Dilemma of SAAS startup: Three Great Candidates, One Business Development Role
Backed by a self-funded group of companies, our client, an early stage startup, is venturing into the real estate market with its cloud based SaaS (Software as a Service) product. It wants to hire an experienced business development professional with realty experience to carry out its aggressive expansion plan. There would be high hopes from this person in terms of being an early advocator for the business and revenue model, thus creating requisite ripples in the intended marketplace. The person would be the one man or one woman specialist in sales, business development and relationship building. He or she would be a go getter, aggressive and charmer while being intuitive to the dynamics of the real estate industry. He or she would be all ears to the chatter in the industry, be an early adopter to spot the trends and pick the leads.
- The client was urgently looking for a business development pro to spearhead the brand, someone experienced, who would be capable of acquiring 30-60 leads a month. The potential candidate was accepted to take a calculative risk and walk the street, because the entire business gamut would be dependent on the candidate’s capability to generate maximum revenue from the market.
- This person is required to have strong Industry-experience with a strategic bird’s eyes view of the industry and market landscape. The candidate is expected to work as specialist in terms of directly approaching and meeting the clients and demonstrating the product in-depth to generate business. So, we needed dynamic, senior, hands on specialist who would begin from a grass root, walk the street and get things done.
- Extensive business networking was also one of the prerequisites.
- To research the market with industry-wise segmentation.
- To list out and target all the real estate and property aggregator companies.
- To scan local market resources due to urgent emphasis on local market networking and experience.
- To source based on very specific skills (like active calling from portals, passive, targeting the specific industries, referencing & head-hunting) and left no sourcing channels unturned. We wanted to hire the best of the breed in terms of experience, exposure, stability; yet someone who is open to challenge the obvious, someone who is not pigeonholed and can be a catalyst of change.
- To explain the role in detail so not to have any mismatch later.
We shortlisted close to 100+ profiles. We further zeroed down on 10 prospective candidates who were interested in the role. We finally recommended three candidates we considered the best as per our evaluation. The client liked all the three profiles and was immensely happy with our quick response while ensuring best quality. We have further briefed all the three candidates about the role, the company to prepare them well regarding what is expected out of them. Post interview, client liked all the profiles and was in a dilemma which took a little while for them to finalize the candidate. For us, it was quite a remarkable and motivating moment and it speaks a volume about our intelligence, proactivity and dedication. They offered the role to the person who would join them sooner than others and saved the rest two profiles for future.