Discover the real need
Build a disciplined pipeline. Listen to owners and operators. Understand their property, business, priorities, budget and readiness before recommending a solution.
BUSINESS DEVELOPMENT EXECUTIVE · WERKS PRO ECOSYSTEM SALES
Your Business Development Executive Journey starts with a higher standard of service—and room to build a meaningful career.
Connect property owners, operators and independent businesses with the right Go Werks Pro solutions. Earn for thoughtful growth, lasting value and promises kept.
Compensation framework below. OTE means on-target earnings, not guaranteed earnings.
The W-2 Business Development Executive develops qualified opportunities, leads discovery, coordinates proposals and owns the relationship through a thoughtful handoff and follow-through.
Build a disciplined pipeline. Listen to owners and operators. Understand their property, business, priorities, budget and readiness before recommending a solution.
Work with service and delivery teams to define fit, scope, pricing and next steps. Cross-sell when it helps the customer succeed.
Keep accurate CRM records, forecast honestly and follow through after the sale. Support activation, adoption and retention with a clear service handoff.
This is an employee pathway within the Go Werks Pro Candidate Journey. Territory, work arrangement, schedule, benefits, start date and role-specific employment terms are confirmed during the hiring process and in the written offer.
Help independent business owners explore professional identity, resources and practical business support. Lead with fit and explain exactly what a plan includes.
Current launch options: Explore Free; CREW Starter $29/month. Paid-plan requests are expressions of interest until availability and activation are confirmed.
Develop appropriate connections between service needs and independent business capacity. Coordinate with the team on eligibility, scope and work orders.
Never promise guaranteed jobs or contractor earnings. Commission credit follows eligible company fees or approved margin—not total contractor payouts.
Discover needs across websites, local search, campaigns, communications, reputation and commercial growth. Build a clear proposal around defined deliverables.
Current launch tiers include GROW Essentials $79/month and GROW Pro $149/month. Custom work, ad spend and third-party costs require separate scope and confirmation.
Connect businesses with curated tools for booking, CRM, communications, marketing and service operations.
Confirm actual capabilities, integrations, subscription terms and implementation needs in the proposal. Demonstrations may be illustrative.
Identify relevant property care memberships, commercial cleaning, facilities support and other approved services. Validate coverage, delivery capacity and scope before committing.
Packages shown reflect published launch offers reviewed September 2026. The linked product pages and the customer’s approved agreement govern current availability and deliverables. An inquiry alone is not a paid activation or commissionable sale.
The framework pairs a $60,000 annual base with $60,000 in target annual incentive compensation: $120,000 OTE at 100% of quota, with uncapped commissions and accelerators above target.
Earn against your assigned quota for eligible business. Product credit, recurring revenue treatment, account ownership and split credit are defined in your written compensation plan.
The model pays 1× through 100% of quota, 1.5× on the portion from 100% to 150%, and 2× on the portion above 150%.
Rates are marginal: a higher tier applies only to the additional attainment in that tier.
Eligible ecosystem expansion, customer retention and approved enterprise wins can create additional bonus opportunities beyond the core model.
Reward a relevant second solution after paid activation and an accepted handoff. No duplicate credit for repackaging the same sale.
Recognize customers who stay active and in good standing at agreed milestones, supported by documented follow-through.
Use a bonus approved before the deal closes, reflecting strategic value, margin, collections and implementation complexity.
Bonus amounts and milestones require written approval; they are not included in the examples below. Before quota starts, the written plan will specify quota value, eligible revenue or gross profit, payment timing, ramp treatment, splits, cancellations and bonus rules. Earnings shown are illustrations for a full year, before taxes—not a promise of results or a substitute for the written offer and compensation plan.
| Quota attainment | Base | Incentive | Total earnings |
|---|---|---|---|
| 50% | $60,000 | $30,000 | $90,000 |
| 75% | $60,000 | $45,000 | $105,000 |
| 100% · Target | $60,000 | $60,000 | $120,000 |
| 125% | $60,000 | $82,500 | $142,500 |
| 150% | $60,000 | $105,000 | $165,000 |
| 200% | $60,000 | $165,000 | $225,000 |
Enter a nonnegative value. Bonus input is a scenario assumption, not an awarded bonus. This calculator does not collect or submit your information.
