Capture Manager
for each section heading.
We need to use - for any list of duties/requirements/benefits, and
for prose.
We need to preserve all substantive info, not invent or summarize away detail.
We must remove boilerplate: cookie/navigation/legal/EEO etc. Not present.
We need to include Pay section only if posting actually states them. Yes we have compensation range and tier details. So we include Pay section.
Schedule: Not mentioned explicitly. There's mention of travel required, remote, but no schedule like full-time, part-time, hours. Not given. So we should not create Schedule section.
Benefits: The posting mentions "+ Benefits" but no detail. It says "$150,235 to $169,146 Annual Salary + Benefits + Growth Potential". No specifics of benefits. Since we should not create Benefits section unless posting actually states them. It only mentions benefits generically but no detail. The rule: "never create Pay/Schedule/Benefits sections unless the posting actually states them." It states benefits exist but not details. Is that enough? Likely we should not create a Benefits section because no specific benefits listed. The instruction: "Prefer a few substantive sections over many thin ones." So we omit Benefits.
Skills: Could be derived from knowledge/experience requirements. But we have a Qualifications section maybe. The headings list includes Skills separate from Qualifications. We could put knowledge/experience under Qualifications or Requirements. The posting has "Who You Are and What You Know (Knowledge and Experience Requirements)" and "Preferred Qualifications and Experience:" plus other bullet points about Internet, Security, Travel Flexibility, Brand Representation (these could be under Requirements or maybe Skills). We need to decide.
We have "What You’ll Do (Key Responsibilities)" -> Responsibilities.
We have description paragraph maybe About the role.
We have "Who You Are and What You Know (Knowledge and Experience Requirements)" -> Requirements or Qualifications.
We have "Preferred Qualifications and Experience:" -> could be Qualifications as well (preferred). Could combine.
We have other bullet points: Other Internet, Security, Travel Flexibility, Brand Representation. These are expectations/behaviors; could be under Requirements or maybe Skills. Since we have no explicit Skills section, we could put them under Requirements as additional expectations.
We need to avoid creating thin sections. So we likely will have sections: About the role (description), Responsibilities, Requirements (including knowledge/experience, preferred qualifications, and other expectations), Pay.
We should not create Qualifications separate if we combine into Requirements. But the instruction list includes Qualifications as a possible heading; we can use it if we have content. We have both required and preferred qualifications; we could split into Requirements (mandatory) and Qualifications (preferred). However we also have "Other Internet..." etc which could be under Requirements or maybe Skills. Let's think.
We have:
- Description paragraph: about role.
- Responsibilities: "What You’ll Do (Key Responsibilities)" plus the 30/60/90 day sections (these are also responsibilities/expectations). Could be under Responsibilities.
- Requirements: "Who You Are and What You Know (Knowledge and Experience Requirements)" (mandatory). Also "Preferred Qualifications and Experience:" (preferred). Also "Other Internet:", "Security:", "Travel Flexibility:", "Brand Representation:" (these are expectations/behaviors). Could be under Requirements as well.
- Pay: compensation details.
Thus we can have sections: About the role, Responsibilities, Requirements, Pay.
We need to ensure we don't create empty sections.
Now we need to format.
We'll output:
About the role
... description paragraph ...
Then Responsibilities: Responsibilities
- ... each bullet ...
We need to include all bullet points from "What You’ll Do (Key Responsibilities)" and also the 30/60/90 day items? Those are also responsibilities/expectations; we could include them as part of Responsibilities as separate bullets.
We must preserve all substantive info; not invent or summarize away detail. So we need to include each bullet exactly as given.
Let's extract bullets:
From "What You’ll Do (Key Responsibilities)":
- Proactively build and maintain strategic relationships with key customer decision-makers, agency representatives, prime contractors, and industry influencers.
- Gather actionable customer intelligence through pre-RFP engagement to shape requirements and position the organization as the vendor of choice.
- Own end-to-end capture lifecycles for high-priority opportunities, driving revenue targets through disciplined capture plans and value-driven win strategies.
- Analyze competitive landscapes, market trends, and budget cycles to formulate winning value propositions and price-to-win strategies.
- Lead opportunity gate reviews (bid/no-bid decisions) and present rigorous business cases to executive leadership.
- Collaborate with Proposal Managers and Finance, Delivery, and Growth Leadership to align technical offerings, pricing models, and client presentation strategies.
- Maintain strict accountability for win rates, qualified pipeline health, and deal conversion timelines within Nextstage, our CRM system.
- Conduct debriefs and apply feedback and lessons learned to future performance.
Then "In Your First 30 Days, You Will:" list:
- Conduct 1-on-1 discovery sessions with executive leadership, delivery leads, and proposal teams to map core capabilities, past performance assets, and unique selling propositions.
- Review the active CRM pipeline to evaluate target accounts, active capture efforts, win probabilities, and upcoming RFP/solicitation schedules.
- Audit personal contact network against target market accounts to identify warm entry points, procurement leads, and strategic teaming partners.
