Business Development And Enterprise Sales (BDES)

Landeed is at the forefront of revolutionizing the land registry and real estate sector through cutting-edge technology. We are dedicated to improving transparency, efficiency, and accessibility in property transactions and governance. To propel our vision forward, we are seeking a highly motivated and experienced Business Development Lead to head our expansion and strategic partnership efforts. This role is critical for driving Landeed's growth, enhancing our product offerings, and ensuring our services reach new markets and clients.

Key Responsibilities: 1)Strategic Growth Initiatives: Identify and pursue new business opportunities that align with Landeed’s mission and objectives. Develop and implement strategic plans to enter new markets and sectors.

2)Partnership Development: Forge meaningful partnerships with key stakeholders in the real estate, technology, and government sectors to enhance product offerings and expand market reach.

3)Sales Leadership: Lead the sales team in identifying and closing high-value deals, ensuring alignment with the company's growth strategies. Mentor and develop team members to achieve sales excellence.

4)Market Analysis: Conduct comprehensive market research to identify trends, opportunities, and competitive threats. Use insights to inform business development strategies and product innovation.

5)Cross-functional Collaboration: Work closely with the product, marketing, and operations teams to ensure cohesive strategy execution and to align business development initiatives with overall company goals.

6)Customer Engagement: Represent Landeed in negotiations and at industry events, demonstrating the value proposition of our solutions to potential clients and partners.

Ideal Candidate Profile: Educational Background: Bachelor’s degree or higher in Business Administration, Marketing, Real Estate, or a related fields

Experience: At least 5 years of proven experience in business development, preferably within the technology or real estate sectors, with a track record of achieving growth targets.

Strategic Thinker: Exceptional ability to develop strategic business plans and to identify and pursue new business opportunities.

Leadership and Team Management: Demonstrated leadership skills with the ability to inspire, mentor, and drive a team towards achieving business goals.

Networking and Relationship Building: Strong networking skills and the ability to build and maintain relationships with a variety of stakeholders, including high-level executives.

Communication Skills: Excellent verbal and written communication skills, with the ability to clearly articulate ideas, proposals, and the value of our solutions.

Analytical Skills: Strong analytical abilities to interpret market data and trends to inform business strategies.

Adaptability: Agile in adjusting strategies to meet changing market conditions and challenges.

If you are passionate about leveraging technology to transform the real estate sector and possess the drive, experience, and skills to lead business development efforts, Landeed offers an exciting opportunity to make a significant impact. Join us in our mission to modernize land registry systems worldwide, making property transactions more transparent, efficient, and accessible.

The hiring process you've outlined is comprehensive and structured, aiming to thoroughly assess candidates across various dimensions. Here’s a breakdown of what each stage might entail and tips for both candidates and hiring teams to navigate the process effectively:

Stage 1: Phone Screen

Objective: To verify the candidate's basic qualifications, interest level, and fit for the company culture.

For Candidates: Be prepared to discuss your resume, your interest in the company, and how your experiences align with the role you're applying for. It's also a good opportunity to ask initial questions about the company culture and role expectations.

For Hiring Teams: Use this stage to ensure the candidate's experience and aspirations match the role. It's also an opportunity to introduce the company and the specific team they would be working with.

Stage 2: Pre-Interview Questionnaire

Objective: To gather detailed information about the candidate’s experience, skills, and specific achievements. This may include situational or behavioral questions.

For Candidates: Provide specific, detailed examples that showcase your skills and achievements. Tailor your responses to highlight how you can address the company's needs and challenges.

For Hiring Teams: Design questions that reveal the candidate's thought process, problem-solving abilities, and alignment with the role's requirements. This stage can help refine which candidates advance to more resource-intensive stages.

Stage 3: Technical Round Interview

Objective: To assess the candidate's technical skills, problem-solving approach, and ability to contribute to the team.

For Candidates: Expect to solve real-world problems or case studies relevant to the role. Demonstrate your analytical process, decision-making, and, if applicable, technical proficiency.

For Hiring Teams: Focus on evaluating how the candidate approaches problems, their technical knowledge, and how they work under pressure. It's also useful to assess how well they collaborate with others in problem-solving scenarios.

Stage 4: In-person Interview or Assignment

Objective: To evaluate the candidate's interpersonal skills, cultural fit, and ability to work within the team. An assignment might be given to assess specific job-related skills.

For Candidates: For the in-person interview, be ready to engage in deeper discussions about your experiences and how you handle various work situations. If given an assignment, ensure it reflects your best work and shows how you approach and solve challenges.

For Hiring Teams: Use this stage to get a sense of the candidate's personality, work ethic, and how they might fit into the team. For assignments, ensure they are relevant to the job and assess critical skills needed for the role.

Stage 5: Offer Discussion with Founders

Objective: To finalize the hiring decision, discuss offer details, and address any remaining questions.

For Candidates: Be prepared to negotiate salary and benefits. Come with a clear understanding of your worth and the value you bring to the company. Also, have any final questions ready that will help you make an informed decision if an offer is extended.

For Hiring Teams: Be transparent about the offer, including salary, benefits, and growth opportunities within the company. Be prepared to answer any final questions the candidate might have and to sell the benefits of joining your organization.

This structured approach ensures both the company and candidates have multiple touchpoints for evaluation and discussion, leading to a well-informed hiring decision.