Interview Guide for

Business Development and Partnerships Manager

This comprehensive interview guide provides a structured approach to hiring exceptional Business Development and Partnerships Managers. By leveraging behavioral competencies, chronological work history, and a strategic partnerships exercise, your organization will identify candidates who can successfully drive growth through collaborative initiatives. The consistent evaluation framework ensures fair assessment while uncovering the skills and experiences that lead to success in this critical role.

How to Use This Guide

Yardstick has developed this guide to help you implement a structured interview process that identifies top talent for your Business Development and Partnerships Manager position.

Customize: Adapt the questions and competencies to align with your specific [company] needs and culture while maintaining the overall structure.
Collaborate: Share this guide with everyone involved in the interview process to ensure consistency across all candidate evaluations.
Prepare: Familiarize yourself with the questions and follow-up prompts before interviews to facilitate deeper discussions that reveal valuable insights.
Score Independently: Have each interviewer complete their assessment before discussing candidates to prevent groupthink and confirmation bias.
Focus on Behaviors: The structured behavioral questions will help you assess the candidate's past performance as a predictor of future success.

Job Description

Business Development and Partnerships Manager

About [Company]

[Company Name] is a [Industry] company based in [Location] dedicated to [Company Mission/Values]. We are passionate about [Company Values] and are committed to [Company Goals]. Join our team and help us shape the future of [Industry].

The Role

As the Business Development and Partnerships Manager at [Company Name], you will be responsible for identifying, developing, and managing strategic partnerships that drive growth, expand market reach, and enhance our brand. You'll play a critical role in building relationships with key stakeholders, identifying new business opportunities, and driving revenue through collaborative initiatives. This is an exciting opportunity to make a significant impact on our continued growth and success.

Key Responsibilities

Identify, evaluate, and prioritize potential partnership opportunities that align with our strategic goals
Develop and execute partnership strategies, including target partner identification, outreach, proposal development, and negotiation
Lead the end-to-end partnership process, from initial contact to contract negotiation and ongoing relationship management
Manage and nurture existing partnerships, ensuring mutual success and identifying opportunities for expansion
Collaborate with internal teams (Sales, Marketing, Product, etc.) to ensure seamless integration of partnerships
Monitor partnership performance, track key metrics, and report on progress against goals
Conduct market research to identify industry trends, competitive landscape, and potential partnership opportunities
Contribute to the overall business development strategy and propose ideas for new initiatives
Prepare and present business proposals and reports to stakeholders

What We're Looking For

4+ years of experience in business development, partnerships, sales, or a related field
Bachelor's degree in Business Administration, Marketing, or a related field
Proven ability to identify, develop, and manage successful partnerships
Strong negotiation and contract management skills
Excellent communication, interpersonal, and presentation skills
Ability to build and maintain strong relationships with internal and external stakeholders
Strong analytical and problem-solving skills
Proficiency with CRM software and project management tools
Results-oriented with a track record of achieving and exceeding targets
Understanding of [Industry] market dynamics and trends
Self-motivated with the ability to work independently and as part of a team

Why Join [Company]

At [Company Name], we offer an exciting opportunity to be part of a dynamic team in a fast-growing industry. We believe in empowering our employees and providing them with the resources they need to succeed.

Competitive salary package: [Salary Range]
Comprehensive benefits including health insurance, retirement plan, and paid time off
Professional development opportunities and career growth
Collaborative and innovative workplace culture
Flexible work arrangements

Hiring Process

We've designed our hiring process to be thorough yet efficient, allowing us to make quick decisions while ensuring we find the best candidates for our team.

Initial Screening: A conversation with our recruiting team to discuss your background, experience, and interest in the role.
Partnership Strategy Exercise: You'll prepare a brief presentation on a potential partnership strategy to showcase your strategic thinking and approach.
Career Discussion: An in-depth conversation with the hiring manager about your career journey and relevant experiences.
Competency Interview: A focused discussion on the key skills and competencies needed for success in this role.
Executive Meeting: A conversation with a senior leader to discuss how your skills align with our strategic vision (for select candidates).

Ideal Candidate Profile (Internal)

Role Overview

The Business Development and Partnerships Manager will drive company growth by identifying, securing, and managing strategic partnerships. This role requires exceptional relationship-building abilities, strategic thinking, and commercial awareness to identify opportunities that create mutual value. The ideal candidate combines strong business acumen with excellent communication skills and a track record of successful partnership development.

Essential Behavioral Competencies

Strategic Thinking: Ability to identify and evaluate partnership opportunities that align with company goals, analyze market trends, and develop long-term partnership strategies that drive mutual growth.

Relationship Building: Exceptional ability to establish, nurture, and maintain productive relationships with partners, stakeholders, and cross-functional teams to create value and drive successful outcomes.

Commercial Awareness: Strong understanding of business fundamentals, market dynamics, and the ability to identify and articulate value propositions that resonate with potential partners.

Negotiation Skills: Ability to navigate complex negotiations, find win-win solutions, and secure favorable partnership terms while maintaining positive relationships.

Results Orientation: Demonstrated ability to set objectives, track progress, overcome obstacles, and deliver measurable partnership results that contribute to business growth.

Desired Outcomes

Develop and implement a strategic partnership plan that results in at least [number] new partnerships in the first year, aligning with company growth objectives.
Establish and maintain relationships with key industry players, resulting in at least [percentage]% increase in business opportunities through partnerships.
Successfully negotiate partnership agreements that create mutual value while protecting company interests, with a target of [number]% revenue growth from partnerships.
Create and implement effective tracking and reporting mechanisms for partnership performance, demonstrating ROI and informing future strategy.
Collaborate effectively with internal teams to ensure seamless integration of partnerships, resulting in high partner satisfaction scores (minimum [number]% satisfaction rating).

