Interview Guide for

Business Development & Partnerships Manager

This comprehensive interview guide for a Business Development and Partnerships Manager equips you with the structure and questions needed to evaluate candidates effectively. By focusing on core competencies like strategic thinking, relationship building, and business acumen, you'll identify candidates who can drive growth through successful partnerships. The guide provides a streamlined process with behavioral questions that reveal past performance while maintaining consistency across all candidates.

How to Use This Guide

This interview guide serves as your roadmap for conducting effective, consistent interviews for your Business Development and Partnerships Manager role. Here's how to make the most of it:

Customize for Your Needs - Adapt the questions and competencies to match your specific industry, company culture, and partnership goals.
Collaborate with Your Team - Share this guide with everyone involved in the hiring process to ensure alignment and consistency.
Maintain Interview Structure - Follow the sequence for each candidate to enable fair comparisons and objective evaluations.
Use Follow-up Questions - Dig deeper into candidate responses to get full context and understand their thinking process.
Score Independently - Have each interviewer complete their scorecard before discussing the candidate to prevent groupthink and bias.

For more guidance on conducting effective interviews, check out this helpful resource: How to Conduct a Job Interview.

Job Description

Business Development and Partnerships Manager

About [Company]

[Company] is a leading [Industry] company based in [Location]. We are passionate about [Company Mission/Values] and are committed to [Company Vision]. We are seeking a highly motivated and results-oriented Business Development and Partnerships Manager to join our growing team.

The Role

As the Business Development and Partnerships Manager, you'll play a pivotal role in driving our company's growth through strategic partnerships. You'll identify opportunities that expand our market reach, increase revenue, and strengthen our position in the market. Your ability to build and nurture relationships with key stakeholders will be instrumental to our ongoing success.

Key Responsibilities

Research, identify, and evaluate potential strategic partnership opportunities aligned with [Company]'s business goals
Develop and maintain a robust pipeline of potential partners
Lead negotiations of partnership agreements, including terms, conditions, and revenue-sharing models
Create and present compelling partnership proposals and presentations
Manage and maintain existing partnerships, ensuring their ongoing success and value
Collaborate with internal teams to ensure seamless integration and execution of partnership initiatives
Develop and implement partnership marketing campaigns to drive awareness and generate leads
Track and analyze partnership performance, providing regular reports and recommendations
Monitor industry trends and competitor activities to identify new opportunities
Identify and pursue new business opportunities, including lead generation, market expansion, and new product/service offerings
Develop and execute strategic plans to achieve business development goals
Attend industry events and conferences to represent [Company] and network with potential partners

What We're Looking For

Experience in business development, partnerships, or a related field
Proven track record of identifying, developing, and managing successful partnerships
Strong negotiation, communication, and interpersonal skills
Excellent presentation and public speaking abilities
Self-starter who can work independently while also collaborating effectively with a team
Strong analytical and problem-solving skills
Ability to manage multiple projects simultaneously and prioritize effectively
Adaptability and resourcefulness in approaching complex partnership opportunities
Strategic thinker with the ability to identify long-term value in potential partnerships
Coachable professional who continuously seeks to improve and grow

Why Join [Company]

At [Company], we're not just building a product; we're transforming [Industry]. You'll be joining a team that values innovation, collaboration, and impact. We believe in supporting our employees' professional growth and providing the resources needed to succeed.

Competitive salary: [Pay Range]
Comprehensive benefits package including health, dental, and vision insurance
Flexible work arrangements
Professional development opportunities
Collaborative and innovative work environment

Hiring Process

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

Initial screening call with our recruiter to discuss your background and experience
Work sample exercise where you'll develop a partnership strategy for a hypothetical scenario
Competency interview with the hiring manager focusing on your strategic thinking and relationship-building skills
Chronological interview with our team lead to understand your career progression and past partnerships
Final interview with a member of our executive team

Ideal Candidate Profile (Internal)

Role Overview

The Business Development and Partnerships Manager will drive growth through strategic partnerships, create new revenue streams, and expand our market presence. This role requires someone who can blend business strategy with exceptional relationship management skills to identify opportunities and turn them into valuable partnerships. The ideal candidate combines analytical thinking with persuasive communication, allowing them to both identify valuable partnerships and successfully execute them.

Essential Behavioral Competencies

Strategic Thinking - Ability to connect business objectives with partnership opportunities; can envision long-term value and mutual benefits while anticipating potential challenges and preparing solutions in advance.

Relationship Building - Exceptional ability to establish trust and rapport with diverse stakeholders; creates authentic connections and maintains them through consistent value delivery and effective communication.

Business Acumen - Deep understanding of business fundamentals including revenue models, market dynamics, and competitive landscapes; can quickly grasp how partnerships fit into larger business strategies.

