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If you’ve Googled “business development executive job description template,” you’ve probably seen the same thing over and over:
- Generic bullet points.
- Vague responsibilities.
- Zero insight into what makes a great hire.
And here’s the problem: while those templates might fill space, they don’t help you hire the right person. They don’t explain what this role really requires—or how to write a job post that actually attracts someone who can grow your business.
The truth is, top candidates are selective. They’re not excited by checklists. They’re looking for purpose, growth, clarity, and culture. A bland post won’t cut it.
In this guide, we’ll show you how to write a Business Development Executive job post that actually works—whether you’re hiring an experienced closer or someone with raw potential and coachability. You’ll get real examples, a plug-and-play template, and a breakdown of what makes it effective.
Before we dive in— if you haven’t already, read our full guide on full guide on how to write a job post that attracts top talent: Link https://workscreen.io/how-to-write-a-job-post/ to learn the core principles behind high-converting job descriptions. This article builds on those insights and applies them specifically to business development hiring.
WorkScreen simplifies the hiring process, helping you quickly identify top talent while eliminating low-quality applications. By saving you countless hours and reducing the risk of bad hires, it empowers you to build a team that delivers results
What A Business Development Executive Actually Does
A Business Development Executive is more than just a “salesperson.” At their core, they’re opportunity builders.
They identify and pursue new business opportunities, build relationships with potential clients, and help the company grow its revenue pipeline. But it’s not just about making deals—it’s about understanding the company’s vision, aligning it with client needs, and creating long-term value.
A great Business Development Executive is:
- Strategic — they think beyond today’s quota and look for scalable growth.
- Persuasive — they know how to start conversations and turn interest into action.
- Curious — they genuinely want to understand a prospect’s pain points.
- Resilient — they’re not afraid of rejection and know how to bounce back.
- Collaborative — they work closely with marketing, sales, and product teams to close the loop from lead to customer.
In many ways, your Business Development Executive is the front line of your growth strategy—so who you hire really matters.
Two Great Business Development Executive Job Description Templates
Option 1: Job Description for an Experienced Business Development Executive (Culture-First, Conversational Style)
Job Title: Business Development Executive for a Fast-Growing B2B SaaS Startup
Full-Time | Remote | $60K–$80K base + performance bonuses
Flexible Hours | Reports to Head of Growth
A Quick Note from Our Head of Growth
We know job posts can feel impersonal. So we recorded a short Loom to tell you what we’re building and what we’re looking for in this role. Watch here → [Insert Loom link]
Who We Are
We’re a lean, fast-moving SaaS company helping mid-sized businesses automate and simplify their back-office operations. We believe great growth comes from solving real problems, not just pushing features. We’re now looking for a Business Development Executive to help us grow smarter—by connecting with the right people and turning conversations into conversions.
What You’ll Be Doing
- Own outreach to warm and cold leads (email, LinkedIn, calls)
- Set and run discovery calls that explore client pain points
- Collaborate with marketing to test and improve lead-generation strategies
- Qualify prospects and hand over to account execs or close deals directly
- Track pipeline progress in HubSpot and report on key metrics
- Give input to product and leadership based on feedback from the field
What We’re Looking For
- 2–4 years in a B2B business development or sales role
- Strong written and verbal communication skills
- Curious, coachable, and comfortable with outbound
- Experience with CRM tools like HubSpot or Salesforce
- You care about the long game—not just the close
Why This Role Is Worth Your Time
This isn’t a grind-it-out, high-pressure sales role. We’re here to build long-term value. You’ll have the tools, trust, and autonomy to do great work—and a small, sharp team backing you up. We care about results, not micromanagement. You’ll get real support, clear targets, and a product that customers actually love.
How We Hire
We respect your time. Every application gets reviewed. You’ll complete a short skills-based WorkScreen evaluation so we can learn about your strengths—not just your résumé. From there, we’ll move quickly with interviews and keep you in the loop throughout.
Apply here 
[Insert WorkScreen link]
✅ Option 2: Job Descriptions for an Entry-Level Business Development Executive (Willing-to-Train)
📌 Job Title: Entry-Level Business Development Executive – Training Provided
💼 Full-Time | Hybrid (Nairobi) | Starting at Ksh 55,000/month + bonuses
🕐 Monday to Friday | Reports to Head of Sales Enablement
🎥 Meet the Team
We’ve recorded a short Loom video so you can hear directly from our Sales Enablement Lead about what the team does, how this role works, and what to expect. Watch it here → [Insert Loom link]
About Us
We’re a tech-forward company that helps SMEs grow smarter. We believe in building long-term client relationships, not short-term wins. Our team is collaborative, feedback-driven, and passionate about giving people opportunities to learn and grow in their careers.