Ideal Candidate Traits

Proven track record in business development or partnership management with demonstrable results
Exceptional communicator who can articulate value propositions clearly to diverse audiences
Strategic thinker with ability to identify opportunities aligned with business objectives
Highly organized with excellent follow-through and attention to detail
Self-motivated professional who takes initiative and drives projects forward
Adaptable problem-solver who thrives in dynamic environments
Natural relationship-builder with strong interpersonal skills
Data-driven decision-maker who leverages analytics to optimize partnership strategies
Industry knowledge or ability to quickly grasp [industry] dynamics and trends
Balance of creativity and analytical thinking to develop innovative partnership approaches

Screening Interview (with Recruiter)

Directions for the Interviewer

This initial screening interview aims to quickly assess whether the candidate has the basic qualifications, experience, and motivation for the Business Development and Partnerships Manager role. Focus on understanding their background in partnership development, their approach to relationship building, and their ability to drive results. This interview should help determine which candidates have the potential to be successful and should move forward in the process.

Key areas to evaluate include:

Relevant partnership or business development experience
Track record of building successful relationships
Strategic thinking and business acumen
Communication skills
Alignment with company culture and values

Be sure to allow 5-10 minutes at the end for the candidate to ask questions. How they utilize this time can provide additional insights into their preparation, interest in the role, and what they value most.

Directions to Share with Candidate

Thank you for your interest in the Business Development and Partnerships Manager position. During this initial conversation, I'd like to learn more about your experience in business development and partnerships, understand your approach to relationship building, and discuss your career goals. I'll also share more information about [Company] and answer any questions you might have about the role and our organization.

Interview Questions

Tell me about your experience in business development or partnership management and what specifically attracts you to this role at [Company].

Areas to Cover

Relevant business development or partnership experience
Understanding of partnership strategy and execution
Specific accomplishments in previous partnership roles
Knowledge of [Company] and genuine interest in the position
Alignment between their career goals and this opportunity

Possible Follow-up Questions

What types of partnerships have you managed in the past?
How do you typically approach partnership opportunities?
What do you find most appealing about developing business partnerships?
What specifically interests you about working in the [Industry]?

Describe a successful partnership you helped develop from initial identification to implementation. What was your specific role, and what made it successful?

Areas to Cover

Their process for identifying and evaluating partnership opportunities
Steps taken to build the relationship and secure the partnership
Challenges encountered and how they were overcome
Measurable results and benefits achieved
Lessons learned from the experience

Possible Follow-up Questions

How did you identify this partnership opportunity?
What strategies did you use to gain buy-in from the potential partner?
What obstacles did you face and how did you overcome them?
How did you measure the success of this partnership?

What's your approach to prioritizing partnership opportunities and ensuring they align with business objectives?

Areas to Cover

Strategic thinking abilities
Methods for evaluating partnership opportunities
Understanding of business objectives and alignment
Decision-making process and frameworks used
Examples of prioritization in previous roles

Possible Follow-up Questions

What criteria do you typically use to evaluate potential partnerships?
How do you balance short-term gains versus long-term strategic value?
Can you give an example of when you declined a partnership opportunity because it wasn't the right fit?
How do you ensure partnerships are aligned with broader company goals?

How do you typically build and maintain relationships with partners to ensure long-term success?

Areas to Cover

Relationship building techniques
Communication strategies with partners
Methods for maintaining partner engagement
Handling partner concerns or conflicts
Examples of long-term partnerships they've managed

Possible Follow-up Questions

How frequently do you typically communicate with partners?
How do you ensure mutual benefit in partnership relationships?
Can you describe a time when a partnership was at risk and how you saved it?
What tools or systems have you used to track partner relationships?

Tell me about a partnership or business development initiative that didn't go as planned. What happened and what did you learn?

Areas to Cover

Honest acknowledgment of a challenging situation
Specific actions taken to address the situation
Accountability for their part in the outcome
Learning and growth from the experience
How they applied these lessons to future situations

Possible Follow-up Questions

What early warning signs did you miss?
How did you communicate the issues to stakeholders?
What would you do differently if you could go back?
How have you applied those lessons in subsequent partnerships?

What approaches do you use to measure partnership success, and how do you report results to stakeholders?

Areas to Cover

Understanding of KPIs relevant to partnerships
Methods for tracking partnership performance
Data analysis and interpretation skills
Communication of results to different stakeholders
Examples of reporting frameworks or tools used

Possible Follow-up Questions

What specific metrics do you typically track for partnerships?
How do you handle partnerships that aren't meeting expectations?
How do you tailor your reporting for different stakeholders?
What tools have you used to track and visualize partnership performance?

Interview Scorecard

Partnership Experience

0: Not Enough Information Gathered to Evaluate
1: Limited experience in business development or partnerships
2: Some experience but lacks depth in partnership strategy or execution
3: Solid experience managing partnerships with demonstrated results
4: Extensive, relevant experience with a proven track record of successful partnership development

Strategic Thinking

0: Not Enough Information Gathered to Evaluate
1: Focuses mainly on tactical execution without strategic consideration
2: Demonstrates some strategic thinking but may lack depth or alignment to business objectives
3: Shows clear strategic approach to partnership selection and management
4: Exceptional strategic mindset with proven ability to identify and pursue high-value partnerships

Relationship Building Skills

0: Not Enough Information Gathered to Evaluate
1: Minimal evidence of relationship building capabilities
2: Some relationship skills but may struggle with complex stakeholder management
3: Strong relationship building abilities with good examples of partner management
4: Outstanding interpersonal skills with demonstrated success building and nurturing complex partnerships

Communication Skills

0: Not Enough Information Gathered to Evaluate
1: Communication lacks clarity or effectiveness
2: Adequate communication skills but room for improvement
3: Articulate with good ability to adapt communication style
4: Exceptional communicator who can effectively engage with diverse stakeholders

Outcome: Develop and implement a strategic partnership plan

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Lacks strategic planning experience or methodology
2: Likely to Partially Achieve Goal - Has some planning experience but execution may be inconsistent
3: Likely to Achieve Goal - Demonstrated ability to create and execute partnership plans
4: Likely to Exceed Goal - Exceptional track record of developing and implementing successful partnership strategies

Outcome: Establish and maintain relationships with key industry players

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Limited network or relationship-building capabilities
2: Likely to Partially Achieve Goal - Has some relevant connections but may struggle to develop new relationships
3: Likely to Achieve Goal - Strong network and demonstrated ability to build industry relationships
4: Likely to Exceed Goal - Extensive industry connections and exceptional relationship management abilities

Outcome: Successfully negotiate partnership agreements

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Limited negotiation experience or skills
2: Likely to Partially Achieve Goal - Some negotiation experience but may not maximize value
3: Likely to Achieve Goal - Proven negotiation skills with examples of successful agreements
4: Likely to Exceed Goal - Exceptional negotiator with track record of securing favorable terms

Hiring Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Partnership Strategy Work Sample

Directions for the Interviewer

This work sample is designed to assess the candidate's strategic thinking, presentation skills, and partnership development approach. The exercise asks candidates to develop a partnership strategy for a hypothetical scenario relevant to our business. This will give you insight into their ability to identify opportunities, evaluate potential partners, and develop mutually beneficial relationships.