Base: $60,000
Modeled incentive: $60,000
Additional bonuses: $0
Full-year illustration. Actual compensation follows your written plan.
A proposed ramp journey, tailored with your manager to your territory and start date. Required employee onboarding and assigned learning are paid and recorded.
Days 1–30 / Foundation
Complete paid onboarding and assigned Go Werks Pro University learning. Study the ecosystem, concierge standards, discovery process, CRM and approved claims. Shadow conversations and build your territory plan.
Milestone: demonstrate product fit, a credible discovery conversation and a clean handoff.
Days 31–60 / Practice
Run discovery with coaching, develop proposals with delivery teams and establish a consistent follow-up rhythm. Keep account plans and forecasts current.
Milestone: manager-reviewed pipeline, documented next steps and early qualified opportunities.
Days 61–90 / Ownership
Own agreed opportunities, coordinate activation and review the customer experience. Identify responsible expansion and build a repeatable plan for the next quarter.
Milestone: review conversion, eligible revenue, customer fit, handoff quality and retention signals.
Explore ConciergeCore and the customer care standards that shape our ecosystem.
Complete the BDE application below. Share your experience, availability and preferred market. A resume is optional.
Applications receive human review. If there is a potential fit, the team coordinates private readiness steps and an interview or meet-and-greet.
Following review, any conditional offer explains the role and terms. Accepted employees begin paid onboarding, assigned learning and a manager-led ramp.
Follow the full Candidate Journey. Interview details, access codes and offers stay private. An application does not guarantee an interview or employment. Productive employee work is not an unpaid hiring trial.
Yes. This Business Development Executive Journey is the W-2 employee pathway. CREW and EXCHANGE include independent business pathways; selling those offerings does not change the BDE role into a contractor opportunity.
No. The framework is a $60,000 annual base plus $60,000 target annual incentive at 100% of quota. Actual incentive earnings depend on eligible performance and the written compensation plan.
The illustration pays 1× through 100% of quota, 1.5× on attainment between 100% and 150%, and 2× above 150%. At 150%, that produces $105,000 in modeled incentive plus $60,000 base, or $165,000 total before additional bonuses.
Yes, subject to approved product eligibility and credit rules. Relevant cross-sell, retention and enterprise bonuses may add to the core incentive. Amounts, milestones and any split credit must be documented in the written plan.
An inquiry or free enrollment alone is not treated as a paid activation in this framework. Eligible company revenue or approved gross profit, collections and product-specific rules determine credit. Contractor payouts and marketplace volume are not automatically company revenue.
Candidate Care will confirm available territories, work arrangement, schedule and benefits during the hiring process. Share your preferred market in your application. This page does not promise a remote role or a particular benefits package.
The team reviews your application and contacts you if moving forward. Readiness invitations, interview scheduling and any conditional offer are handled privately. Required employee onboarding and assigned learning begin as paid activities after the applicable hiring steps.
No purchase is required to submit a BDE application. This is an employee candidate pathway, separate from customer subscriptions and independent business enrollment.
Tell us how you build trust, develop business and follow through. We look forward to learning about your experience.
Allow 20–30 minutes for three sections: contact details; availability and work history; and nine BDE readiness questions. Share concise examples of results, pipeline building, discovery, service recovery, judgment, CRM discipline, coachability and practical fit. Honest answers help us clarify expectations together before an offer. Required fields are marked; anonymized examples and reasonable ranges are welcome. Please do not include Social Security numbers, financial details or confidential client information.
Explore the full Candidate Journey →
Return to Go Werks Pro Careers → · Explore other opportunities →
Need help with your candidate journey? Visit Candidate Readiness Help. Review our Privacy Policy.