About the Role
You don’t need 5 years of experience to apply—we’re hiring for drive, not just résumés. As an Entry-Level Business Development Executive, you’ll learn how to identify leads, start conversations, and book qualified meetings. We’ll train you on our systems, teach you how to sell with integrity, and support you every step of the way.
Who You Are
- Friendly, driven, and open to feedback
- Comfortable talking to strangers (or willing to get there!)
- Strong communicator, both written and spoken
- Eager to learn sales, marketing, and growth fundamentals
- You love solving problems and connecting with people
What You’ll Be Doing
- Research prospects and build lead lists
- Reach out to leads via email, phone, and social media
- Set up calls for our senior sales team
- Track your work in our CRM and learn from feedback
- Attend weekly training sessions and 1:1 coaching meetings
Why Join Us
You’ll be part of a tight-knit team that believes in building from within. We don’t throw you into the deep end—you’ll get mentorship, weekly coaching, and a clear growth path. Past team members have gone on to become account executives, marketers, and sales leaders.
What You’ll Get
- Competitive salary + commissions
- Health insurance and paid time off
- Ongoing sales training and development
- A friendly team that wants you to win
How to Apply
We use WorkScreen to make hiring fair, fast, and skill-focused. Apply using the link below and complete the quick evaluation. We’ll get back to you within a few days.
Apply now 👉 [Insert WorkScreen link]
Don’t let bad hires slow you down. WorkScreen helps you identify the right people—fast, easy, and stress-free
Breakdown of Why These Job Posts Work
Let’s unpack what makes these two job descriptions effective—and why they’re far more likely to attract qualified, motivated candidates than your typical generic template.
1. The Job Titles Are Clear, Specific, and Purpose-Driven
Instead of a vague title like “Business Development Rep,” each example gives clarity and context:
- “Business Development Executive for a Fast-Growing B2B SaaS Startup”
- “Entry-Level Business Development Executive – Training Provided”
This makes the opportunity feel real and intentional, not like a mass hiring push. It also improves search visibility and instantly signals who the role is for.
2. They Start With Human, Engaging Intros
Both job posts begin with more than just tasks—they explain:
- Who the company is
- What the mission is
- Why the role matters within the bigger picture
That helps the candidate picture themselves in the story—and connect with the “why” behind the work.
3. They Include a Video From the Hiring Team
The Loom videos give a human touch. Candidates get to hear from their potential manager or team, which builds trust and makes your company feel approachable. It also sets you apart from 99% of job listings out there.
4. The “About Us” and Culture Sections Are Short but Meaningful
Instead of a bloated paragraph of buzzwords, the culture descriptions are:
- Relatable (“tight-knit,” “feedback-driven”)
- Clear (“fast-moving SaaS,” “mentor-led training”)
- Honest (“no micromanagement,” “training provided”)
This gives candidates a real sense of your environment—not just fluff.
5. The Responsibilities Show Impact, Not Just Tasks
Rather than dumping a list of duties, the posts explain how those duties tie into the company’s goals. This gives purpose to the role:
- “Help us grow smarter by turning conversations into conversions”
- “You’ll help create long-term client relationships, not just quick sales”
This attracts mission-driven people, not just applicants looking for a paycheck.
6. The Application Process Is Transparent and Respectful
Candidates are told what to expect:
- A clear next step (WorkScreen link)
- What the evaluation will cover
- How soon they’ll hear back
That builds trust—and makes applicants more likely to follow through.
7. They Highlight Benefits and Growth Opportunities
From training and mentorship to healthcare and PTO, the posts spell out why the job is worth someone’s time. It’s not just about what the company wants—it’s about what the candidate gets.
8. The Tone Is Conversational, Not Corporate
These posts feel like a real person wrote them. That’s exactly what stands out to top candidates today—clarity with personality. When your job post sounds human, the right people pay attention.
Example of a Bad Business Development Executive Job Description (Why It Fails)
Let’s look at what a typical, outdated Business Development Executive job post looks like—and break down exactly what’s wrong with it.
Bad Job Post Example
Job Title: Business Development Executive
Company: GlobalTech Ltd
Location: Nairobi
Employment Type: Full-Time
Application Deadline: June 30, 2025
Job Summary
We are seeking a Business Development Executive to drive new business opportunities and support the company’s growth initiatives.
