GTS Business Development Manager (BDM)
Goodwill Houston, Houston, Texas, United States, 77246
Job Title
GTS Business Development Manager (BDM)
Department Goodwill Talent Solutions (GTS)
Reports to Director of GTS
FLSA Status Exempt
Mission Support Goodwill Houston (GWH) is transforming lives by connecting people to opportunities that advance the future of work. Through education, training, and employment, we create pathways to success for individuals facing employment barriers. We empower people, strengthen families, and impact communities by addressing both immediate and future workforce needs. With the generous support of our donors and retail customers, we are changing lives through the power of work.
Position Summary Responsible for generating GTS’s revenue streams in the Greater Houston area—leading new client acquisition, strategic partnerships, and multi-year account growth across temporary, contract, and direct-hire solutions. Must combine a hunter mentality with strategic account management, while excelling at solution selling and working cross-functionally to ensure excellence. Shape GTS’s go-to-market approach, proposals, and account strategy while positioning GTS as Houston’s preferred mission-driven staffing partner.
Essential Duties & Responsibilities
Design the territory plan, ideal customer profiles (ICP), service catalog (temp/contract/direct hire/RPO/project), pricing and rate cards, and proposal templates for launch.
Establish lead qualification criteria, discovery frameworks, contracting workflows, and handoffs to recruiting and operations.
Stand up and maintain the CRM (pipeline stages, activity standards, forecasting, dashboards).
Support registration processes and develop pursuit strategies for ESBD/Texas SmartBuy, SAM.gov, CMBL, and City of Houston procurement portals.
Generate high-quality leads through cold calling, social selling, LinkedIn, ZoomInfo, email cadences, events, referrals, and strategic introductions.
Identify workforce challenges and develop customized models (onsite/onsite-lite, volume staffing, direct hire projects).
Create compelling proposals, negotiate markups and fees, and finalize Service Agreements and job orders.
Target complex, high-volume accounts for multi-year partnerships and programmatic staffing.
Build trust with C-suite, HR leadership, and hiring teams of potential clients to position GTS as a strategic partner.
Expand within accounts (new locations, divisions, skill sets; conversions from temp to hire; project/Recruitment Process Outsourcing (RPO) pilot programs).
Serve as the primary POC; ensure Service Level Agreements (SLAs), quality, and feedback loops are met; resolve issues promptly with recruiting/operations.
Represent GTS at Greater Houston networking events, industry associations, and chambers to drive thought leadership.
Forge strategic partnerships with local institutions – including the University of Houston and Houston Community College – to develop specialized talent pipelines that directly align with evolving client demands and vocational trends.
Track Houston pay/bill rates, demand trends, economic signals, and competitor activity to guide pricing and service plans.
Recommend new offers (shift-based surge teams, project-based hiring, RPO, onsite coordination) based on market gaps.
Drive the execution of marketing campaigns by posting, sharing, and promoting GTS content on the GTS website and LinkedIn page, ensuring consistent visibility and employer engagement.
Translate client expectations into clear job orders and success profiles; ensure quick feedback cycles.
Collaborate with the Director of GTS and leadership in recruiting to ensure capacity, SLAs, and margins are achievable before making commitments.
Maintain accurate data on accounts, contacts, activities, opportunities, proposals, agreements, and job orders.
Provide accurate weekly/monthly KPIs, funnel metrics, and forecasts to leadership.
Ensure that contracts, Certificate of Insurance (COIs), and compliance materials are current and centrally stored.
Champion GWH’s missions by highlighting diverse talent pools, including program graduates and justice-involved individuals—serving as a unique benefit for employers focused on Corporate Social Responsibility (CSR).
Other duties as assigned by management.
Additional Responsibilities, Skills & Competencies
Demonstrate professionalism, good judgment, and present a friendly, cooperative attitude.
Ability to multitask, make quick decisions, adapt to change, and collaborate effectively in a fast-paced, team-oriented environment.
Adheres to all GWH Policies & Procedures, Loss Prevention & Safety Regulations, and GWH Guiding Principles.
Must be punctual, dependable, and maintain a professional appearance.
Maintain a high level of confidentiality.
Must perform work safely; maintain good housekeeping standards, and ensure all aisles and pathways to fire exits are clear and free of clutter.
Adheres to local, state, and federal laws and regulations.
Translate business problems into staffing solutions with measurable outcomes.
Impeccable CRM hygiene, documentation, and forecasting.
