Business Development Representative (2026-397-CP)

Competition #2026-397-CPBusiness Development Representative (2026-397-CP)Employment Type:Contract Hourly (Until Sep 30, 2027), Bargaining Unit (1 Vacancy)Work Hours:35 hours/week (Monday - Friday 9am-5pm)Work Setting:Onsite required - not eligible for ongoing hybrid work arrangement
Primary site - 219 Dufferin Street, #1C, Toronto, ONSalary:G - $31.85/hourApplication Deadline:Nov 4, 2026 by 11:59 pm
Program Overview – Integrated Employment Services, Community Programs
The Business Development Representative (BDR) is a critical frontline member of WoodGreen’s Corporate Engagement and Workforce Solutions Team. We are seeking candidates with experience in Business to Business(B2B), Software as a Service (B2B SaaS), IT services, or workforce development who understand how to execute outbound prospecting using modern sales technology.
The BDR owns the full sales cycle for SMB employers—from prospecting through hiring and early retention—and carries a quota for both employment outcomes (job starts) and meetings booked with larger enterprise employers for follow-up by the Account Executive team. The role blends modern outbound sales practices with workforce development expertise, ensuring employer hiring needs are met while clients are well-prepared and supported for successful placement.
Using data-driven outreach strategies, market intelligence, and AI-enabled prospecting tools, the BDR converts employer interest into Sales Qualified Leads (SQLs) and hiring activity. Working in close collaboration with the Campaign Manager, Employment Consultants, the Coordinator of Brokered Incentive Agreements (wage subsidy agreements) and the Career Success Coaches (retention team), the BDR helps create a seamless employer-to-hire experience that supports both short-term recruitment needs and long-term hiring partnerships.
This role is best suited for a professional who thrives in fast-paced, target-driven outreach environments and is comfortable engaging decision-makers such as C-suite executives, Vice Presidents, and Directors through structured, multi-channel outreach cadences.
The BDR initiates and manages employer engagement across priority sectors including Construction, Retail, Healthcare, Supply Chain and Logistics, Security, Facilities, Automotive, Manufacturing, Banking, Insurance, and Financial Services. For SMB and mid-market employers, the BDR manages the full hiring cycle, including understanding workforce needs, sourcing and preparing candidates, coordinating hiring events, and supporting early-stage retention.
For enterprise employers, the BDR owns the first point of contact—from cold outreach through discovery and qualification—then executes a structured handoff to the Account Management team once opportunities meet enterprise engagement criteria.
The BDR leverages modern sales and prospecting tools (e.g., Apollo, ZoomInfo, LinkedIn Navigator, Instantly, Clay, or equivalent) to build targeted employer lists, personalize outreach, track engagement, and prioritize accounts based on labour market intelligence and sector strategy. Outreach occurs across email, phone, LinkedIn, video messaging, and in-person engagement at industry events and workforce forums.
This is a quota-carrying role with accountability for outreach activity, meetings booked, SQL generation, and job starts. The BDR is expected to maintain accurate CRM records, actively contribute to campaign optimization, and provide market feedback that informs sector strategy
What You Will DoProspecting & Employer Outreach

• Execute daily multi-channel outreach using personalized email, LinkedIn messaging, cold calling, and video prospecting to generate employer hiring conversations.
• Act on inbound and outbound signals from marketing campaigns, webinars, events, referrals, and AI-driven account insights to identify hiring intent and opportunity readiness.
• Design, manage, and continuously optimize outreach cadences based on sector triggers, account tiering, and employer engagement behavior.
• Build, enrich, and manage employer prospect lists aligned to Ideal Corporate Profiles (ICPs) using modern outbound platforms such as Apollo, ZoomInfo, LinkedIn Navigator, Instantly, Clay, or equivalent tools.
• Represent WoodGreen at in-person and virtual job fairs, employer networking events, hiring forums, and workforce roundtables to generate new leads and convert them into Sales Qualified Leads.
• Independently build and maintain ICP-aligned employer account lists and prioritize outreach based on labour market data, sector strategy, and hiring demand.
• Stay current with AI-enabled prospecting enhancements and sales technologies to improve outreach efficiency and conversion rates.