Key Responsibilities
- Identify potential clients and business opportunities
- Prepare proposals and presentations
- Meet sales targets
- Maintain customer relationships
- Report on sales performance
Requirements
- Bachelor’s degree in Business, Marketing, or related field
- Minimum 3 years’ experience in sales/business development
- Excellent communication skills
- Ability to work independently
How to Apply
Interested candidates should send their CV and cover letter to hr@globaltech.com by June 30, 2025. Only shortlisted candidates will be contacted.
Why This Job Post Falls Short
1. The Job Title Is Too Generic
“Business Development Executive” is technically accurate—but without any context or angle, it’s just noise. It doesn’t signal who the job is for or what kind of company they’d be joining.
2. The Introduction Is Cold and Vague
There’s no context, no company mission, and no explanation of why this role matters. It reads like it was written by an admin—not someone excited about building a team.
3. No Culture, No Team, No People
The post doesn’t mention:
- What it’s like to work at the company
- What kind of support or team the candidate will join
- What the company actually does
Candidates don’t just want to know what the job is—they want to know who they’re working with and why it matters.
4. The Responsibilities Are Just Tasks
There’s no mention of outcomes or value. Just “prepare proposals” and “meet sales targets.” That’s not inspiring—it’s a checklist.
5. The Requirements Are Rigid and Uninviting
The post asks for 3 years of experience without mentioning flexibility. There’s no encouragement for passionate applicants who are eager to learn. That narrows your talent pool unnecessarily.
6. There’s No Mention of Salary, Benefits, or Perks
Today’s candidates expect transparency. Omitting this makes your company seem outdated—or worse, like you’re hiding something.
7. The Application Process Is Cold and Dismissive
“Only shortlisted candidates will be contacted” feels impersonal. There’s no indication of what happens after someone applies, how long it takes, or what to expect.
8. Zero Personality or Differentiation
There’s nothing memorable about this post. It could be from any company, for any role. And that’s exactly why great candidates will scroll right past it.
Bonus Tips That Make Your Job Post Stand Out
Even a well-structured job description can fall flat if it feels too generic or transactional. These extra touches don’t just polish your post—they show candidates that your company cares about their experience, safety, and growth.
Here are a few simple but powerful ways to make your job post more compelling:
✅ Tip 1: Add an “Important Notice” for Candidate Security
With so many job scams online, a quick security disclaimer builds instant trust.
Example:
🛡️ We take your privacy and security seriously. We will never ask for payment, bank details, or personal financial information at any stage of the hiring process.
This shows you’re professional, transparent, and protective of applicants—which candidates appreciate.
✅ Tip 2: Mention Leave Days, Flexibility, or Mental Health Days
Top candidates care about time off just as much as compensation. Even a small perk can tip the scales.
Example:
🌴 We offer up to 24 flex days off per year to help you recharge and show up at your best.
It sends a message: We care about your wellbeing.
✅ Tip 3: Highlight Training & Growth Opportunities
Don’t assume candidates know there’s room to grow—say it outright.
Example:
🚀 We invest in your growth. From sales mentorship to weekly training sessions, we’ll help you sharpen your skills and advance your career.
Especially for entry-level or mid-level roles, this adds huge appeal.
✅ Tip 4: Include a Video Message From the Hiring Manager or CEO
We mentioned this earlier, but it’s worth repeating. A 60-second Loom video makes your post more personal, shows off your company culture, and helps you stand out from 99% of job listings online.
Best practice: Keep it casual, authentic, and focused on what success in the role looks like—not just company stats.
Example:
Before you apply, take 60 seconds to meet our CTO. Here’s what we’re building and why we’re excited about it.
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
These simple tweaks can elevate a “pretty good” job post into something memorable—and that’s what it takes to attract the best candidates in a noisy hiring market.
✅ Tip 5: Share a Real Glassdoor or Team Review (If Available)
Candidates trust other candidates. If your company has a strong team culture, show them—don’t just say it.
Example:
💬 “This team is the most supportive I’ve ever worked with. They care about you as a person, not just an employee.” —Current BDR (via Glassdoor)
These small but strategic additions help your job post feel alive, human, and differentiated. And that’s what turns a casual browser into an eager applicant.
Let’s be honest: it’s tempting to use AI tools to generate job descriptions in seconds. Platforms like ChatGPT, Workable, and Manatal now offer “one-click” job post generators.
