Business Developer

Our client operates based on their corporate philosophy, which serves as the cornerstone of all their activities. It informs how they engage with clients, build relationships wit employees, and contribute to the community.
Their mission is clear: they aim to have a meaningful impact on their community by connecting people with employment opportunities in a challenging market. With over 50 years of combined experience, they leverage their deep understanding of the markets to provide tailored, impactful results that truly make a difference.

Our client is seeking an experienced staffing Business Development professional who enjoys hunting for new business, building a book from the ground up and having the freedom to manage their market without being micromanaged. This is a growth position with an established staffing organization currently generating approximately $15M$20M annually, with a goal of reaching $30M within three years and $50M within five years. The ideal candidate has at least 3 years of staffing industry experience and can make an immediate impact.

Primary Responsibilities

• This is a true hunter/full-desk sales role with significant autonomy. Approximately 75% of the initial sales effort will center around cold calling and in-person canvassing, supplemented by email, LinkedIn and relationship-building activities.


• The Business Developer will prospect, open new accounts and then maintain those client relationships as the portfolio grows.


• Client entertainmentincluding lunches, dinners, happy hours and golfis encouraged and company-expensed when appropriate.


• The position will focus initially on the Greater Kansas City market, but there is no rigid geographic territory. If you uncover opportunities outside the market or expand a local relationship into other locations, the organization has the ability to support business nationally.


• There are also no restrictions on account sizean opportunity can range from a single placement to an account requiring hundreds of employees.


• Current business is concentrated in light industrial, warehouse, blue-collar and office/clerical staffing, but leadership specifically wants to diversify.


• Someone with experience selling engineering, professional or other higher-margin staffing solutions would have the opportunity to leverage that expertise and potentially help establish an additional vertical.


• The goal is to become a more diversified, full-service staffing provider rather than limiting the salesperson to one discipline.

What They Are Looking For

• The strongest candidate will bring 3+ years of staffing sales/business development experience, understand the persistence required to build new accounts and be comfortable with a highly proactive sales approach.


• Activity expectations include approximately 100 outbound calls per week and 50100 in-person canvassing/prospecting activities, including company visits and drops.


• Leadership is looking for results and activity, but not someone who needs to sit behind a desk all day.


• The environment is designed for a self-managed, entrepreneurial salesperson.


• General office hours are 85, but if you are out in the market prospecting and developing business, leadership does not expect you to return simply to prove you were working.


• The culture emphasizes treating employees like adults, providing freedom and avoiding unnecessary administrative work and micromanagement.

Compensation & Earning Potential

• The anticipated base salary is $70,000$100,000, depending on staffing experience and demonstrated production. Approximately $70K is viewed as appropriate for someone with around three years of experience, while the company is prepared to consider significantly more for a proven producer.


• A temporary guarantee may also be considered for an especially compelling candidate, depending in part on their existing restrictive agreements.


• The differentiator is the commission structure: 10% of gross profit, paid in perpetuity, with no stated earnings cap.


• First-year expectations are approximately $260K in gross profit, with a year-two target of approximately $520K in GP/$2,000 in daily margin.


• At the year-two target, 10% would equate to roughly $52,000 in annual commission, in addition to base salary.


• Leadership specifically wants high performers to continue benefiting financially as the business they build grows.

Benefits & Additional Highlights

• Medical insurance: Company pays 50% of the employee premium; dependent/family coverage is employee-paid.


• Dental insurance: 100% company-paid for the employee.


• PTO and major paid holidays.


• Uncapped, lifetime commission on the business you build.


• Training on systems/processes, shadowing existing sales representatives and direct access to leadership for support on significant client meetings.


• Leadership welcomes ideas for new sales tools, resources and strategies rather than forcing a rigid approach.


• Future potential to move toward sales leadership as the organization grows, although the company is intentionally not promising an artificial timeline for advancement.

This opportunity should appeal to a staffing salesperson who wants to build something rather than inherit a tightly controlled territory. You will have the freedom to hunt, develop relationships, diversify into markets where you already have expertise and create a book that continues paying you as it growsall with leadership that values production over unnecessary reporting and micromanagement.