Evaluate the candidate on:

Quality and creativity of strategic thinking
Consideration of business objectives and potential ROI
Partner selection criteria and evaluation approach
Implementation plan and resource considerations
Presentation skills and ability to answer questions

Provide the candidate with the exercise instructions at least 48 hours before the interview. During the interview, allow 15-20 minutes for their presentation and 20-25 minutes for questions and discussion. The candidate's approach to this exercise will provide valuable insights into how they would tackle real partnership opportunities.

Directions to Share with Candidate

For this exercise, we'd like you to prepare a brief presentation (10-15 slides) outlining a potential partnership strategy for [Company Name]. Please develop a strategy that would help [Company Name] expand its market reach, enhance its product/service offerings, or drive revenue growth through strategic partnerships.

Your presentation should include:

An overview of the partnership strategy and objectives
Criteria for identifying and evaluating potential partners
A shortlist of 2-3 potential partner types or specific organizations that would be valuable to pursue
An outline of the potential value proposition for both [Company Name] and the partners
Implementation approach and key success metrics

This is an opportunity to showcase your strategic thinking and approach to partnership development. We're not looking for deep knowledge of our company, but rather your methodology and creative thinking. You'll have 20 minutes to present, followed by a discussion.

Interview Questions

Walk me through your thought process for developing this partnership strategy. How did you determine which objectives to focus on?

Areas to Cover

Strategic thinking process and framework used
Alignment between partnership strategy and business objectives
Research and analysis conducted to inform the strategy
Prioritization criteria for different partnership objectives
Consideration of company resources and constraints

Possible Follow-up Questions

What other strategic directions did you consider but decide against?
How would you adjust this strategy if our priorities shifted to [alternative goal]?
What information would have been helpful to refine your strategy further?
How did you balance short-term wins versus long-term strategic value?

Tell me more about your criteria for evaluating potential partners. How would you apply these in practice?

Areas to Cover

Framework for partner evaluation and selection
Key criteria considered and their relative importance
Process for gathering information about potential partners
Approach to qualifying and disqualifying potential partners
Balancing multiple factors in decision-making

Possible Follow-up Questions

How would you incorporate feedback from other stakeholders in the partner selection process?
What tools or resources would you use to evaluate potential partners?
How would you prioritize between partners that meet different criteria?
How would you handle a situation where a potential partner doesn't fully meet your criteria but offers unique benefits?

How would you approach the initial outreach and relationship development with these potential partners?

Areas to Cover

Communication strategy for partner outreach
Techniques for building initial rapport and interest
Understanding of partner's potential concerns or priorities
Approach to demonstrating value early in the relationship
Plan for moving from initial contact to substantive discussions

Possible Follow-up Questions

How would you research the right contacts within partner organizations?
What would your first communication typically include?
How do you handle initial resistance or skepticism?
How would you tailor your approach for different types of partners?

What challenges do you anticipate in implementing this partnership strategy, and how would you address them?

Areas to Cover

Realistic assessment of potential obstacles
Internal challenges (resources, alignment, priorities)
External challenges (partner interest, competitive landscape)
Proactive approaches to mitigating risks
Contingency planning and adaptability

Possible Follow-up Questions

How would you secure internal buy-in for this partnership strategy?
What would you do if a key partnership negotiation stalled?
How would you handle competing priorities from different stakeholders?
What if the market conditions changed significantly during implementation?

How would you measure the success of these partnerships, and what would your ongoing management approach look like?

Areas to Cover

Key performance indicators for partnership success
Measurement and reporting framework
Approach to partnership governance and management
Process for addressing underperforming partnerships
Strategy for growing successful partnerships over time

Possible Follow-up Questions

How frequently would you review partnership performance?
What would trigger a reassessment of the partnership strategy?
How would you communicate partnership value to internal stakeholders?
What systems or tools would you implement to track partnership performance?

Interview Scorecard

Strategic Thinking

0: Not Enough Information Gathered to Evaluate
1: Strategy lacks clear direction or business alignment
2: Basic strategy with some alignment to business goals
3: Well-considered strategy with clear alignment to business objectives
4: Exceptional strategy showing innovative thinking and strong business alignment

Partner Selection Approach

0: Not Enough Information Gathered to Evaluate
1: Vague or arbitrary partner selection criteria
2: Basic selection criteria but limited evaluation methodology
3: Clear, comprehensive selection criteria with solid evaluation approach
4: Sophisticated selection framework showing nuanced understanding of partnership dynamics

Value Proposition Development

0: Not Enough Information Gathered to Evaluate
1: One-sided value proposition focused mainly on company benefits
2: Basic mutual value proposition but lacks depth
3: Well-developed mutual value proposition with clear benefits for both parties
4: Exceptional value proposition showing deep understanding of partner motivations and win-win opportunities

Implementation Planning

0: Not Enough Information Gathered to Evaluate
1: Vague implementation plan lacking practical details
2: Basic implementation approach but gaps in execution planning
3: Comprehensive implementation plan with clear action steps
4: Exceptional implementation strategy showing thorough consideration of resources, timelines, and contingencies

Presentation Skills

0: Not Enough Information Gathered to Evaluate
1: Unclear presentation with poor organization or delivery
2: Adequate presentation but room for improvement in clarity or organization
3: Clear, well-organized presentation with effective delivery
4: Exceptional presentation showing outstanding communication and persuasion skills

