Vice President, Business Development

PSG Global Solutions is Hiring!

PSG is the world’s largest and fastest growing provider of outsourced recruiting support to the global staffing and recruiting industry, with over 20% of the top 100 staffing companies utilizing our service today. Our recruiting centers are based in the Philippines, the preferred offshore location for supporting the US and global English speaking countries.

PSG combines the cost advantages of an offshore delivery model with the high-performance approach of a top-tier staffing company to deliver value to its clients. As with any high-performance business, having a strong and highly motivated team is critical to our success. PSG invests heavily in our people, as evidenced by our employee satisfaction score consistently exceeding 90% (we measure it every month).

Privacy Notice

We, at PSG Global Solutions, LLC (a Teleperformance company), are committed to respecting your privacy and the protection of your personal data. PSG Global Solutions, LLC (a Teleperformance company) needs to use your personal data to ensure that we can meet all the requirements in relation to your application to us. We also need to ensure we comply with laws and regulations, can respond to requests from supervisory authorities, handle legal claims, detect, and prevent fraud, and carry out our business activities. Our Privacy Notice is provided to inform you of how PSG Global Solutions, LLC (a Teleperformance company) processes your personal data, and we regularly review it to ensure that it is up to date.

Click here to read the PSG Global Solutions US Candidate Privacy Notice.

Job Description

Position Title: Vice President, Business Development

Reports To: CEO and President

Work Location: United States (Remote)

Status: Full-Time, Salary-Exempt

Mission: The mission of the Vice President, Business Development is to accelerate PSG’s revenue by growing our Recruitment Process Outsourcing (RPO) business. Prospectively, we anticipate you achieving this goal by increasing our brand position for recruitment opportunities through prospecting and outreach, enhancing our go-to-market messaging, and sales and solution development for Corporate clients.  In addition, the role will participate in market outreach events such as trade shows, conferences, and webinars.

The role reports into the SVP, Business Development of PSG, while also interacting regularly with PSG’s Executives, Client Services, Peer Company Contacts, Technology and Operations teams. As a member of the PSG Sales team, this role is also expected to contribute positively to PSG’s overall growth strategy.

Outcomes and Targets:

Primary performance metrics include the following:​

Revenue and Gross Margin Obtainment:

• Achieve defined billable gross margin target during the first 12 months of tenure.  Subsequent years will align with budget growth targets.

• Obtain new sales targets through deal awards. The process includes establishing relationships with companies through proactive prospecting, proposal development, pricing and contract negotiation and support of the solution development process.

​

Pipeline Development:​

• Develop a sales pipeline which includes the prospecting of companies which align to PSG’s ideal client profile.

• Provide the ongoing management of a dedicated sales pipeline.  This includes the development of specific companies to target, qualifying the viability of the prospect to PSG capabilities, coordinating the solution design process, development of a pricing proposal, negotiation of a Master Services Agreement (MSA), generating billable revenue to 1st invoice.

• Achieve and/or exceed activity targets defined as appointments set and proposals delivered to prospective customers.

Sales Messaging/Solution Framework:

• Develop messaging in coordination with others to articulate the value proposition for PSG’s Full Cycle RPO offering.

• Leverage industry best practice within offerings as appropriate.

Competencies:

• Domain Expertise: The primary value driver for this role is the broad and deep knowledge of the talent acquisition/recruitment outsourcing industry, and actual experience with successfully selling enterprise full-cycle RPO. The ability to identify commercial opportunities that fit PSG’s capabilities and timelines will be key.

• Problem Solving and Execution Skills: Like with any big endeavor, there will be unforeseen problems that will need to be navigated. The Senior Director, Business Development-Full Cycle will be able to solve these problems with creativity and structure and execute the design solution with discipline and resolve.

• Leadership and Teamwork Skills: As a member of the management team, the role is expected to deliver solutions in combination with cross-functional teams of people, in the US and in the Philippines, while leveraging technology.

• Sales Skills: The Senior Director, Business Development-Full Cycle will engage in a variety of capacities in helping sell PSG’s solutions – from participating in sales efforts, to prospecting personal networks to consulting with others on the sales team to better position our services to buyers.

• Solution Design: An area where PSG expects the Senior Director, Business Development-Full Cycle to add value, will be in helping with the design of all solutions that meet clients’ needs and are a fit for PSG’s skill set.

• Coachability and Desire to Learn: An important part of PSG’s culture is being development oriented. This is especially true for members of the management team.

Experience:

• The ideal candidate will possess relevant experience with full cycle RPO solutions.  Experience with SalesForce and CRM tools is a plus.

• Experience with business development techniques, including researching, cold calls, email, and social cadences, to qualify opportunities.

• Must be independent, solution-minded, driven, motivated, team oriented, dynamic positive attitude, self-starter and knowledgeable regarding recruitment technology solutions.

• Must have strong interpersonal and communication skills across a variety of channels (email, social media, phone, etc.) and excellent listening skills.

• Ability to be creative and personalize messaging and content for impact and response.

• Ability to have an understanding of customers’ challenges and business need.

Equal Opportunity Employment

All qualified applicants will receive consideration for employment and will not be discriminated against based on race. color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability, age, pregnancy, genetic information or any other consideration prohibited by law or contract.

Compliance with Disability Laws

It is the policy of PSG Global Solutions that qualified individuals with disabilities not be discriminated against because of their disabilities in regard to job application procedures, hiring, and other terms and conditions of employment. It is also our policy to provide reasonable accommodations to qualified individuals with disabilities in all aspects of the employment process. We are prepared to modify or adjust the job application process or the job or work environment to make reasonable accommodations to the known physical or mental limitations of the applicant or employee to enable the applicant or employee to be considered for the position he or she desires, to perform the essential functions of the position in question, or to enjoy equal benefits and privileges of employment as are enjoyed by other similarly situated employees without disabilities, unless the accommodation will impose an undue hardship.

VEVRAA 

Federal Contractor requesting appropriate employment service delivery systems, such as state workforce agencies and local employment delivery systems, to provide priority referrals of protected veterans.

Pay Transparency Nondiscrimination Provision
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-I.35(c)