- Analyze existing stage-gate review processes (e.g., bid/no-bid frameworks, proposal methodologies, pricing models) to pinpoint operational bottlenecks or gaps in competitive intelligence.
- Prioritize the mapping of internal offerings directly to warm client and partner relationships.
Then "After 60 Days:" list:
- Initiate pre-solicitation conversations with key client decision-makers and agency leads to gather intelligence, validate pain points, and influence draft requirements.
- Engage prospective prime contractors and subcontractors; draft, negotiate, and execute Non-Disclosure Agreements (NDAs) and Teaming Agreements (TAs) for priority targets.
- Develop and present comprehensive capture plans for 2–3 high-value target opportunities, establishing core win themes, competitive analysis, and preliminary Price-to-Win (PTW) targets.
- Lead formal bid/no-bid and stage-gate reviews for incoming opportunities, presenting data-backed business cases to executive leadership.
Then "After 90 Days:" list:
- Assume full responsibility and accountability for all functions associated with the role.
- Active participation in delivering compliant, strategy-aligned proposals for major targets.
- A 12-month capture strategy and forecast presented to executive leadership with defined win-rate goals and revenue targets.
All these are responsibilities/expectations; we can include them under Responsibilities.
Now Requirements section: we need to include mandatory requirements, preferred qualifications, and other expectations.
Mandatory requirements from "Who You Are and What You Know (Knowledge and Experience Requirements)":
- You have a minimum of 4 years of progressive experience in business development, capture management, or enterprise deal-structuring with demonstrated success closing multi-million-dollar contracts (you should have a verifiable history of leveraging personal and professional networks to generate repeatable, sustainable business revenue).
- You're proficient in developing price-to-win strategies, conducting margin analysis, and structuring contracts (e.g., FFP, T&M, Cost-Plus, or enterprise commercial agreements).
- You have an existing, active network within government vertical markets.
- You're comfortable working independently and as part of a team, managing multiple tasks and proposals simultaneously, and able to anticipate challenges and adapt to changing situations with new information.
- You're a full-time resident of the contiguous United States (must be legally authorized to work in the US now and in the future without sponsorship).
Preferred Qualifications and Experience:
- Experience working with disadvantaged small businesses such as SDVOSBs and 8(a) companies, or Mentor-Protégé Program participants in the digital services industry
Other expectations:
- Other Internet: Will prioritize and maintain access to strong, reliable internet for the remote nature of our work, except when on vacation or holiday.
- Security: Will keep the highest security practices to ensure privacy and security of Coforma and client information, given the nature of our work, even when on vacation.
- Travel Flexibility: On request and with advanced notice, will attend in-person events such as meetings, workshops, and trainings as assigned for projects that require it.
- Brand Representation: Will represent Coforma professionally and sincerely, modeling our Company Values in all interactions.
We should include these as list items under Requirements.
Now Pay section: we need to include compensation details.
We have:
Compensation: $150,235.80 - $169,146.60 / year
Description also says "$150,235 to $169,146 Annual Salary + Benefits + Growth Potential"
Then tier details:
Tier 1 — $150,235.80: Meets stated qualification and experience requirements. May need guidance and training beyond onboarding to perform the more complex functions of the role.
Tier 2 — $159,691.20: Experienced and fully competent. Will be able to independently perform key responsibilities of the role once onboarding is completed.
Tier 3 — $169,146.60: Highly experienced and can perform all responsibilities of the role at a higher level than expected once onboarding is completed.
To honor our company-wide equitable pay system, the posted salary range and corresponding tier salaries are non-negotiable.
We need to preserve all substantive info. So we will include a paragraph describing the range and tiers.
We should not include Benefits section.
Now we need to ensure we don't repeat job title. Not needed.
Now produce HTML.
We need to wrap each section in heading and then content.
For lists, use - items.
For prose, use
.
We must not include any extra text outside HTML fragment.
Let's craft.
First, About the role paragraph: The description paragraph after "Description". It says: "We are looking for a high-performing, growth-oriented Capture Manager with a proven track record of turning executive connections into closed, high-value contracts. In this role, you'll be responsible for leading complex, high-stakes capture strategies from opportunity identification through final proposal award. You'll serve as the primary architect of win strategies, leveraging industry relationships, customer intelligence, and cross-functional teams to expand our market share and drive scalable top-line revenue. Prior experience in capture management in the federal government contracting space is required, and the ideal candidate will have a background in digital technology and design services. If you’re passionate about improving lives through digital products and services, Coforma is a great company for you."
We'll put that in a
.
Now Responsibilities: We'll list all bullets as
- .
We need to ensure we preserve the exact wording.
Let's copy them exactly.
I'll create a
with all items.
Now Requirements: We'll also create a with items: mandatory, preferred, other expectations.