Outcome: Develop and implement a strategic partnership plan

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Demonstrated planning approach lacks structure or strategic alignment
2: Likely to Partially Achieve Goal - Has basic planning methodology but may miss key considerations
3: Likely to Achieve Goal - Strong planning approach with clear implementation pathway
4: Likely to Exceed Goal - Exceptional strategic planning capabilities with comprehensive implementation methodology

Outcome: Establish and maintain relationships with key industry players

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Approach to relationship development lacks depth or strategy
2: Likely to Partially Achieve Goal - Basic relationship approach but may struggle with complex stakeholders
3: Likely to Achieve Goal - Solid relationship strategy with clear maintenance approach
4: Likely to Exceed Goal - Sophisticated relationship development framework with exceptional stakeholder management approach

Outcome: Successfully negotiate partnership agreements

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Value proposition lacks mutual benefit or negotiation strategy
2: Likely to Partially Achieve Goal - Basic approach to creating value but may not maximize agreement potential
3: Likely to Achieve Goal - Strong understanding of mutual value creation and negotiation approach
4: Likely to Exceed Goal - Exceptional value creation strategy with sophisticated negotiation framework

Hiring Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Chronological Interview (with Hiring Manager)

Directions for the Interviewer

This chronological interview aims to understand the candidate's career progression, focusing on their experience in business development and partnership roles. The goal is to get a detailed picture of their achievements, challenges, growth, and how they've developed their approach to partnerships over time. This interview will help you assess their track record, consistency of performance, and career trajectory.

When conducting this interview, start with their earliest relevant role and move forward chronologically. For each role, use the core questions provided, adapting follow-up questions based on the candidate's responses. Pay attention to:

Concrete examples of partnership successes and failures
How they've grown their skills and approach over time
Consistency in performance across different organizations
How they've handled challenges and what they've learned
Reasons for transitions between roles

Allow 5-10 minutes at the end for the candidate to ask questions. The quality and substance of their questions can provide additional insights into their priorities and approach.

Directions to Share with Candidate

In this interview, I'd like to explore your career journey in business development and partnerships. We'll walk through your relevant roles chronologically, discussing your experiences, achievements, and challenges at each organization. This will help me understand how you've developed your approach to partnerships and how your past experiences have prepared you for this role. I'll also leave time at the end for any questions you might have.

Interview Questions

To start, could you tell me which role in your career you found most fulfilling and why?

Areas to Cover

What aspects of the role they found most engaging
Connection between their interests and the current role
Values and priorities revealed by what they found fulfilling
Growth or achievement elements that motivated them
How their definition of fulfillment might apply to this position

Possible Follow-up Questions

What specific projects or initiatives in that role did you find most rewarding?
How does that experience inform what you're looking for in your next role?
What elements of that fulfilling role do you see in this position?
How has your definition of career fulfillment evolved over time?

Starting with [earliest relevant position], tell me about your role at that company and what attracted you to the opportunity.

Areas to Cover

Role responsibilities and scope
Company context and industry
Reason for joining the organization
Initial objectives and expectations
Reporting structure and team dynamics

Possible Follow-up Questions

What was the state of partnerships or business development when you joined?
How was success defined for your role at that time?
What was the business environment like in that industry then?
What were you hoping to learn or achieve in that position?

What were your most significant partnership or business development achievements in this role?

Areas to Cover

Specific partnership initiatives led
Quantifiable results and impact
Strategies and approaches used
Challenges overcome
Recognition or advancement resulting from achievements

Possible Follow-up Questions

How did you identify these partnership opportunities?
What was your specific contribution to these achievements?
How did these partnerships impact the broader business?
What metrics were used to measure success?
What relationships were critical to your success?

What were the most significant challenges you faced in this role, and how did you handle them?

Areas to Cover

Specific difficult situations or obstacles
Strategic approach to addressing challenges
Actions taken and resources leveraged
Results or outcomes of their efforts
Lessons learned from the experience

Possible Follow-up Questions

What alternatives did you consider when facing this challenge?
Who did you collaborate with to address this situation?
How did this challenge affect your approach going forward?
What would you do differently if faced with a similar situation now?
How did you maintain momentum despite these obstacles?

What led to your transition from this role to the next one in your career?

Areas to Cover

Motivations for changing roles
How the next opportunity aligned with career goals
Professional growth considerations
Decision-making process for career moves
How they evaluated the next opportunity

Possible Follow-up Questions

What were you looking for in your next role that you couldn't find in that position?
How did you approach the search for your next role?
What made you choose that specific next opportunity?
How did you evaluate whether it was the right move?
What skills or experiences were you hoping to gain?

[Repeat previous three questions for each relevant role, moving chronologically through their career]

Looking across your career in business development and partnerships, how has your approach evolved over time?

Areas to Cover

Key lessons learned from experience
Changes in strategy or methodology
Skills developed or refined over time
Adaptation to industry or market changes
Self-awareness and professional growth

Possible Follow-up Questions

What principles have remained constant in your approach to partnerships?
What misconceptions did you have early in your career that you've since corrected?
How has technology or industry evolution changed your approach?
What resources or mentors have influenced your development?
What aspects of partnership development do you still find challenging?

Which of your past roles do you think is most similar to this position, and why?

Areas to Cover

Understanding of current role requirements
Relevant transferable experiences
Self-assessment of fit for the position
Awareness of similarities and differences
Preparation for role transition

Possible Follow-up Questions

What aspects of that experience would be most applicable here?
What differences do you anticipate between that role and this one?
How would you adapt your approach for our organization?
What additional skills or knowledge might you need to develop?
What excites you most about applying those experiences here?