Negotiation Skills - Ability to create win-win agreements that protect company interests while satisfying partner needs; flexible in approach while maintaining clarity on non-negotiable points.

Communication Excellence - Articulates complex ideas clearly to various audiences; creates compelling value propositions and partnership proposals that resonate with potential partners and internal stakeholders.

Desired Outcomes

Develop and implement a strategic partnership plan that increases revenue by at least 15% annually through new channel partnerships
Establish 3-5 strategic partnerships with key industry players that significantly expand our market reach within the first year
Create and maintain a robust pipeline of potential partners that ensures continuous growth opportunities
Develop standardized partnership processes and documentation that improve efficiency and scalability of the partnership program
Collaborate with internal teams to ensure successful integration and execution of partnership initiatives

Ideal Candidate Traits

The ideal Business Development and Partnerships Manager is a strategic thinker who can identify partnership opportunities that align with our business objectives and translate them into actionable plans. They have a proven track record of building and maintaining successful partnerships that drive business growth.

This person is both analytical and personable, able to evaluate opportunities with a critical eye while building authentic relationships. They are persuasive communicators who can articulate value propositions clearly and negotiate mutually beneficial agreements.

The right candidate demonstrates curiosity about our industry and potential partners, asks insightful questions, and listens actively. They are self-motivated problem-solvers who can work independently while also collaborating effectively with internal teams.

They have strong project management skills, able to juggle multiple partnership initiatives simultaneously without dropping the ball on any of them. Finally, they show resilience and persistence in pursuing partnership opportunities, understanding that success often requires patience and multiple approaches.

Screening Interview

Directions for the Interviewer

This initial screening interview aims to quickly assess whether candidates have the fundamental skills, experience, and mindset needed for the Business Development and Partnerships Manager role. Focus on understanding their partnership experience, strategic thinking abilities, and communication skills.

Listen for evidence of successful partnership development, quantifiable results, and their approach to building relationships. Note how well they articulate their experiences and whether they demonstrate understanding of business fundamentals. This interview should help you determine if the candidate's background and approach align with your partnership goals.

Start by briefly introducing yourself and explaining the interview process. Allow about 25-30 minutes for questions and save 5-10 minutes at the end for the candidate to ask questions. Pay attention to both what candidates say and how they communicate, as this role requires excellent verbal communication skills.

Directions to Share with Candidate

During this conversation, I'll be asking about your experience with business development and partnerships. I'm interested in learning about specific examples of partnerships you've developed and managed, your approach to identifying opportunities, and how you build and maintain relationships. This helps us understand how your experience aligns with what we're looking for. Feel free to ask clarifying questions if needed, and we'll save time at the end for you to ask any questions you have about the role or company.

Interview Questions

Tell me about your experience in business development and partnership roles. What types of partnerships have you developed and what results did they generate?

Areas to Cover

Types of partnerships they've developed (channel, strategic, technology, etc.)
Scale and scope of partnerships (size, revenue impact, strategic importance)
Specific results generated from partnerships (revenue, market expansion, etc.)
Their specific role in developing these partnerships
Industries and markets they've worked with

Possible Follow-up Questions

How did you identify these partnership opportunities?
What was the most challenging partnership you've developed and why?
How did you measure the success of these partnerships?
What was your approach to selecting which potential partners to pursue?

Walk me through your process for identifying potential partners and turning them into successful partnerships.

Areas to Cover

Research methods and criteria for identifying potential partners
Approach to initial outreach and relationship building
Due diligence and evaluation process
Negotiation strategies and tactics
Implementation and management of partnerships
How they handle challenges or obstacles in the process

Possible Follow-up Questions

How do you prioritize potential partnership opportunities?
Can you share an example of a partnership that didn't work out and what you learned?
How do you align partnership opportunities with business objectives?
What tools or resources do you use to track and manage your partnership pipeline?

Describe a situation where you had to negotiate a complex partnership agreement. What was your approach and what was the outcome?

Areas to Cover

The complexity factors in the negotiation (multiple stakeholders, technical constraints, etc.)
Their preparation and planning process
Specific negotiation strategies and tactics employed
How they handled objections or resistance
The final outcome and any compromises made
Lessons learned from the experience

Possible Follow-up Questions

What were the most challenging aspects of this negotiation?
How did you prepare for this negotiation?
How did you ensure the agreement was beneficial for both parties?
If you could do it again, what would you do differently?

How do you build and maintain relationships with partners to ensure ongoing success?

Areas to Cover

Communication cadence and methods
Performance tracking and reporting
How they handle issues or conflicts
Value-add activities beyond the formal agreement
Long-term relationship development strategies
Examples of turning a good partnership into a great one

Possible Follow-up Questions

How do you handle partnerships that aren't meeting expectations?
What do you do to ensure partners feel valued beyond the contractual relationship?
How do you balance managing existing partnerships with developing new ones?
Can you share an example of reviving a struggling partnership?

