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Hiring a second business development executive (BDE) without the foundations of prospecting and a strong lead pool is a little like printing more money when there’s no value behind it. More volume doesn’t automatically create more growth. If one BDE is already keeping up with the current lead flow, adding another person may simply split the same pie into smaller pieces.
Before you recruit, ask the better question: what does the current BDE actually need to perform at a higher level?
Diagnosing the real bottleneck
Growth issues usually sit in one of three categories.
A lead generation issue: If there aren’t enough quality opportunities entering the pipeline, another BDE won’t magically create them. You might need a sharper marketing strategy, better database mining, or improved collaboration with your sales team.
A conversion issue: If leads are coming in but not converting, the problem may be skill-based rather than capacity-based. Your team might need coaching around objection handling or a sharper follow-up discipline.
A prospecting discipline issue: Let’s be honest, when people get busy, prospecting is the first thing to disappear. Every BDE should have a non-negotiable, protected prospecting calendar.
Not every BDE is a 'unicorn'
In real estate, we often expect one person to be brilliant at everything from the "hunt" and the pitch to the admin and onboarding. That person is a unicorn.
Instead, identify what your BDE naturally thrives at. Do they love the chase, or do they shine in long-term relationship building? Structure the role around their strengths rather than trying to clone average roles.
Build around strengths, not weaknesses
High-performance teams are built through complementary design:
The Converter: If they convert well but hate prospecting, provide support to fill their pipeline.
The Presenter: If they love appraisals, keep them in front of clients while support handles the follow-up.
The Relationship Builder: Have them focus on strategic alliances and referral partners.
The final thought for principals
A second BDE can be the right move when lead volume genuinely demands it. However, many businesses hire a new person when what they really need is clarity, structure, or accountability.
The future of growth isn't just headcount; it’s task-based thinking and putting people where they perform best. That’s where real momentum lives.
Are you ready to review your role design? What is the one task your current BDE thrives at that could be scaled with the right support?