[Hiring] VP, Business Development @Hunter Recruitment Advisors

Role Description

You've spent years building practices, hired teams, closed deals that moved the needle—and watched ownership collect the upside while you hit quota. You saw the pattern. You know what the alternative looks like.

We're looking for a senior commercial leader to own the ground-up build of two connected practices—Contract Staffing and Perm Placement—at a proven recruiting firm. You're not building this for a PE firm, a public company, or a distant investor. You're building it with an owner who actually operates the business, who values what you create, and who has structured this role so you'll hold minority ownership in the practices you build. The majority of your upside is earned, not promised.

This is not a quota-carrying seller role. It's a practice-building leadership role where you own the commercial funnel: lead gen, qualification, proposal, close, onboarding, expansion, and renewal. You'll partner directly with the founder and controller on pipeline strategy, client diversification, recruiter capacity planning, pricing discipline, and the unit economics of every deal.

What You'll Own

• Contract Staffing Practice: Stand up and scale a brand-new practice from the ground up. Define the segments we play in—skilled trades, IT, Manufacturing, Healthcare, or adjacent sectors where we see strong demand and margin. Establish pricing discipline, contract terms, MSA templates, and credit standards. Hire and onboard the first dedicated contract staffing recruiter and scale the team as the practice ramps.
• Perm Placement Practice: Build a direct-hire engine and embed it into existing client relationships rather than running it as a disconnected lane. Build placement guarantees, replacement terms, and fee structures that reflect how buyers in our target verticals actually buy.
• Sales Engine: Own the full commercial funnel across every available channel: outbound, referrals, partner ecosystems, conventions, sponsorships, drip campaigns, and brand-building activity.
• Brand and Ecosystem: Represent HRA at the executive level. Deepen positioning in key communities. Build thought leadership aligned to measurable growth.

Qualifications

• 15+ years in staffing, RPO, or talent solutions, including 5+ years in a real P&L leadership role.
• Experience in building or scaling contract staffing and perm placement practices.
• Ability to call on C-suite buyers.
• Understanding of bill-rate/pay-rate economics, gross margin discipline, and recruiter productivity standards.
• Experience in skilled trades, IT, Manufacturing, Healthcare, or adjacent verticals is a plus.

Requirements

• Operate like an owner.
• Ability to walk away from bad deals.
• Timely responses and closing loops.
• Measure yourself hard against results.
• Comfortable being measured—and measuring others—against clear targets.

Compensation & Ownership

• Competitive base salary, calibrated to your background and P&L scope.
• Tiered commission on contract revenue and perm placements.
• Uncapped upside structured to reward sustained, profitable growth.
• Minority ownership stake in the two practices you build.
• Ownership stake grows in value as practices grow.

Benefits

• Medical, dental, and vision coverage.
• 401(k) with company match.
• Uncapped PTO.
• Continuing education stipend to stay current in your field.

Company Description

Hunter Recruitment Advisors is an RPO and staffing firm built around one clear thesis: skilled trades, home services, commercial, and manufacturing companies deserve recruiting talent that actually understands their business. We operate as an extension of our clients' teams, not as a vendor. Founded by an operator. Led by operators. Sold by operators.