/vendor relationships are MUST.
  
• Understanding of vendor onboarding, RTR, MSAs, NDAs, SOWs, rate cards, payment terms, and staffing commercial models.
  
• Experience using LinkedIn Sales Navigator and CRM platforms such as HubSpot is MUST.
  
• Strong B2B prospecting, presentation, negotiation, and relationship-management skills.
  
• Excellent written and verbal English communication.
  
• Strong commercial and business acumen.
  
• Ability to independently develop a territory and build business from the ground up.
  
• Ability to work effectively during US business hours.
  

Initial Performance Expectations

Within the first 90–180 days, the candidate should demonstrate measurable progress toward:

• 20+ qualified client/partner conversations per month
  
• 3×+ qualified sales pipeline coverage
  
• Consistent generation of Direct Client and Prime Vendor/C2C requirements
  
• 2–3 new qualified client/vendor relationships per quarter progressing toward active business or MSA
  
• Consistent candidate submissions, interviews, and placements
  
• Measurable contribution toward Consulting Services revenue and gross margin targets
  
• Final targets will be aligned with assigned territory, compensation structure, and annual Consulting Services objectives.