Business Development Associate (Temporary Contract) F/M

Competition #2026-236-CP Business Development Representative (2026-236-CP)
Employment Type: Contract Hourly (Until March 31, 2027), Bargaining Unit (1 Vacancy)
Work Hours: 35 hours/week (Monday - Friday 9am-5pm)
Program Overview – Integrated Employment Services, Community Programs
The Business Development Representative (BDR) is a critical frontline member of WoodGreen’s Corporate Engagement and Workforce Solutions Team. We are seeking candidates with experience in Business to Business(B2B), Software as a Service (B2B SaaS), IT services, or workforce development who understand how to execute outbound prospecting using modern sales technology.
The BDR owns the full sales cycle for SMB employers—from prospecting through hiring and early retention—and carries a quota for both employment outcomes (job starts) and meetings booked with larger enterprise employers for follow-up by the Account Executive team. The role blends modern outbound sales practices with workforce development expertise, ensuring employer hiring needs are met while clients are well-prepared and supported for successful placement.
Using data-driven outreach strategies, market intelligence, and AI-enabled prospecting tools, the BDR converts employer interest into Sales Qualified Leads (SQLs) and hiring activity. Working in close collaboration with the Campaign Manager, Employment Consultants, the Coordinator of Brokered Incentive Agreements (wage subsidy agreements) and the Career Success Coaches (retention team), the BDR helps create a seamless employer-to-hire experience that supports both short-term recruitment needs and long-term hiring partnerships.
What You Will Do Prospecting & Employer Outreach
Execute daily multi-channel outreach using personalized email, LinkedIn messaging, cold calling, and video prospecting to generate employer hiring conversations.
Act on inbound and outbound signals from marketing campaigns, webinars, events, referrals, and AI-driven account insights to identify hiring intent and opportunity readiness.
Design, manage, and continuously optimize outreach cadences based on sector triggers, account tiering, and employer engagement behavior.
Build, enrich, and manage employer prospect lists aligned to Ideal Corporate Profiles (ICPs) using modern outbound platforms such as Apollo, ZoomInfo, LinkedIn Navigator, Instantly, Clay, or equivalent tools.
Represent WoodGreen at in-person and virtual job fairs, employer networking events, hiring forums, and workforce roundtables to generate new leads and convert them into Sales Qualified Leads.
Independently build and maintain ICP-aligned employer account lists and prioritize outreach based on labour market data, sector strategy, and hiring demand.
Stay current with AI-enabled prospecting enhancements and sales technologies to improve outreach efficiency and conversion rates.
Qualification, Sales, and Account Management (SMB and Mid-Market)
Own the full deal cycle for small to mid-sized employers, from initial contact through hiring and early-stage retention.
Manage a portfolio of SMB and mid-market employers with repeat hiring needs and ongoing recruitment initiatives.
Use standard sector-, occupation-, and stage-based playbooks to guide employer engagement and hiring workflows.
Prepare clients for specific opportunities through resume tailoring, interview coaching, mock interviews, and employer-specific orientation.
Gather structured employer feedback following interviews and hiring events and share it constructively with clients and internal teams to support continuous improvement.
Support early-stage employer follow-up and client retention in coordination with the BIA Coordinator and Career Success Coaches.
Own the first employer touchpoint for enterprise accounts, from cold outreach through discovery and qualification.
Book meetings and conduct structured handoffs to the Account Management team once enterprise engagement criteria are met.
Performance Management, CRM, and Reporting
Maintain accurate and timely records of all outreach, employer interactions, qualification notes, objections, follow-ups, and hiring outcomes within the CRM (e.g., HubSpot, Salesforce, or equivalent).
Ensure strong data integrity and visibility across internal teams.
Track and report on key performance indicators including outreach volume, response rates, meetings booked, sales qualified lead progression, deal closure, and job starts.
Consistently achieve monthly, quarterly, and annual targets related to SQL generation, meetings booked, and employment outcomes.
Collaborate closely with the Campaign Manager to act on intent signals, refine employer segmentation, and continuously improve messaging and outreach strategies.
Provide field-based feedback on campaign performance, sector responsiveness, and emerging hiring trends.
Suggest new sectors, occupations, or employer lists based on real-time market insights.
Participate in employer meetings as needed to support continuity, relationship-building, and strategic partnership development.
Work cross-functionally with Job Developers, Employment Consultants, BIAC staff, and Account Management to ensure a seamless employer-to-hire experience.

Bachelor or Masters’ degree major in Sales/Marketing, Business, Communication or a related discipline

• 2–3 years of proven experience in new business development or outbound Business to Business (B2B) sales, ideally within Software as a Service(SaaS), IT services, consulting, or workforce solutions.
• Experience managing full-cycle outreach, from initial research and contact to booking first meetings and uncovering employer needs.
• Proficient in CRM tools such as HubSpot, Microsoft Dynamics, or Salesforce to maintain accurate records of prospecting activity, employer profiles, and follow-ups.
• Comfortable reaching out to senior decision-makers (e.g. Experience managing full-cycle outreach, from initial research and contact to booking first meetings and uncovering employer needs.

Prior exposure to employment programs, staffing solutions, or workforce development partnerships is an advantage but not mandatory.
Strong research and targeting skills, able to identify ideal accounts based on industry, size, hiring patterns, and local relevance.
Effective communicator who can craft compelling outreach messages and build rapport through calls, emails, and professional networking platforms.
Comfortable working independently in a structured, data-driven sales environment.
Strong sense of ownership with the ability to manage pipelines, prioritize leads, and pursue follow-ups systematically.
Committed to inclusive outreach practices, with sensitivity to equity, diversity, and community impact.
Comfortable working across systems, databases, and reporting tools
Analytical and curious, with the ability to spot trends and adjust outreach accordingly
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