Strong communicator and teammate with recruiting and operations.
Comfortable iterating quickly and improving processes in a startup phase.
Be punctual and have dependable attendance.
Must be able to manage a team of sales reps and recruiters.
Passion for Goodwill’s social impact and inclusive hiring.
Minimum Qualifications
A bachelor’s degree in a related field or equivalent combination of education and experience.
A minimum of five (5) years of business development experience with a track record of closing new business is required.
Business-to-Business (B2B) experience is a plus.
A minimum of five (5) years of recruiting/staffing industry experience (temporary/contract/direct hire) strongly preferred.
A minimum of three (3) years in a client-facing leadership or account management capacity.
Excellent computer skills (proficiency in Microsoft Office).
Proficiency with CRM systems (pipeline management, forecasting) and ATS tools.
Strong financial acumen (rate builds, markups, margins, pricing strategy).
Excellent written and verbal communication; strong presentation and negotiation skills.
Proven ability to operate in a fast-paced, startup environment—multitask, prioritize, and deliver to deadlines.
Proven ability to navigate bid systems such as ESBD/Texas SmartBuy, SAM.gov, CMBL, and City of Houston procurement processes preferred.
Experience with HRMS and familiarity with sales enablement tools is preferred.
Ability to plan, implement, and evaluate the achievement goals, objectives, and work plans.
Key Performance Indicators (KPIs)
New Client Revenue (Gross Margin): Actual vs. Target by month/quarter.
Client Acquisition: New unique clients signed per month/quarter.
Pipeline Health: Minimum weighted pipeline coverage (3–4× next-quarter target) and stage conversion rates.
Sales Cycle Time: Avg. days from qualified lead to signed agreement/job order.
Job Order Quality & Fallibility: % of orders meeting intake standards; recruiter acceptance rate; time-to-fill benchmarks.
Gross Margin on Placements: Meet/exceed target GM% by service line and client.
Activity Metrics: Weekly standards for first meetings booked, senior-level touches, and multi-threaded relationships per target account.
Physical Requirements/Work Environment
Ability to sit, stand, bend, and reach.
Ability to lift, push, and pull up to 40 lbs.
Daily local travel is necessary to visit various employment sectors. This includes, but is not limited to:
Offices
Warehouses
Industrial settings
Construction sites
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Department Goodwill Talent Solutions (GTS)
Reports to Director of GTS
FLSA Status Exempt
Mission Support Goodwill Houston (GWH) is transforming lives by connecting people to opportunities that advance the future of work. Through education, training, and employment, we create pathways to success for individuals facing employment barriers. We empower people, strengthen families, and impact communities by addressing both immediate and future workforce needs. With the generous support of our donors and retail customers, we are changing lives through the power of work.
Position Summary Responsible for generating GTS’s revenue streams in the Greater Houston area—leading new client acquisition, strategic partnerships, and multi-year account growth across temporary, contract, and direct-hire solutions. Must combine a hunter mentality with strategic account management, while excelling at solution selling and working cross-functionally to ensure excellence. Shape GTS’s go-to-market approach, proposals, and account strategy while positioning GTS as Houston’s preferred mission-driven staffing partner.
Essential Duties & Responsibilities
Design the territory plan, ideal customer profiles (ICP), service catalog (temp/contract/direct hire/RPO/project), pricing and rate cards, and proposal templates for launch.
Establish lead qualification criteria, discovery frameworks, contracting workflows, and handoffs to recruiting and operations.
Stand up and maintain the CRM (pipeline stages, activity standards, forecasting, dashboards).
Support registration processes and develop pursuit strategies for ESBD/Texas SmartBuy, SAM.gov, CMBL, and City of Houston procurement portals.
Generate high-quality leads through cold calling, social selling, LinkedIn, ZoomInfo, email cadences, events, referrals, and strategic introductions.
Identify workforce challenges and develop customized models (onsite/onsite-lite, volume staffing, direct hire projects).
Create compelling proposals, negotiate markups and fees, and finalize Service Agreements and job orders.
Target complex, high-volume accounts for multi-year partnerships and programmatic staffing.
Build trust with C-suite, HR leadership, and hiring teams of potential clients to position GTS as a strategic partner.
Expand within accounts (new locations, divisions, skill sets; conversions from temp to hire; project/Recruitment Process Outsourcing (RPO) pilot programs).
Serve as the primary POC; ensure Service Level Agreements (SLAs), quality, and feedback loops are met; resolve issues promptly with recruiting/operations.
