Director Client Growth

Pipeline Generation — New Logos

• Map the target market — identifying the multinational employers, PE-backed portfolio companies, and rapidly scaling organizations that represent our highest-value prospects in global mobility.
• Own systematic outreach — building and maintaining a prospecting cadence across LinkedIn, industry events, referral networks, and direct outreach, generating qualified meetings that you or a senior partner will lead.
• Qualify opportunities rigorously — understanding enough about global mobility to identify genuine pain (workforce compliance exposure, immigration program inefficiency, M&A mobility complexity), progress straightforward engagements yourself, and know when a partner needs to be in the room.
• Capture RFP and pitch processes — owning the logistics, timeline, and preparation for competitive bids, freeing partners to focus on content and client relationship.

Partner Collaboration

• Facilitate clean handoffs on complex engagements — bringing partners into conversations at the right moment and briefing them thoroughly so they can lead with expertise, not catch-up.
• Develop target account plans with partners — aligning on priority sectors, key contacts, and outreach sequencing.
• Participate in weekly pipeline reviews — keeping partners informed, accountable, and engaged.
• Maintain the institutional memory of the pipeline — maintaining CRM discipline so no opportunity is lost to administrative friction.

Market Presence and Network Development

• Represent the firm at industry events and sector-specific forums — with the goal of building relationships.
• Build and maintain a broad network of referral sources: relocation management companies, HR technology providers, law firms, and executive search partners.
• Support thought leadership distribution — getting our partners' insights in front of the right people at the right time.

Experience

• 5 – 10 years in complex, multi-stakeholder B2B services sales. You have personally closed deals, not just generated pipeline.
• Background in adjacent professional services strongly preferred: relocation management, HR consulting, employment law, benefits advisory, ERP or HCM consulting, or similar.
• You do not need to know global mobility — you need to understand how sophisticated HR and finance buyers think.
• Demonstrated track record of new logo acquisition — not just account expansion. We need someone who is comfortable starting from zero with a prospect.
• Experience working alongside senior professionals (partners, principals, managing directors) and navigating the dynamics of a professional services firm — where the people who deliver the work also own the client relationship.

Behaviors

• Daily discipline: A structured, consistent BD routine — not reactive, not episodic. You track your own activity. You know your numbers. You have a system.
• Network depth: You have built and maintained a genuine professional network over time, not just a contact list. You can describe specific relationships you have cultivated and how they have generated business.
• Proactive value creation: You bring ideas to people before they ask. You send relevant articles, make introductions, flag opportunities. You are not waiting for the phone to ring.
• Connector mentality: You instinctively think about who should know whom. You see your network as an asset to deploy for others, not just for yourself.
• Emotional intelligence: You can navigate partner dynamics with respect and patience. You understand that influence matters more than authority.
• Genuinely curious about global mobility as a domain — willing to invest 6 – 12 months building substantive knowledge of immigration, tax, compliance, and assignment management.
• Comfortable with ambiguity — this is a new role in the firm; the playbook will be partly yours to write.
• Resilient and self-directed — you do not need external validation to keep moving. You have intrinsic motivation to prospect, follow up, and stay the course on long sales cycles.

What We Offer

• A base salary commensurate with senior professional services BD roles, plus a meaningful bonus tied to origination — structured so that your success and partner success are aligned, not in tension.
• Shared origination credit — when you generate a win alongside a partner, both of you are recognized. This firm is building a collaborative commercial model, not a zero-sum one.
• Direct access to firm leadership and a seat at the commercial table. This is not a support function — it is a growth function, and it will be treated as one.
• A structured onboarding into the global mobility domain, including shadowing on client engagements, access to industry training, and dedicated partner mentoring.
• The opportunity to help shape how a specialist professional services firm grows in a market that is becoming more competitive, more complex, and more interesting.

Additional Information

• This is a regular, full-time position.
• The role is hybrid.
• Location: We are looking for 2 candidates. One on the east coast and one on the west coast.
• Compensation: Base Salary $175K. Total OTE approx. $350K. Individual salaries are based on education, geographic location, and alignment to the market data.
• A note on title and positioning We have chosen the title 'Client Development Director' deliberately. It signals seniority, client-centricity, and commercial ownership. Make no mistake — this is a selling role, and we want someone who is energized by that. But the way you sell here is through expertise, relationships, and genuine value creation, not high-velocity cold outreach.