But here’s the catch—most of those auto-generated posts?
They’re generic. Bland. Forgettable. And worst of all, they don’t attract top talent.
Should You Use AI To Write Job Description?
Why You Shouldn’t Rely on AI Alone
When you prompt AI with something like:
“Write a business development executive job description.”
Here’s what you get:
- A list of bullet points copied from a thousand other job posts
- Corporate language with no personality
- Zero alignment with your team’s culture, values, or mission
And the result? You attract people who are applying everywhere—not candidates who are a great match for your company.
The Right Way to Use AI (With Strategy)
AI can still be a powerful ally—if you feed it the right ingredients.
Here’s a smart prompt structure to use:
Smart Prompt Example:
“Help me write a job post for a Business Development Executive at [Your Company Name]. We’re a [brief company description]. We want to hire someone who will [briefly describe key outcomes and responsibilities]. The tone should be friendly, clear, and human—not corporate. Our culture is [describe values/team vibe]. We offer [list salary/benefits], and our hiring process involves [describe steps]. Here are some bullet points I wrote to help get started… [Paste Your Notes]”
This way, AI becomes your writing assistant—not your recruiter. You shape the message, and it helps you refine and structure it.
Use AI to:
- Polish tone and clarity
- Reformat sections (e.g., into short paragraphs or bullet lists)
- Check grammar or flow
- Offer alternate phrasings
Don’t use AI to:
- Write a post from scratch with zero input
- Create job descriptions without context
- Mimic corporate templates from job boards
Final Thought on AI in Hiring
AI can help you save time. But when it comes to hiring, your first impression matters too much to outsource entirely. A lazy prompt gives you lazy results—and lazy results attract the wrong candidates.
Start with a clear, thoughtful outline. Let AI assist—not lead.
Hiring doesn’t have to be hard. If your hiring process is stressful, slow, or filled with second-guessing—WorkScreen fixes that. Workscreen helps you quickly identify top talent fast, eliminate low-quality applicants, and make better hires without the headaches.
Need A Quick Copy-Paste Job Description Template?
Option 1: Conversational Job Description Template (Culture-First Style)
Job Title: Business Development Executive at [Your Company Name]
Full-Time | Location: [Remote / In-Office / Hybrid] | Compensation: [$X base + bonuses]
Flexible Schedule | Reports to: [Hiring Manager / Head of Sales]
Optional: Insert a short Loom video here from your hiring manager introducing the team and explaining the role.
Who We Are
At [Company Name], we help [brief description of your product/service and audience]. We’re not a bloated sales machine—we’re a focused, mission-driven team that believes in building genuine connections and solving real problems for our clients.
What You’ll Do
- Reach out to potential clients via email, LinkedIn, and phone
- Schedule and run discovery calls to identify fit and pain points
- Collaborate with marketing to refine messaging and lead quality
- Work with sales or account teams to convert opportunities
- Track outreach and performance in [CRM name]
What We’re Looking For
- 1–3 years in B2B sales or business development (or a fast learner with hustle)
- Strong written and verbal communication skills
- Curiosity and problem-solving mindset
- Organized, driven, and outcome-focused
- Coachable and collaborative
What You’ll Get
- Base salary + commissions
- Health insurance, paid time off, and wellness benefits
- Weekly mentorship and growth-focused feedback
- A supportive team and the tools to succeed
How We Hire
We respect your time. Apply through WorkScreen, where you’ll complete a short, skills-based evaluation. It helps us learn about you beyond the résumé—and makes the process faster and fairer for everyone.
Apply here [Insert WorkScreen link]
✅ Option 2: Structured Format (Job Brief + Responsibilities + Requirements)
📌 Job Title: Business Development Executive
Location: [City / Remote / Hybrid]
Job Type: Full-Time
Salary Range: [$X base + commission / benefits]
Reports To: [Sales Manager / Head of Growth]
Job Brief
We’re looking for a Business Development Executive to help us grow our client base. This role involves identifying new leads, engaging with potential customers, and helping convert prospects into long-term partners. The ideal candidate is goal-driven, curious, and thrives on building relationships.