We could separate into subheadings? Not allowed; only headings are h3 for sections
for prose. We need to preserve all substantive info, not invent or summarize away detail. We must remove boilerplate: cookie/navigation/legal/EEO etc. Not present. We need to include Pay section only if posting actually states them. Yes we have compensation range and tier details. So we include Pay section. Schedule: Not mentioned explicitly. There's mention of travel required, remote, but no schedule like full-time, part-time, hours. Not given. So we should not create Schedule section. Benefits: The posting mentions "+ Benefits" but no detail. It says "$150,235 to $169,146 Annual Salary + Benefits + Growth Potential". No specifics of benefits. Since we should not create Benefits section unless posting actually states them. It only mentions benefits generically but no detail. The rule: "never create Pay/Schedule/Benefits sections unless the posting actually states them." It states benefits exist but not details. Is that enough? Likely we should not create a Benefits section because no specific benefits listed. The instruction: "Prefer a few substantive sections over many thin ones." So we omit Benefits. Skills: Could be derived from knowledge/experience requirements. But we have a Qualifications section maybe. The headings list includes Skills separate from Qualifications. We could put knowledge/experience under Qualifications or Requirements. The posting has "Who You Are and What You Know (Knowledge and Experience Requirements)" and "Preferred Qualifications and Experience:" plus other bullet points about Internet, Security, Travel Flexibility, Brand Representation (these could be under Requirements or maybe Skills). We need to decide. We have "What You’ll Do (Key Responsibilities)" -> Responsibilities. We have description paragraph maybe About the role. We have "Who You Are and What You Know (Knowledge and Experience Requirements)" -> Requirements or Qualifications. We have "Preferred Qualifications and Experience:" -> could be Qualifications as well (preferred). Could combine. We have other bullet points: Other Internet, Security, Travel Flexibility, Brand Representation. These are expectations/behaviors; could be under Requirements or maybe Skills. Since we have no explicit Skills section, we could put them under Requirements as additional expectations. We need to avoid creating thin sections. So we likely will have sections: About the role (description), Responsibilities, Requirements (including knowledge/experience, preferred qualifications, and other expectations), Pay. We should not create Qualifications separate if we combine into Requirements. But the instruction list includes Qualifications as a possible heading; we can use it if we have content. We have both required and preferred qualifications; we could split into Requirements (mandatory) and Qualifications (preferred). However we also have "Other Internet..." etc which could be under Requirements or maybe Skills. Let's think. We have: - Description paragraph: about role. - Responsibilities: "What You’ll Do (Key Responsibilities)" plus the 30/60/90 day sections (these are also responsibilities/expectations). Could be under Responsibilities. - Requirements: "Who You Are and What You Know (Knowledge and Experience Requirements)" (mandatory). Also "Preferred Qualifications and Experience:" (preferred). Also "Other Internet:", "Security:", "Travel Flexibility:", "Brand Representation:" (these are expectations/behaviors). Could be under Requirements as well. - Pay: compensation details. Thus we can have sections: About the role, Responsibilities, Requirements, Pay. We need to ensure we don't create empty sections. Now we need to format. We'll output:
About the role
... description paragraph ...
Then Responsibilities:Responsibilities
- ... each bullet ...
heading and then content.
For lists, use - items.
For prose, use
.
We must not include any extra text outside HTML fragment.
Let's craft.
First, About the role paragraph: The description paragraph after "Description". It says: "We are looking for a high-performing, growth-oriented Capture Manager with a proven track record of turning executive connections into closed, high-value contracts. In this role, you'll be responsible for leading complex, high-stakes capture strategies from opportunity identification through final proposal award. You'll serve as the primary architect of win strategies, leveraging industry relationships, customer intelligence, and cross-functional teams to expand our market share and drive scalable top-line revenue. Prior experience in capture management in the federal government contracting space is required, and the ideal candidate will have a background in digital technology and design services. If you’re passionate about improving lives through digital products and services, Coforma is a great company for you."
We'll put that in a
.
Now Responsibilities: We'll list all bullets as
- .
We need to ensure we preserve the exact wording.
Let's copy them exactly.
I'll create a
with all items.
Now Requirements: We'll also create a with items: mandatory, preferred, other expectations.
We could separate into subheadings? Not allowed; only headings are h3 for sections
. We must not include any extra text outside HTML fragment. Let's craft. First, About the role paragraph: The description paragraph after "Description". It says: "We are looking for a high-performing, growth-oriented Capture Manager with a proven track record of turning executive connections into closed, high-value contracts. In this role, you'll be responsible for leading complex, high-stakes capture strategies from opportunity identification through final proposal award. You'll serve as the primary architect of win strategies, leveraging industry relationships, customer intelligence, and cross-functional teams to expand our market share and drive scalable top-line revenue. Prior experience in capture management in the federal government contracting space is required, and the ideal candidate will have a background in digital technology and design services. If you’re passionate about improving lives through digital products and services, Coforma is a great company for you." We'll put that in a
. Now Responsibilities: We'll list all bullets as
- with all items.
Now Requirements: We'll also create a
- with items: mandatory, preferred, other expectations.
We could separate into subheadings? Not allowed; only headings are h3 for sections