Business Development Manager k-12

Role & responsibilities

Preferred candidate profile

Business Development Manager, K12 School

Partnerships

Job Title: Business Development Manager K12 School Partnerships

Reports To: Founder / Director

Location: Remote - India (preferred in PT/MT time zones)

Employment Type: Full-time

Role Summary

The Business Development Manager will be responsible for winning and growing school

district and NPA partnerships for Consultants. This person will identify districts

with open or hard-to-fill SPED and related-services positions, open doors with decision makers,

and secure assignments and contracts for candidates to fill.

This role blends new business hunting with account management. You will work

hand-in-hand with the Recruiter to ensure we can deliver on what we sell.

Key Responsibilities

New Business Development

• Research and identify target school districts, charter networks, and NPAs with

current or upcoming staffing needs (especially in Special Education and related

services).

• Develop and execute outreach strategies:

Cold and warm calling

Email campaigns and LinkedIn outreach

• Secure meetings with key decision makers (Directors of Special Education, HR directors,

Superintendents, NPA coordinators, etc.).

• Conduct discovery to understand:

Open positions and urgency

Historical pain points with staffing and vendors

Budget constraints, approval process, and contract requirements.

Sales & Contracting

• Present .s value proposition, service model, and candidate pipeline clearly

and confidently.

• Prepare proposals, rate sheets, and candidate profiles in collaboration with the Recruiter.
• Lead the process to secure:

New contracts / NPAs / MSAs with districts and agencies.

Task orders/assignments for specific roles and school sites.

• Partner with leadership and legal to navigate school-district procurement, NPA

processes, and contract requirements.

Account Management & Growth

• Act as the primary point of contact for assigned districts and NPAs.
• Coordinate with the Recruiter to ensure timely candidate submissions for open roles.
• Manage expectations and communication around:

Candidate interviews and feedback

Start dates and onboarding

Performance and retention issues

• Identify upsell/cross-sell opportunities:

Additional schools or regions within a district

New disciplines (e.g., adding OTs, Psychs, BCBAs if you started with SLPs).

• Seek testimonials and references from satisfied clients to support further growth.

Market Intelligence & Strategy

• Track competitor activity, local pay rates, and district staffing trends; feed insights back to

leadership.

• Maintain an accurate pipeline and forecast in the CRM (prospects, active opportunities,

expected revenue).

• Help shapes go-to-market strategy in California and other target states.

Requirements

• 3+ years of B2B sales, account executive, or business development experience,

ideally in:

Education staffing, healthcare staffing, or HR services, or

Selling services/solutions to school districts, colleges, or public entities.

• Proven track record of meeting or exceeding revenue / quota targets.
• Strong consultative selling skills – able to ask deep questions and propose tailored

solutions.

• Excellent communication (written and verbal) and presentation skills.
• High degree of ownership and comfort working in a fast-moving, entrepreneurial

environment.

Nice to Have

• Experience working with K–12 school districts in California (understanding of SPED,

NPAs, and district procurement processes).

• Existing relationships with district HR/SpEd leaders is a plus.
• Familiarity with RFP/RFQ processes and public-sector contracting.

Key Competencies

• Hunter mentality – persistent, creative prospector
• Relationship builder and trusted advisor to district clients
• Strong commercial acumen (rates, margins, contract terms)
• Collaborative – works closely with the Recruiter and operations to deliver on promises
• Organized pipeline and forecasting discipline

Performance Metrics (KPIs)

• Number of new district / NPA accounts opened per quarter.
• Volume and value of new assignments/task orders won.
• Gross margin and revenue generated from assigned accounts.
• Renewal and expansion rate (retaining and growing existing districts).
• Speed of response to client needs (time from request to first candidate submission).