Our client, an established executive search and leadership advisory business, is seeking an exceptional commercial professional to grow its Occupational Psychology and Leadership Performance practice.
This is a rare opportunity to take a differentiated, expert-led proposition to market, create demand and win high-value professional services work.
You do not need to be an occupational psychologist. The role requires a credible consultative seller who can turn specialist expertise into clear commercial solutions across executive assessment, succession, leadership capability, coaching, team effectiveness and transformation.
You will also help shape the proposition, target markets and future direction of the practice, with potential to progress into broader commercial or practice leadership.
Stand out from other candidates, with the LPI's Capability Map see how
Responsibilities
- Own and execute the go-to-market strategy for the Leadership Performance practice
- Identify priority markets, target organisations, senior buyers and commercial opportunities
- Build a strong pipeline across both existing client relationships and new organisations
- Create relationships with CEOs, CPOs, CHROs, Talent leaders, Managing Partners, investors and other senior decision-makers
- Generate opportunities through direct outreach, telephone engagement, referrals, partnerships, content and events
- Lead consultative sales conversations from initial approach and discovery through to proposal, negotiation and close
- Develop proposals and presentations linked to client priorities and measurable outcomes
- Build a disciplined approach to pipeline management, forecasting and conversion
- Develop initial assignments into repeat work and broader client relationships
- Contribute to the positioning, packaging and continued development of the practice
Skills and experience
- A strong record of winning complex, high-value B2B services or solutions
- Evidence of personally creating opportunities rather than relying solely on inbound leads
- Experience selling to senior HR, Talent, L&D, leadership or executive audiences
- The credibility and confidence to engage CEOs, CHROs, CPOs, investors and other senior stakeholders
- Strong consultative discovery skills and the ability to diagnose complex or sensitive business challenges
- Experience managing long, multi-stakeholder sales cycles
- The ability to translate technical or specialist expertise into clear commercial value
- Strong proposal development, presentation, negotiation and closing capability
- The energy and resilience to build a pipeline and create momentum without an established playbook
- A hands-on approach, combining commercial strategy with sustained personal business development activity
- Intellectual curiosity and a genuine interest in leadership, behaviour, talent and organisational performance
- An entrepreneurial, collaborative and low-ego approach
- Relevant backgrounds could include occupational psychology and assessment, leadership or talent advisory, executive search, leadership development, coaching, human capital consulting, organisational consulting, SaaS learning technology, HCM, HR technology, talent technology or broader professional services.
Education
- A degree or professional qualification in business, psychology, HR, learning, sales or a related discipline may be beneficial, but is not essential. Commercial achievement, intellectual capability and evidence of building high-value client relationships are more important than a specific qualification.
