Job description template

Business Developer

We’re hiring a Mid-Level Business Developer to drive revenue growth by identifying and qualifying new opportunities, expanding relationships, and supporting the sales process from discovery through close. You’ll work independently on well-defined growth targets while coordinating with internal teams to improve pipeline quality and conversion.

Responsibilities

Research target markets and build account lists for prospective customers
Reach out to prospects via email, phone, and social channels to generate qualified meetings
Run discovery calls, identify business needs, and map opportunities to our offerings
Manage leads and pipeline hygiene in our CRM, ensuring accurate forecasting inputs
Collaborate with Sales and Marketing to refine messaging, outreach sequences, and lead qualification criteria
Support proposals and deal cycles by providing timely customer insights and follow-up
Track performance against growth goals and report learnings to iterate outreach and qualification strategy

Must-have qualifications

Hands-on experience managing B2B outbound prospecting and lead qualification
Proven ability to run discovery conversations and translate needs into next steps
Working knowledge of sales pipeline management and CRM hygiene (e.g., Salesforce or HubSpot)
Experience collaborating cross-functionally with Sales/Marketing to improve conversion
Demonstrated success meeting pipeline and revenue targets in a measurable way
Strong written and verbal communication for business conversations with stakeholders

Nice to have

Experience selling to [industry/segment the company targets]
Familiarity with intent data, enrichment tools, or sales engagement platforms
Ability to create outreach messaging or light sales collateral from customer insights

What success looks like in 12 months

Qualified pipeline generation
Deal progression and conversion
Revenue influence through closed-won support
CRM accuracy and forecasting reliability
Outbound performance improvement

Logistics

Full-time (40 hours a week), remote from Latin America.
Working hours overlap with US business hours.

About the company

[About your company: what you build, your stage and team size]

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Interview scorecard

Score every candidate against the same bar

Drive measurable pipeline growth by independently generating and qualifying B2B opportunities and advancing them to closed-won outcomes.

Outcomes to measure

What this hire should deliver in the first year. Replace [N] with your own targets.

Qualified pipeline generation. Measure: Create and sustain [N] qualified opportunities in the CRM within 12 months, maintaining at least [X]% meeting-to-qualified conversion
Deal progression and conversion. Measure: Advance qualified opportunities to later stages with an average stage conversion of [X]% over 12 months
Revenue influence through closed-won support. Measure: Support deals that contribute to [N] closed-won outcomes or [X]% of targeted revenue influence as defined by the business
CRM accuracy and forecasting reliability. Measure: Maintain CRM hygiene targets: [X]% of active opportunities with complete fields (e.g., next step, close date, decision maker) and forecast variance within [X]%
Outbound performance improvement. Measure: Improve outbound effectiveness: increase qualified reply rate by [X]% and/or reduce cost per qualified meeting by [X]% by month 12

Competencies and weights

What to evaluate, how much it counts and what a strong answer looks like.

Outbound Qualification Execution · 28%
Most of the role’s value comes from generating qualified meetings and converting outreach into pipeline. Evaluated in Round 1.

Weak: Sends outreach without clearly defined ICP criteria and struggles to identify qualification signals
Meets the bar: Builds targeted lists, runs consistent outreach, and qualifies leads based on documented criteria
Strong: Systematically iterates targeting and messaging; consistently converts outreach into qualified meetings with clear qualification rationale

Discovery to Next Steps · 22%
Strong discovery is required to progress deals and reduce wasted cycles. Evaluated in Round 1.

Weak: Runs discovery without mapping customer needs to specific next steps
Meets the bar: Conducts structured discovery, confirms business needs, and documents clear next steps
Strong: Leads discovery that unblocks stakeholders, pinpoints decision criteria, and crafts high-quality next-step plans quickly

CRM and Forecast Discipline · 18%
Pipeline visibility and forecasting depend on high-quality CRM hygiene and updates. Evaluated in Round 2.

