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Senior Business Development Lead

Remote · US, Canada, Mexico, India · Full-time

Summary

Loom is hiring its first dedicated commercial leader to own outbound, partner channels, and inbound conversion. The role exists because pipeline currently falls to the principals, capping engagement throughput. The Senior BD Lead works alongside the principals on every new engagement from first conversation to signed statement of work.

What you’ll do

  • Build and own Loom’s outbound motion against Fortune 500 buyers and high-growth startups.
  • Develop partner channels with hyperscalers, enterprise software platforms, and peer forward-deployed companies.
  • Convert inbound from consultations, content, and referrals into qualified opportunities.
  • Co-author proposals and statements of work with the principals; carry deals from first conversation to close.
  • Build the commercial infrastructure Loom does not yet have: CRM, qualification rubric, pipeline reporting, win-loss review.

What we’re looking for

  • Eight or more years selling technical services to Fortune 500 buyers. Consulting, professional services, or platform sales with a services attach.
  • Track record of building pipeline from zero — originating new customer relationships, sequencing partner introductions, converting inbound into deal flow.
  • Credibility in technical conversations. You can hold your own with a CTO on cloud, data, and AI architecture without faking depth.
  • Comfort working alongside founders who will be in every commercial meeting until the function scales.
  • Strong written and structured communication. You author proposals; you do not delegate them.

What is helpful but not required

  • Prior experience selling AI services, cloud transformation, or enterprise modernisation specifically.
  • Partner channel relationships at one or more hyperscalers (AWS, GCP, Azure) or major enterprise platforms.
  • Background at a forward-deployed company or operator-tier services company.

What we offer

  • Competitive base compensation with a variable component tied to qualified pipeline and closed revenue. Transparent structure, written rationale.
  • Meaningful equity participation. This is a first-commercial-leader role; the equity reflects that.
  • Remote-friendly across the US, Canada, Mexico, and India.
  • Direct work with the principals on every deal until the function is staffed.
  • Hiring process: four stages, decision within ten business days of the work-sample stage. See the full process below.

Hiring Process

Designed around what predicts performance.

Four stages, structured the same way for every candidate. The hiring decision rests on a work sample scored independently by two evaluators — the methods with the strongest evidence behind them in the research on hiring. A decision within ten business days of the work sample.

01 // Screen

Structured conversation

Thirty minutes with Mugdha or Kevin. The same set of questions for every candidate at this stage: your recent work, the problems you want to be solving next, and what would make this engagement work for you. Mutual-fit calibration. The hiring decision is not made here.

02 // Work Sample

The hiring decision

A scoped problem drawn from a current Loom engagement — the same prompt every candidate for the role has seen. Two hours, paired with one of us. We score independently on a written rubric (technical depth, judgment under uncertainty, collaboration, communication) and compare scores before discussion.

03 // Team Panel

Structured interviews

Two or three thirty-minute conversations with the practitioners you would work with. Each is structured around a small set of behavioral and situational questions. Panelists score independently and calibrate after. You are evaluating us in the same conversations.

04 // Offer

Transparent and timely

A decision within ten business days of the work sample. If we extend an offer, you receive a written rationale for the level, the comp band, and the equity philosophy. If we do not, you receive specific feedback from the work-sample rubric.

Process design based on the meta-analytic evidence on selection-method validity: Schmidt & Hunter (1998), reanalyzed by Sackett, Zhang, Berry, & Lievens (2022). Work samples and structured scoring with multiple independent raters consistently rank among the highest-validity selection methods. Unstructured interviews, brainteasers, and single-evaluator judgments rank substantially lower.

Apply

Submit your resume and tell us what about this role interests you. ● indicates a required field.

Every application is read by Mugdha Pandit or Kevin Dickerson — no ATS in between.

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