Interview Scorecard

Partnership Development Experience

0: Not Enough Information Gathered to Evaluate
1: Limited or inconsistent partnership development experience
2: Some successful partnerships but lacking breadth or strategic impact
3: Strong track record of developing effective partnerships with clear business impact
4: Exceptional history of strategic partnership development with significant business outcomes

Career Progression

0: Not Enough Information Gathered to Evaluate
1: Erratic career path with limited growth or advancement
2: Steady career path but limited progression in responsibility or impact
3: Clear career progression with increasing responsibility and impact
4: Impressive career trajectory showing consistent advancement and expanded scope

Adaptability and Growth

0: Not Enough Information Gathered to Evaluate
1: Limited evidence of adaptation or professional growth
2: Some adaptation to new situations but slow to evolve approach
3: Clear evidence of learning and evolving approach over time
4: Exceptional adaptability with proactive professional development and continuous improvement

Problem-Solving and Resilience

0: Not Enough Information Gathered to Evaluate
1: Limited demonstration of overcoming significant challenges
2: Basic problem-solving but may struggle with complex obstacles
3: Strong problem-solving abilities with evidence of overcoming significant challenges
4: Exceptional problem-solving capacity with innovative approaches to complex challenges

Strategic Impact

0: Not Enough Information Gathered to Evaluate
1: Minimal evidence of strategic impact on business outcomes
2: Some strategic contributions but limited in scope or impact
3: Clear strategic impact with measurable business outcomes
4: Exceptional strategic contributions that significantly transformed business results

Outcome: Develop and implement a strategic partnership plan

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Limited history of successful partnership strategy development
2: Likely to Partially Achieve Goal - Some success with partnership plans but inconsistent execution
3: Likely to Achieve Goal - Demonstrated success developing and implementing partnership strategies
4: Likely to Exceed Goal - Exceptional track record of creating high-impact partnership strategies

Outcome: Establish and maintain relationships with key industry players

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Limited evidence of building significant industry relationships
2: Likely to Partially Achieve Goal - Some relationship development but may lack depth or strategic focus
3: Likely to Achieve Goal - Strong history of building and maintaining key industry relationships
4: Likely to Exceed Goal - Exceptional network and proven ability to leverage industry relationships

Outcome: Successfully negotiate partnership agreements

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Minimal evidence of successful negotiation experience
2: Likely to Partially Achieve Goal - Some negotiation success but may not maximize partnership value
3: Likely to Achieve Goal - Demonstrated success negotiating effective partnership agreements
4: Likely to Exceed Goal - Exceptional track record of negotiating high-value, complex agreements

Hiring Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Business Development & Partnerships Competency Interview (with Team Leader)

Directions for the Interviewer

This competency interview focuses on evaluating the candidate's abilities in the essential behavioral competencies required for success in this role: strategic thinking, relationship building, commercial awareness, negotiation skills, and results orientation. Through behavioral questions, you'll assess how the candidate has demonstrated these competencies in past experiences.

For each question, listen for specific examples and probe for details using the STAR method (Situation, Task, Action, Result). The follow-up questions will help you gather comprehensive information about the candidate's approach, thought process, and outcomes. Pay particular attention to:

The depth and quality of examples provided
The candidate's thought process and decision-making approach
Evidence of learning and growth from experiences
Alignment between their approach and our company's needs

Allow 5-10 minutes at the end for the candidate to ask questions. The quality and substance of their questions can provide additional insights into their priorities and approach to partnerships.

Directions to Share with Candidate

In this interview, I'd like to explore specific situations from your past experience that demonstrate key competencies for this role. I'll ask you to describe concrete examples of how you've approached certain challenges or opportunities in your previous roles. Please focus on specific situations rather than general approaches, including the context, your actions, and the outcomes. This will help me understand how your experience aligns with what we're looking for in this position.

Interview Questions

Tell me about a time when you identified a strategic partnership opportunity that others hadn't recognized. How did you identify it, and what steps did you take to develop it? (Strategic Thinking)

Areas to Cover

Process for identifying untapped partnership opportunities
Strategic analysis and business case development
Initiative shown in pursuing the opportunity
Stakeholder engagement and buy-in approach
Implementation steps and outcome measurement

Possible Follow-up Questions

What data or insights led you to identify this opportunity?
How did you evaluate the strategic fit with your organization?
What resistance did you encounter and how did you address it?
How did this partnership ultimately impact the business?
What would you do differently if pursuing a similar opportunity now?

Describe a situation where you had to build a relationship with a particularly challenging partner or stakeholder. What approach did you take and what was the outcome? (Relationship Building)

Areas to Cover

Initial assessment of the relationship challenges
Specific relationship-building strategies employed
Communication approaches and adaptations
Patience and persistence in developing trust
Long-term relationship management

Possible Follow-up Questions

What research did you do to understand this stakeholder's perspective?
How did you adapt your communication style for this relationship?
What specific actions helped you break through initial resistance?
How did you know when the relationship had improved?
What did you learn about relationship building from this experience?

Tell me about a partnership negotiation that was particularly complex or challenging. How did you approach it and what was the result? (Negotiation Skills)

Areas to Cover

Preparation and information gathering before negotiation
Understanding of both parties' priorities and constraints
Specific negotiation tactics or approaches used
Management of difficult moments or impasses
Final agreement terms and implementation

Possible Follow-up Questions

How did you prepare for this negotiation?
What were the key sticking points and how did you address them?
How did you find creative solutions to meet both parties' needs?
What compromises were made and how did you decide on them?
How did you ensure the agreement was properly implemented?

Describe a situation where you had to make a complex business case for a partnership opportunity. How did you determine and articulate the potential value? (Commercial Awareness)

Areas to Cover

Analysis of market, industry, and competitive factors
Financial modeling and ROI projections
Value proposition development for both parties
Risk assessment and mitigation strategies
Presentation and persuasion approach

Possible Follow-up Questions

What data sources did you use to build your case?
How did you quantify the potential benefits?
What risks or concerns did you address in your analysis?
How did you tailor your message for different stakeholders?
How accurate were your projections compared to actual results?

Tell me about a time when a partnership wasn't performing as expected. How did you identify the issues and what actions did you take? (Results Orientation)

Areas to Cover

Performance monitoring and issue identification
Root cause analysis of underperformance
Corrective action planning and implementation
Stakeholder communication during challenges
Results of intervention and lessons learned

Possible Follow-up Questions

What metrics or indicators first alerted you to the performance issues?
How did you diagnose the root causes of the problems?
What specific actions did you take to improve performance?
How did you communicate with partners about the issues?
What systems did you put in place to prevent similar problems?