Weak: Leaves opportunities incomplete or updates are delayed and inconsistent
Meets the bar: Keeps opportunities current with required fields and accurate stage/next steps
Strong: Designs a repeatable CRM workflow that improves forecast accuracy and flags risk early

Cross-Functional Sales Alignment · 14%
Business development results improve when messaging, qualification, and follow-up align with Sales and Marketing. Evaluated in Round 2.

Weak: Shares limited customer insights and creates misalignment with Sales/Marketing
Meets the bar: Communicates customer insights and collaborates on outreach and qualification adjustments
Strong: Proactively partners to change playbooks, improves handoffs, and drives measurable conversion gains

Communication and Stakeholder Management · 10%
Business development requires persuasive, professional communication across personas. Evaluated in Round 3.

Weak: Communication is unclear or misses key stakeholder needs
Meets the bar: Communicates clearly in calls and written follow-up; adapts tone to audience
Strong: Delivers concise, persuasive messaging that advances decisions and maintains momentum

Independence on Well-Defined Goals · 8%
The role works independently; outcomes depend on self-management and goal focus. Evaluated in Round 3.

Weak: Relies on others for direction and struggles to manage priorities against goals
Meets the bar: Plans and executes against defined targets, tracks progress, and escalates when needed
Strong: Operates autonomously, sets weekly execution plans, and uses results to drive continuous improvement

Interview questions

Questions for every interview round

Each round has an owner, a time box and questions that test the competencies above.

Round 1: Outbound & Discovery
Sales Manager · 45 min

Describe your approach to building an ICP and outbound list, and how you decide who is a qualified target.
Walk through a recent discovery call: what questions you asked, how you uncovered needs/decision criteria, and what next step you proposed.
Tell us about a time your outbound results were below goal—what you changed in targeting, messaging, or qualification and what outcome you achieved.

Round 2: Pipeline & Collaboration
Head of Revenue Operations · 45 min

How do you manage CRM hygiene for opportunities from first touch to later stages? Give examples of the fields you treat as non-negotiable.
Describe how you collaborate with Sales and Marketing to improve lead qualification and conversion. What did you change, and how did you validate it worked?

Round 3: Communication & Independence
Director of Business Development · 45 min

Share an example of written outreach or follow-up you created or improved. How did it address the customer’s situation and increase replies/meetings?
Tell us about a time you owned a well-defined growth goal end-to-end without heavy supervision. How did you plan weekly execution and measure progress?
Describe how you handle stalled deals (e.g., no decision, unclear next steps). What actions do you take and how do you document them?

Red flags to watch for

Inconsistent or vague examples of qualifying leads (no clear criteria, decision process, or measurable outcomes)
Frequent reliance on others for basic pipeline updates/CRM maintenance with little ownership
Unwillingness to iterate based on results (e.g., repeating the same outreach strategy despite poor conversion)
Poor communication habits (unclear follow-ups, missing next steps, or inability to tailor messaging to stakeholder needs)

How much does it cost to hire a Business Developer in Latin America?

In 2026, a senior Business Developer in Latin America costs $2,875 to $3,250 a month all-in, versus $7,125 in the US: up to 60% less. Mid-level starts at $1,875.

Country

Mid-level

Senior

Argentina

$1,875

$2,875

Brazil

$2,125

$3,125

Colombia

$1,875

$2,875

Mexico

$2,125

$3,250

United States

$5,875

$7,125

Monthly cost in USD, all-in: the talent's salary plus Teilur's flat 20% fee, from our 2026 rates. The United States row shows what the same role typically costs there.

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Frequently asked questions

What does a Business Developer do?

Typical responsibilities include: research target markets and build account lists for prospective customers; reach out to prospects via email, phone, and social channels to generate qualified meetings; run discovery calls, identify business needs, and map opportunities to our offerings. The full list is in the template above.

How much does it cost to hire a Business Developer in Latin America?

In 2026, a senior Business Developer in Latin America costs $2,875 to $3,250 a month all-in, versus $7,125 in the US: up to 60% less. Mid-level starts at $1,875.

Can I customize this Business Developer job description?

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Business Developer Job Description Template