Business Development Manager - Hire or get hired
Your complete guide to the Business Development Manager Role: Duties, salary & hiring tips
Purpose of the Business Development Manager
The Business Development Manager drives client growth strategies, identifies new opportunities, and strengthens relationships across key practice groups.
Business Development Manager's duties and responsibilities
• Client Development:
Identify and pursue new client and sector growth opportunities.
• Strategy:
Develop business development plans and pitches with practice leaders.
• Relationship Management:
Manage key client accounts and feedback loops.
• Proposal Support:
Oversee tenders, capability statements, and pitch documentation.
• Collaboration:
Partner with marketing and legal teams to align initiatives.
Identify and pursue new client and sector growth opportunities.
• Strategy:
Develop business development plans and pitches with practice leaders.
• Relationship Management:
Manage key client accounts and feedback loops.
• Proposal Support:
Oversee tenders, capability statements, and pitch documentation.
• Collaboration:
Partner with marketing and legal teams to align initiatives.
Requirements and qualifications for a Business Development Manager
• 5+ years’ experience in business development or client services
• Professional services or legal industry background preferred
• Excellent stakeholder and relationship management skills
• Proposal writing and presentation experience
• Strong commercial and strategic mindset
• Professional services or legal industry background preferred
• Excellent stakeholder and relationship management skills
• Proposal writing and presentation experience
• Strong commercial and strategic mindset
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The legal sector continues to face hiring challenges, particularly for Senior Associates, with 39% of firms struggling to fill these roles, followed by Lawyers (25%) and Associates (21%). Legal support staff, including Legal Assistants and Secretaries, also remain in high demand. Recruitment agencies remain the most effective hiring channel, with 67% of firms using their services, while job boards (40%) and referrals (40%) serve as supporting channels.
Workplace flexibility remains a priority, with 82% of firms offering work-from-home options and 68% providing flexible hours. Despite this, office attendance is still high, with 70% of employees going in at least four days a week. Parental leave policies vary widely across the sector—some firms provide up to 26 weeks of paid leave, while others adhere strictly to government-mandated benefits.
To attract and retain talent, firms are focusing on competitive benefits, with 65% offering bonuses and 65% investing in career development training. Other key incentives include professional association memberships (72%) and company-paid training (67%). As firms compete for talent, structured career progression and additional leave entitlements are becoming essential in retaining top performers.
Workplace flexibility remains a priority, with 82% of firms offering work-from-home options and 68% providing flexible hours. Despite this, office attendance is still high, with 70% of employees going in at least four days a week. Parental leave policies vary widely across the sector—some firms provide up to 26 weeks of paid leave, while others adhere strictly to government-mandated benefits.
To attract and retain talent, firms are focusing on competitive benefits, with 65% offering bonuses and 65% investing in career development training. Other key incentives include professional association memberships (72%) and company-paid training (67%). As firms compete for talent, structured career progression and additional leave entitlements are becoming essential in retaining top performers.