Interview Scorecard

Strategic Thinking

0: Not Enough Information Gathered to Evaluate
1: Reactive approach with limited strategic analysis
2: Basic strategic thinking but lacks depth or business alignment
3: Strong strategic analysis with clear business alignment
4: Exceptional strategic vision with innovative opportunity identification

Relationship Building

0: Not Enough Information Gathered to Evaluate
1: Transactional approach to relationships with limited depth
2: Basic relationship skills but struggles with challenging situations
3: Strong relationship building abilities across diverse stakeholders
4: Exceptional relationship skills with proven ability to navigate complex dynamics

Negotiation Skills

0: Not Enough Information Gathered to Evaluate
1: Basic negotiation approach focused mainly on own position
2: Adequate negotiation skills but may miss win-win opportunities
3: Strong negotiator who finds mutually beneficial solutions
4: Exceptional negotiator who consistently achieves optimal outcomes

Commercial Awareness

0: Not Enough Information Gathered to Evaluate
1: Limited business acumen or financial understanding
2: Basic commercial awareness but lacks sophisticated analysis
3: Strong business acumen with solid value assessment capabilities
4: Exceptional commercial insight with sophisticated business case development

Results Orientation

0: Not Enough Information Gathered to Evaluate
1: Limited focus on outcomes or performance measurement
2: Basic results tracking but reactive to performance issues
3: Strong performance management with proactive optimization
4: Exceptional results focus with sophisticated performance enhancement

Outcome: Develop and implement a strategic partnership plan

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Shows limited strategic planning capability
2: Likely to Partially Achieve Goal - Has basic planning skills but may miss key elements
3: Likely to Achieve Goal - Demonstrated ability to create and execute strategic plans
4: Likely to Exceed Goal - Exceptional strategic planning with innovative implementation approaches

Outcome: Establish and maintain relationships with key industry players

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Demonstrates minimal relationship building skills
2: Likely to Partially Achieve Goal - Has basic relationship skills but may struggle with complex dynamics
3: Likely to Achieve Goal - Strong relationship building approach with consistent results
4: Likely to Exceed Goal - Exceptional relationship development capabilities across diverse stakeholders

Outcome: Successfully negotiate partnership agreements

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Shows limited negotiation skills or commercial awareness
2: Likely to Partially Achieve Goal - Has basic negotiation abilities but may not maximize value
3: Likely to Achieve Goal - Demonstrated success negotiating favorable partnership terms
4: Likely to Exceed Goal - Exceptional negotiator with sophisticated deal structuring capabilities

Hiring Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Executive Stakeholder Interview (Optional - with Department Head)

Directions for the Interviewer

This executive interview serves as a final assessment of the candidate's strategic thinking, cultural fit, and leadership potential. As a senior leader, your perspective is valuable in determining whether the candidate will thrive within our organization and contribute to broader business objectives. This interview should be conversational yet probing, focusing on how the candidate thinks about partnerships at a strategic level and how they would operate within our organization.

Key areas to evaluate include:

Strategic vision for partnerships and business development
Alignment with company culture and values
Executive presence and communication skills
Leadership approach and potential
Ability to operate effectively within the organization

The questions are designed to be open-ended, allowing you to assess both the content of the candidate's responses and how they articulate their thoughts. Pay attention to the candidate's ability to think broadly while also demonstrating practical knowledge.

Directions to Share with Candidate

Thank you for making it to this stage of our interview process. In this conversation, I'd like to understand your perspective on strategic partnerships and how you approach business development at a broader level. I'm interested in learning about your vision, leadership approach, and how you see partnerships contributing to overall business success. This is also an opportunity for you to learn more about our leadership team and ask any questions you might have about our strategy and organization.

Interview Questions

Based on what you've learned about [Company Name], what types of strategic partnerships do you believe would be most valuable for us to pursue, and why?

Areas to Cover

Understanding of company's business model and objectives
Strategic thinking and market awareness
Creativity and innovation in partnership possibilities
Alignment of partnership ideas with business goals
Practical considerations for implementation

Possible Follow-up Questions

How would you prioritize these partnership opportunities?
What research would you conduct to validate these ideas?
What potential challenges do you foresee in pursuing these partnerships?
How would you measure the success of these initiatives?
How have you identified similar opportunities in previous roles?

How do you see the partnerships function integrating with and supporting other departments across the organization?

Areas to Cover

Understanding of cross-functional collaboration
Awareness of potential internal challenges
Communication approach with different stakeholders
Process for aligning priorities across departments
Experience navigating complex organizational dynamics

Possible Follow-up Questions

What specific touchpoints would you establish with each department?
How would you handle competing priorities between departments?
How have you successfully collaborated with [specific department] in the past?
What information or resources would you need from other teams?
How would you measure successful integration with other departments?

Tell me about a time when you had to adapt your partnership strategy due to significant market changes or business pivots.

Areas to Cover

Adaptability and resilience
Strategic agility in changing conditions
Decision-making process during uncertainty
Communication approach during transitions
Results achieved despite changing circumstances

Possible Follow-up Questions

What signals indicated you needed to adapt your strategy?
How did you balance existing commitments with new directions?
How did you communicate changes to partners and stakeholders?
What was the most challenging aspect of this adaptation?
What did you learn from this experience that you apply today?

How do you approach balancing short-term partnership opportunities with long-term strategic relationship building?

Areas to Cover

Strategic thinking and prioritization
Time and resource allocation
Balancing pressure for results with sustainable growth
Portfolio management approach to partnerships
Performance measurement over different time horizons

Possible Follow-up Questions

How do you determine which opportunities deserve immediate focus?
How do you make the case for long-term investments that may not show immediate returns?
How do you manage expectations around partnership timelines?
What framework do you use for evaluating short vs. long-term opportunities?
Can you give an example of successfully balancing these priorities?

What's your leadership philosophy when it comes to building and developing a partnerships or business development team?