2. Qualification, Sales, and Account Management (SMB and Mid-Market)

• Conduct discovery conversations to understand employer workforce needs, hiring timelines, skill requirements, and workplace expectations.
• Obtain detailed job descriptions and position requirements to support accurate candidate matching.
• Qualify opportunities based on hiring readiness, volume potential, and alignment with available workforce programs.
• Own the full deal cycle for small to mid-sized employers, from initial contact through hiring and early-stage retention.
• Manage a portfolio of SMB and mid-market employers with repeat hiring needs and ongoing recruitment initiatives.
• Use standard sector-, occupation-, and stage-based playbooks to guide employer engagement and hiring workflows.
• Strategically use Brokered Incentives Agreement (BIA) financial incentives to support employer engagement, increase hiring volumes, and develop new partnerships.
• Coordinate closely with the BIA Coordinator, including warm handoff to prepare subsidy agreements and provide escalation support to obtain required documentation as needed, particularly documentary evidence of client employment.

3. Hiring Execution and Client Preparation

• Work in partnership with Employment Consultants to source suitable candidates from WoodGreen’s talent pool based on employer requirements.
• Pre-screen candidates for job fairs, hiring events, and direct placements.
• Prepare clients for specific opportunities through resume tailoring, interview coaching, mock interviews, and employer-specific orientation.
• Organize and host hiring events, recruitment days, and employer information sessions.
• Gather structured employer feedback following interviews and hiring events and share it constructively with clients and internal teams to support continuous improvement.
• Support early-stage employer follow-up and client retention in coordination with the BIA Coordinator and Career Success Coaches.

4. Enterprise Lead Generation and Handoff

• Own the first employer touchpoint for enterprise accounts, from cold outreach through discovery and qualification.
• Book meetings and conduct structured handoffs to the Account Management team once enterprise engagement criteria are met.
• Provide detailed qualification notes, employer context, and hiring objectives to ensure continuity of employer relationships.

5. Performance Management, CRM, and Reporting

• Maintain accurate and timely records of all outreach, employer interactions, qualification notes, objections, follow-ups, and hiring outcomes within the CRM (e.g., HubSpot, Salesforce, or equivalent).
• Ensure strong data integrity and visibility across internal teams.
• Track and report on key performance indicators including outreach volume, response rates, meetings booked, sales qualified lead progression, deal closure, and job starts.
• Consistently achieve monthly, quarterly, and annual targets related to SQL generation, meetings booked, and employment outcomes.

6. Collaboration and Strategic Alignment

• Collaborate closely with the Campaign Manager to act on intent signals, refine employer segmentation, and continuously improve messaging and outreach strategies.
• Provide field-based feedback on campaign performance, sector responsiveness, and emerging hiring trends.
• Suggest new sectors, occupations, or employer lists based on real-time market insights.
• Participate in employer meetings as needed to support continuity, relationship-building, and strategic partnership development.
• Work cross-functionally with Job Developers, Employment Consultants, BIAC staff, and Account Management to ensure a seamless employer-to-hire experience.

What You Bring to the Team

• Bachelor or Masters’ degree major in Sales/Marketing, Business, Communication or a related discipline
• Two to three years of proven experience in new business development or outbound Business to Business (B2B) sales, ideally within workforce solutions, Software as a Service(SaaS), IT services, or consulting.
• Demonstrated success in identifying, prospecting, and engaging new employer accounts across various sectors such as Construction, Retail, Healthcare, and Professional Services.
• Skilled in using outbound prospecting tools like Apollo, ZoomInfo, Instantly, or Clay to build employer/accounts lists and initiate cold outreach.
• Experience managing full-cycle outreach, from initial research and contact to booking first meetings and uncovering employer needs.

What Will Set You Apart