Key Responsibilities
- Conduct outreach via email, social, and phone
- Set and conduct discovery meetings
- Qualify leads and manage pipeline stages
- Collaborate with internal teams to improve sales strategy
- Maintain records in [CRM name] and report on KPIs
Requirements
- Bachelor’s degree or equivalent experience
- 1–3 years in business development, lead generation, or inside sales
- Excellent communication and relationship-building skills
- Familiarity with CRMs (e.g., HubSpot, Salesforce)
- Self-starter attitude and team-oriented mindset
Benefits
- Competitive base + performance bonuses
- PTO, healthcare, and ongoing training
- Clear career growth path with mentorship opportunities
How to Apply
To apply, complete our short evaluation via WorkScreen. We use this to learn more about your skills and keep the process fast, fair, and focused on what matters most.
Apply now 👉 [Insert WorkScreen link]
Let Workscreen Handle The Rest
Writing a compelling job post is just the first step. Once the applications start rolling in, the real challenge begins:
Who’s actually qualified? Who’s just good on paper? Who’s a waste of your time?
That’s where WorkScreen.io comes in.
We help you go from guessing… to hiring smarter—with tools that save time, reduce bias, and surface the best candidates automatically.
✅ What WorkScreen Helps You Do
● Quickly identify your top candidates
Our platform automatically evaluates applicants, scores their performance, and ranks them on a leaderboard—so you can focus on the best people right away.
● Filter out low-effort or AI-generated applications
We spot red flags like copy-paste answers, one-click applicants, and candidates who rely on ChatGPT to fill out your form. That means you only spend time on serious, high-quality applicants.
● Run one-click skill evaluations
Easily send role-specific assessments that test for real-world skills—whether it’s outreach messaging, lead qualification, or CRM knowledge. You get insights into what they can do, not just what they say they’ve done.
Smarter Hiring, Without the Headaches If you’re ready to stop sifting through fluff and start focusing on what matters—real skills, real people, real results—WorkScreen is for you.
FAQ
A great Business Development Executive combines both hard and soft skills. Here are the most essential:
- Prospecting and Lead Generation – Ability to find and qualify new opportunities through cold outreach, networking, or referrals.
- Strong Communication – Can explain complex ideas clearly and confidently to different audiences.
- Relationship Building – Knows how to build trust with leads and maintain rapport over time.
- Sales Strategy & CRM Usage – Familiar with tools like HubSpot or Salesforce to track pipelines, follow up, and report progress.
- Negotiation & Closing – Can turn conversations into deals without relying on pressure tactics.
- Resilience – Handles rejection without losing momentum.
- Curiosity – Seeks to understand the customer’s business, goals, and pain points—not just sell a product.
It depends on location, industry, and experience level. Here’s a general range:
- Entry-Level (0–1 year):
- US: $45,000–$60,000 base + bonuses
- Kenya: Ksh 40,000–70,000 base + commission
- US: $45,000–$60,000 base + bonuses
- Mid-Level (2–4 years):
- US: $60,000–$85,000 base + performance-based bonuses
- Kenya: Ksh 70,000–120,000 base + commission
- US: $60,000–$85,000 base + performance-based bonuses
- Senior / Enterprise BDRs:
- US: $90,000–$120,000+ base + variable comp
- Kenya: Ksh 150,000+ with higher commission structures
- US: $90,000–$120,000+ base + variable comp
Note: These are base salaries. Commissions and bonuses can add 20–50% more depending on performance.
While both roles aim to drive revenue, there’s a key difference in focus:
- Business Development Executives often focus on creating new opportunities—cold outreach, partnerships, lead generation, early pipeline building.
- Sales Executives typically focus on closing deals—turning qualified leads into paying customers.
In smaller companies, the roles may overlap. In larger teams, they’re distinct stages of the sales process.
Yes. Top candidates appreciate transparency, and job posts with clear compensation ranges tend to attract higher quality and more relevant applicants. If you’re unsure, list a range or include “based on experience” with a lower bound.
Beyond résumés, use skill-based evaluations. For BDEs, this could include:
- Writing a cold outreach email
- Role-playing a discovery call
- Identifying key ICPs (ideal customer profiles) from a list
WorkScreen.io makes it easy to run short, role-relevant tests that show what candidates can do, not just what they say.
It depends on your goals:
- If you want someone to hit the ground running, look for 2–4 years in B2B outbound or SaaS sales.
- If you’re open to training, hire for coachability and communication skills—not past titles.
Sometimes, a motivated learner outperforms a seasoned pro who’s stuck in old habits.
Both work—but LinkedIn tends to perform better for outbound-focused roles like BDEs. You’ll also find more proactive applicants who are used to connecting and networking.
Pro tip: Use your WorkScreen job post link across both platforms to drive applicants through your custom evaluation funnel.