Areas to Cover

Leadership style and approach
Team building and development practices
Performance management philosophy
Communication and collaboration methods
Approach to mentoring and growth

Possible Follow-up Questions

How do you identify and develop talent within your team?
How do you foster collaboration within your team and across departments?
How do you handle performance issues with team members?
What team structures have you found most effective?
How do you ensure your team stays aligned with changing business priorities?

Interview Scorecard

Strategic Vision

0: Not Enough Information Gathered to Evaluate
1: Limited strategic insight or market awareness
2: Basic strategic thinking but lacks depth or innovation
3: Strong strategic vision with clear market understanding
4: Exceptional strategic insight with innovative partnership perspectives

Organizational Integration

0: Not Enough Information Gathered to Evaluate
1: Siloed perspective with limited cross-functional awareness
2: Basic understanding of cross-functional needs but lacks sophisticated approach
3: Strong grasp of organizational dynamics with effective integration strategies
4: Exceptional cross-functional perspective with innovative collaboration approaches

Adaptability

0: Not Enough Information Gathered to Evaluate
1: Rigid approach with limited ability to pivot
2: Some adaptability but may struggle with significant changes
3: Strong adaptability with effective change management approach
4: Exceptional agility with proactive strategy adaptation in changing conditions

Strategic Prioritization

0: Not Enough Information Gathered to Evaluate
1: Overly focused on either short-term or long-term to the detriment of balance
2: Basic balancing approach but may lack sophisticated portfolio management
3: Strong prioritization skills with effective balance of time horizons
4: Exceptional strategic portfolio management with sophisticated resource allocation

Leadership Approach

0: Not Enough Information Gathered to Evaluate
1: Limited leadership perspective or development focus
2: Basic leadership philosophy but may lack depth or sophistication
3: Strong leadership approach with clear development and management strategies
4: Exceptional leadership vision with innovative team building and development methods

Outcome: Develop and implement a strategic partnership plan

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Limited strategic vision or planning capability
2: Likely to Partially Achieve Goal - Has basic strategy but may struggle with comprehensive planning
3: Likely to Achieve Goal - Strong strategic planning capabilities with implementation focus
4: Likely to Exceed Goal - Exceptional strategic vision with innovative planning approach

Outcome: Establish and maintain relationships with key industry players

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Limited relationship strategy or industry awareness
2: Likely to Partially Achieve Goal - Basic relationship approach but may lack sophisticated strategy
3: Likely to Achieve Goal - Strong relationship development strategy with industry awareness
4: Likely to Exceed Goal - Exceptional relationship building approach with sophisticated industry insights

Outcome: Successfully negotiate partnership agreements

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Limited negotiation strategy or value creation focus
2: Likely to Partially Achieve Goal - Basic negotiation approach but may not maximize partnership value
3: Likely to Achieve Goal - Strong negotiation strategy with clear value creation focus
4: Likely to Exceed Goal - Exceptional negotiation approach with sophisticated value maximization

Hiring Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Debrief Meeting

Directions for Conducting the Debrief Meeting

The Debrief Meeting is an open discussion for the hiring team members to share the information learned during the candidate interviews. Use the questions below to guide the discussion.

Start the meeting by reviewing the requirements for the role and the key competencies and goals to succeed in the Business Development and Partnerships Manager position.

The meeting leader should strive to create an environment where it is okay to express opinions about the candidate that differ from the consensus or from leadership's opinions.

Scores and interview notes are important data points but should not be the sole factor in making the final decision.

Any hiring team member should feel free to change their recommendation as they learn new information and reflect on what they've learned.

Questions to Guide the Debrief Meeting

Does anyone have any questions for the other interviewers about the candidate?

Guidance: The meeting facilitator should initially present themselves as neutral and try not to sway the conversation before others have a chance to speak up.

Are there any additional comments about the Candidate?

Guidance: This is an opportunity for all the interviewers to share anything they learned that is important for the other interviewers to know.

What evidence did we gather about the candidate's ability to identify and develop strategic partnerships?

Guidance: Focus the discussion on specific examples from the candidate's background that demonstrate this critical ability, including both strengths and potential gaps.

How well did the candidate demonstrate relationship building and negotiation skills?

Guidance: Discuss specific examples from the interviews that highlight the candidate's approach to building and managing key relationships and navigating complex negotiations.

Is there anything further we need to investigate before making a decision?

Guidance: Based on this discussion, you may decide to probe further on certain issues with the candidate or explore specific issues in the reference calls.

Has anyone changed their hire/no-hire recommendation?

Guidance: This is an opportunity for the interviewers to change their recommendation from the new information they learned in this meeting.

If the consensus is no hire, should the candidate be considered for other roles? If so, what roles?

Guidance: Discuss whether engaging with the candidate about a different role would be worthwhile.

What are the next steps?

Guidance: If there is no consensus, follow the process for that situation (e.g., it is the hiring manager's decision). Further investigation may be needed before making the decision. If there is a consensus on hiring, reference checks could be the next step.

Reference Checks

Directions for Conducting Reference Checks

Reference checks are a crucial final step in validating the candidate's experience, skills, and work style. When conducting reference checks for a Business Development and Partnerships Manager candidate, focus on verifying their track record in partnership development, relationship management, negotiation skills, and business impact.

Before the call, review the candidate's resume and interview notes to identify specific areas to explore further. Prepare by identifying which experiences or skills you want to verify or learn more about.

For this role, it's particularly important to speak with previous managers and, if possible, colleagues from partner organizations or internal stakeholders who worked closely with the candidate on partnership initiatives.

Begin each reference call by introducing yourself, explaining the role the candidate is being considered for, and ensuring the reference understands the conversation is confidential. The same questions can be used for multiple references to gain different perspectives on the candidate's abilities and work style.

Questions for Reference Checks

In what capacity did you work with [Candidate], and for how long?

Guidance: Establish the reference's relationship with the candidate and the time period they worked together. This helps contextualize their feedback and assess how recent and relevant their experience with the candidate is.

Can you describe [Candidate]'s responsibilities related to business development or partnership management while working with you?

Guidance: Verify the candidate's role and responsibilities as they've described them in interviews. Listen for confirmation of key projects, partnership initiatives, and level of ownership.

