This lesson explains how to find, hire, and retain strong business developers who can drive real growth in government contracting. You’ll learn why 90% of the market consists of average performers, why stars and superstars are rare, and how to recruit proven professionals away from other companies rather than relying on job boards. The training also covers the pitfalls of outsourcing and commission-only arrangements, which rarely produce wins in GovCon, and instead emphasizes building an in-house sales capability that matures your processes and positions you for long-term government sales success.
The lesson also explores compensation strategies, including why top business developers should make more in total compensation than company executives, since their performance directly fuels revenue growth. You’ll see how to validate past performance claims using SAM.gov, structure effective interview questions, and manage expectations with a 3-6-12 month ramp-up period. By following these strategies, you’ll attract quality talent, avoid costly missteps, and build a high-performing sales team that consistently wins contracts in the federal marketplace.
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