Business Development Manager UK & EUROPE MARKETS

1.    Own UK / Europe new-business revenue and new-logo acquisition; achieve the agreed monthly New Business Revenue target after the 90-day ramp.
2.    Prioritise UK and Ireland employer accounts and build a secondary European pipeline across selected markets where Alliance has delivery capability; map HR/TA, founders, procurement and hiring decision-makers.
3.    Create demand through account research, LinkedIn / Sales Navigator, email, phone, referrals, networking, events, RFPs and partnership channels, rather than relying solely on inbound enquiries or job-board leads.
4.    Run consultative discovery covering hiring volume, role mix, geography, urgency, internal recruiting capacity, vendor setup, procurement, fee expectations, replacement terms and decision process.
5.    Sell the full Alliance proposition — permanent, contract / temporary, executive search, RPO, international recruitment and volume / project hiring — and recommend the commercial model that fits the client.
6.    Own proposals, commercial negotiations, MSA / terms and close; handle objections around fees, candidate quality, exclusivity, replacement guarantees and competing suppliers while protecting commercial discipline.
7.    Coordinate with recruitment / delivery teams on live mandates, candidate quality expectations and client communication; use first placements to create repeat mandates, cross-sell and account expansion.
8.    Maintain a measurable sales cadence against the performance expectations set out below.
 

A TYPICAL DAY

• Work the UK / Europe overlap from the Ahmedabad office, prioritising UK / Ireland prospecting first, then selected European markets based on account fit, buying potential and Alliance delivery strength.
• Spend most selling time on new-account prospecting, live decision-maker conversations, discovery, proposals, commercial negotiation and follow-up, each tied to an account hypothesis.
• Translate employer hiring problems into a relevant recruitment / RPO / search solution, then coordinate internally to make the opportunity actionable for delivery.
• Maintain same-day CRM hygiene: account, contacts, hiring problem, commercial model, opportunity value, stage, decision-maker, next action and realistic close / activation date.

Education

• Bachelor’s degree in Business, Marketing, Management, HR, Communications or a related discipline; an equivalent proven B2B sales record may be accepted.
• MBA / PGDM or a professional sales, recruitment or HR qualification is preferred, but not mandatory. No certifications are mandatory.

Experience

• 3 to 8 years of relevant experience.
• Background in recruitment / staffing / HR services; IT / technology; healthcare; engineering; construction; finance; manufacturing; professional services; RPO, executive search or other B2B services selling to UK / European employers.
• Prior titles such as BDM, Senior BDM, Business Development Lead, Sales Manager, Business Growth Manager, Recruitment Consultant with client-acquisition responsibility, International Business Development, Account / Client Partner or Strategic Partnerships. Title is not decisive if hunting and closing evidence is strong.

Must-Have Skills

• Full-cycle B2B recruitment / staffing / HR-services sales: prospecting → discovery → proposal → negotiation → close.
• CRM discipline (HubSpot / Salesforce / Zoho or equivalent), including opportunity, activity and forecast hygiene.
• Ability to identify employer hiring needs and convert them into qualified live job mandates.
• Consultative discovery with HR/TA, founders, procurement and business leaders.
• International outbound selling using LinkedIn / Sales Navigator, email, phone, referrals and account research.
• Recruitment commercial knowledge: contingency / direct hire, retained / executive search, RPO and / or contract staffing models.
• Commercial negotiation: fee defence, MSA / terms, objection handling and close.
• Strong written and spoken English for international client communication.

Good-to-Have

• UK / European recruitment market experience and understanding of employer procurement / vendor onboarding.
• RPO / MSP / VMS, managed hiring or project-based recruitment exposure.
• RFP / RFQ, MSA and commercial proposal handling.
• Relevant certification (RPO / MSP / VMS, recruitment-sales, consultative selling or platform) is a plus, not mandatory.

Behavioural Competencies

• Hunter mindset: self-starting, resilient and comfortable creating demand from zero.
• Commercial ownership: accountable for revenue and client activation, not merely meetings or lead volume.
• Consultative and curious; comfortable challenging weak opportunities before involving delivery resources.
• Strong follow-through, urgency and written communication across international time zones.