How would you rate [Candidate]'s ability to identify and develop strategic partnerships on a scale of 1-10? Can you provide specific examples that support your rating?

Guidance: Look for concrete examples of partnership initiatives the candidate led or contributed to significantly. Note the impact of these partnerships and how the candidate approached opportunity identification and relationship development.

How would you describe [Candidate]'s approach to building relationships with partners and stakeholders? What were their strengths and areas for development in this regard?

Guidance: Assess the candidate's interpersonal skills and relationship management approach. Listen for examples of how they built trust, handled difficult stakeholders, and maintained productive relationships over time.

Can you share an example of a complex negotiation or partnership agreement that [Candidate] handled? How did they approach it and what was the outcome?

Guidance: Evaluate the candidate's negotiation skills and commercial acumen. Note how they balanced company interests with partner needs and their effectiveness in securing favorable terms.

How did [Candidate] measure and report on partnership performance? How data-driven were they in their approach?

Guidance: Assess the candidate's results orientation and analytical skills. Look for evidence of systematic tracking, meaningful metrics, and a focus on business impact.

What would you say are [Candidate]'s three greatest strengths related to business development and partnership management?

Guidance: Identify core competencies and compare them to what you've observed in interviews. Look for consistency across references in terms of recognized strengths.

What areas of development would you suggest for [Candidate] to become even more effective in a business development and partnerships role?

Guidance: Understand growth areas and potential challenges to success. Consider whether your organization can support the candidate's development needs.

On a scale of 1-10, how likely would you be to hire [Candidate] again for a similar role? Why?

Guidance: This question often elicits more candid feedback than others. Pay attention to hesitation, qualifications in their answer, and the specific reasons given for their rating.

Is there anything else I should know about [Candidate] that would help us make our hiring decision?

Guidance: An open-ended question that may reveal additional insights not covered by previous questions. Listen carefully for subtle cues or new information.

Reference Check Scorecard

Partnership Development Track Record

0: Not Enough Information Gathered to Evaluate
1: Limited or unverified partnership development experience
2: Some verified partnership development with moderate success
3: Strong verified track record of successful partnership development
4: Exceptional verified history of high-impact partnership initiatives

Relationship Building Skills

0: Not Enough Information Gathered to Evaluate
1: References indicate challenges with relationship management
2: References confirm adequate relationship building abilities
3: References highlight strong relationship building as a key strength
4: References provide compelling examples of exceptional relationship management

Negotiation and Commercial Acumen

0: Not Enough Information Gathered to Evaluate
1: References suggest limited negotiation skills or commercial awareness
2: References confirm basic negotiation abilities and business understanding
3: References verify strong negotiation skills and commercial insight
4: References describe outstanding negotiation capabilities and business acumen

Results Orientation

0: Not Enough Information Gathered to Evaluate
1: References indicate inconsistent focus on outcomes or metrics
2: References confirm basic results tracking and achievement
3: References verify strong performance management and consistent results
4: References highlight exceptional results focus and consistent overachievement

Outcome: Develop and implement a strategic partnership plan

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - References indicate limited strategic planning capabilities
2: Likely to Partially Achieve Goal - References confirm basic planning abilities
3: Likely to Achieve Goal - References verify strong strategic planning experience
4: Likely to Exceed Goal - References describe exceptional strategic planning success

Outcome: Establish and maintain relationships with key industry players

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - References suggest challenges with key relationship management
2: Likely to Partially Achieve Goal - References confirm some success with industry relationships
3: Likely to Achieve Goal - References verify strong industry relationship development
4: Likely to Exceed Goal - References highlight exceptional industry network and relationships

Outcome: Successfully negotiate partnership agreements

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - References indicate limited negotiation success
2: Likely to Partially Achieve Goal - References confirm some negotiation achievements
3: Likely to Achieve Goal - References verify consistent success in partnership negotiations
4: Likely to Exceed Goal - References describe exceptional negotiation outcomes

Frequently Asked Questions

How should we adapt this interview guide for candidates with more experience in business development than partnerships, or vice versa?

For candidates with stronger business development backgrounds, focus more on their approach to relationship management and long-term partnership nurturing during interviews. For those with more partnership experience, emphasize questions about prospecting and opportunity identification. The work sample could also be adjusted to focus on their area of development. Remember that complementary strengths can often be developed with proper onboarding and mentoring.

What if a candidate doesn't have experience in our specific industry?

Focus on transferable skills and partnership principles that apply across industries. Ask candidates how they've quickly learned new industries or markets in the past. The partnership strategy work sample will reveal their ability to grasp your business model and identify relevant opportunities regardless of industry background. You may find our article on hiring for potential helpful.

Should we include additional team members in the interview process?

For a Business Development and Partnerships Manager, consider including key stakeholders they'll work closely with, such as representatives from Product, Marketing, or Sales teams. These additional perspectives can provide valuable insights into how well the candidate will collaborate cross-functionally. However, remember to keep your interview team reasonably small to maintain efficiency.

How much weight should we give to the partnership strategy work sample compared to the behavioral interviews?

The work sample demonstrates the candidate's strategic thinking, presentation skills, and approach to partnerships in real-time, making it a powerful predictor of success. However, past behavior in the competency and chronological interviews provides valuable context about their track record. Consider the work sample as one important data point among several, rather than the decisive factor. A structured interview scorecard helps balance these different inputs.

What red flags should we watch for when hiring for this role?

Watch for candidates who focus exclusively on deals without demonstrating relationship management skills, those who can't provide specific examples of partnership results, or those who show limited understanding of mutual value creation. Inconsistencies between reference feedback and interview responses can also be concerning. Pay attention to how they discuss previous partners – respectful language indicates professional maturity.

How can we assess cultural fit for this role without introducing bias?

Rather than evaluating abstract "cultural fit," focus on specific behaviors aligned with your organizational values. For example, if collaboration is a core value, ask behavioral questions about cross-functional work. This approach reduces bias while still assessing alignment with your company's ways of working. The competency interview includes questions designed to reveal working style without introducing unnecessary bias.