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About the Role

The Senior Business Development Manager drives business growth, client engagement, and market positioning in priority markets. This role translates strategy into actionable initiatives, leads key pursuits, and strengthens client relationships to achieve measurable growth and expand market presence.

Responsibilities

Drives execution of business development strategies aligned with studio and regional priorities.
Leads discovery and research efforts to identify new opportunities within existing markets.
Identifies, cultivates, and manages strategic client relationships and partnerships.
Leads high-impact pursuits, including go/no-go recommendations and pursuit strategy.
Partners with Practice Leaders to strengthen market positioning and differentiation.
Represents the firm externally through industry events, organizations, and client interactions.
Coordinates business development efforts across multiple pursuits and teams.
Collaborates with the Marketing Director and Practice Leaders on marketing budget planning and tracking.
Acts as a connector across business development, marketing, and client service teams.
Supports client satisfaction efforts by maintaining regular touchpoints with key clients.
Contributes to the development and improvement of BD processes, tools, and performance metrics.
Mentors and provides guidance to Business Development Managers and junior team members.
Ensures accurate tracking, reporting, and analysis of opportunities and client relationships within CRM systems.

Requirements

Bachelor’s degree required
LEED GA (preferred not required)
Submit a resume and work samples (no larger than 4MB).
Submit files in pdf format.

Skills

Strong Business Acumen
Innovative approaches and ideas
Understanding digital and production delivery
Attention to detail
Strategic thinker

Location

New York

Work Type

Hybrid

Experience Level

10+ years

Education Level

Bachelor's degree

Salary/Compensations

$110,000 - $145,000

Benefits

Medical, dental, and vision insurance
Wellness programs and mental health support
Short- and long-term disability (STD/LTD)
Life insurance
401(k) retirement plan
Generous paid time off (PTO)
Professional development stipend
Dedicated time for continuing education
Performance-based bonuses
Engaging studio initiatives and events
Active firmwide affinity groups and leadership development opportunities

About the Company

At Perkins&Will, we are committed to supporting the well-being and growth of our team members.
Our employee experience is enriched by a hybrid and flexible work environment, enabled by advanced technology and collaborative tools.
We foster a culture that is diverse and inclusive and strive for pay practices that are fair, and competitive and reflect our commitment to pay equity.
At Perkins&Will we believe that inclusion spurs creativity and that innovation is born from an engaged culture of diverse people + ideas.
"Design has the power to inspire joy, uplift lives, and strengthen the spirit of community."

Equal Opportunity

Perkins&Will has established and adopted an Equal Employment Opportunity Employment policy (“EEO”), which is part of the Company’s Human Resources Policy. The purpose of this EEO policy is to ensure that all employment decisions are made on a non-discriminatory basis, and without regard to sex, race, color, age, national origin, religion, disability, genetic information, marital status, sexual orientation, gender identity or expression, gender reassignment, citizenship, pregnancy or maternity, veteran status, or any other status protected by applicable national, federal, state, or local law. In some cases, local laws and regulations may provide greater protections than those outlined here and employees will be covered by the laws of their local jurisdiction.
Perkins&Will will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.