Represent GTS at Greater Houston networking events, industry associations, and chambers to drive thought leadership.
Forge strategic partnerships with local institutions – including the University of Houston and Houston Community College – to develop specialized talent pipelines that directly align with evolving client demands and vocational trends.
Track Houston pay/bill rates, demand trends, economic signals, and competitor activity to guide pricing and service plans.
Recommend new offers (shift-based surge teams, project-based hiring, RPO, onsite coordination) based on market gaps.
Drive the execution of marketing campaigns by posting, sharing, and promoting GTS content on the GTS website and LinkedIn page, ensuring consistent visibility and employer engagement.
Translate client expectations into clear job orders and success profiles; ensure quick feedback cycles.
Collaborate with the Director of GTS and leadership in recruiting to ensure capacity, SLAs, and margins are achievable before making commitments.
Maintain accurate data on accounts, contacts, activities, opportunities, proposals, agreements, and job orders.
Provide accurate weekly/monthly KPIs, funnel metrics, and forecasts to leadership.
Ensure that contracts, Certificate of Insurance (COIs), and compliance materials are current and centrally stored.
Champion GWH’s missions by highlighting diverse talent pools, including program graduates and justice-involved individuals—serving as a unique benefit for employers focused on Corporate Social Responsibility (CSR).
Other duties as assigned by management.
Additional Responsibilities, Skills & Competencies
Demonstrate professionalism, good judgment, and present a friendly, cooperative attitude.
Ability to multitask, make quick decisions, adapt to change, and collaborate effectively in a fast-paced, team-oriented environment.
Adheres to all GWH Policies & Procedures, Loss Prevention & Safety Regulations, and GWH Guiding Principles.
Must be punctual, dependable, and maintain a professional appearance.
Maintain a high level of confidentiality.
Must perform work safely; maintain good housekeeping standards, and ensure all aisles and pathways to fire exits are clear and free of clutter.
Adheres to local, state, and federal laws and regulations.
Translate business problems into staffing solutions with measurable outcomes.
Impeccable CRM hygiene, documentation, and forecasting.
Strong communicator and teammate with recruiting and operations.
Comfortable iterating quickly and improving processes in a startup phase.
Be punctual and have dependable attendance.
Must be able to manage a team of sales reps and recruiters.
Passion for Goodwill’s social impact and inclusive hiring.
Minimum Qualifications
A bachelor’s degree in a related field or equivalent combination of education and experience.
A minimum of five (5) years of business development experience with a track record of closing new business is required.
Business-to-Business (B2B) experience is a plus.
A minimum of five (5) years of recruiting/staffing industry experience (temporary/contract/direct hire) strongly preferred.
A minimum of three (3) years in a client-facing leadership or account management capacity.
Excellent computer skills (proficiency in Microsoft Office).
Proficiency with CRM systems (pipeline management, forecasting) and ATS tools.
Strong financial acumen (rate builds, markups, margins, pricing strategy).
Excellent written and verbal communication; strong presentation and negotiation skills.
Proven ability to operate in a fast-paced, startup environment—multitask, prioritize, and deliver to deadlines.
Proven ability to navigate bid systems such as ESBD/Texas SmartBuy, SAM.gov, CMBL, and City of Houston procurement processes preferred.
Experience with HRMS and familiarity with sales enablement tools is preferred.
Ability to plan, implement, and evaluate the achievement goals, objectives, and work plans.
Key Performance Indicators (KPIs)
New Client Revenue (Gross Margin): Actual vs. Target by month/quarter.
Client Acquisition: New unique clients signed per month/quarter.
Pipeline Health: Minimum weighted pipeline coverage (3–4× next-quarter target) and stage conversion rates.
Sales Cycle Time: Avg. days from qualified lead to signed agreement/job order.
Job Order Quality & Fallibility: % of orders meeting intake standards; recruiter acceptance rate; time-to-fill benchmarks.
Gross Margin on Placements: Meet/exceed target GM% by service line and client.
Activity Metrics: Weekly standards for first meetings booked, senior-level touches, and multi-threaded relationships per target account.
Physical Requirements/Work Environment
Ability to sit, stand, bend, and reach.
Ability to lift, push, and pull up to 40 lbs.
Daily local travel is necessary to visit various employment sectors. This includes, but is not limited to:
Offices
Warehouses
Industrial settings
Construction sites
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