Tell me about a time when you had to collaborate with internal teams to execute a partnership initiative. How did you ensure alignment and successful execution?

Areas to Cover

The teams involved and their roles
Communication and coordination methods
How they built buy-in and alignment
Challenges faced and how they were overcome
Results achieved through the collaboration
Leadership skills demonstrated

Possible Follow-up Questions

How did you handle any resistance from internal teams?
What would you do differently if you were to lead this initiative again?
How did you ensure all teams understood the partnership's strategic importance?
What systems or processes did you implement to facilitate the collaboration?

How do you stay current on industry trends and identify emerging partnership opportunities before competitors?

Areas to Cover

Information sources and research methods
Networking strategies
How they evaluate emerging trends
Examples of identifying opportunities before they became obvious
How they validate potential opportunities
Decision-making process for pursuing new types of partnerships

Possible Follow-up Questions

Can you give an example of an emerging trend you identified that led to a successful partnership?
How do you distinguish between temporary trends and fundamental shifts in the market?
How do you balance pursuing innovative partnerships with proven partnership models?
How do you evaluate the potential risks and rewards of emerging partnership opportunities?

Interview Scorecard

Strategic Thinking

0: Not Enough Information Gathered to Evaluate
1: Shows little evidence of connecting business goals to partnership opportunities
2: Demonstrates basic ability to align partnerships with business objectives
3: Consistently identifies partnerships that advance strategic goals
4: Exceptional ability to envision innovative partnership opportunities that create substantial value

Relationship Building

0: Not Enough Information Gathered to Evaluate
1: Focuses primarily on transactions rather than relationships
2: Shows some evidence of relationship building skills
3: Demonstrates strong ability to develop and maintain partner relationships
4: Exceptional relationship builder with evidence of turning relationships into significant business value

Business Acumen

0: Not Enough Information Gathered to Evaluate
1: Limited understanding of business fundamentals
2: Basic understanding of business models and partnership economics
3: Strong grasp of business contexts and value creation through partnerships
4: Sophisticated understanding of complex business models and partnership structures

Communication Skills

0: Not Enough Information Gathered to Evaluate
1: Communication lacks clarity or persuasiveness
2: Adequately communicates ideas but may lack polish
3: Communicates clearly and persuasively
4: Exceptional communicator who tailors message effectively to different audiences

Develop and implement a strategic partnership plan that increases revenue by at least 15% annually

0: Not Enough Information Gathered to Evaluate
1: Unlikely to achieve revenue growth targets through partnerships
2: May achieve some revenue growth but likely below 15% target
3: Likely to achieve the 15% revenue growth target
4: Likely to exceed the 15% revenue growth target substantially

Establish 3-5 strategic partnerships with key industry players within the first year

0: Not Enough Information Gathered to Evaluate
1: Unlikely to establish significant partnerships at the pace needed
2: May establish 1-2 partnerships but struggle to reach the target
3: Likely to achieve the target of 3-5 strategic partnerships
4: Likely to exceed target with high-quality strategic partnerships

Create and maintain a robust pipeline of potential partners

0: Not Enough Information Gathered to Evaluate
1: Approach to pipeline development seems reactive or limited
2: Shows some ability to develop a partnership pipeline
3: Demonstrates methodical approach to building a strong partnership pipeline
4: Exceptional pipeline development strategy with innovative sourcing methods

Hiring Recommendation

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

Work Sample: Partnership Strategy Development

Directions for the Interviewer

This work sample assesses the candidate's ability to develop a strategic partnership plan based on a realistic business scenario. It evaluates their strategic thinking, business acumen, and ability to create compelling partnership proposals.

Prior to the interview, send the candidate the scenario below and ask them to prepare a partnership strategy presentation (10-15 minutes) that they will deliver during the interview. Allow them 48 hours to prepare. After their presentation, spend 15-20 minutes asking follow-up questions to understand their thought process, how they prioritized opportunities, and how they would execute on their proposed strategy.

Observe how well they:

Identify relevant potential partners that align with business objectives
Develop a compelling value proposition for both parties
Outline a practical implementation approach
Anticipate and address potential challenges
Structure their presentation and communicate ideas clearly

This exercise reveals how candidates approach partnership development in practice and provides insight into their strategic thinking, creativity, and communication skills.

Directions to Share with Candidate

For this exercise, we'd like you to develop a partnership strategy for a hypothetical scenario. Imagine you are the newly hired Business Development and Partnerships Manager at [Company], a [brief description of company based on actual role]. Your goal is to identify and develop strategic partnerships that will help the company [specific business objective relevant to the role].

Please prepare a 10-15 minute presentation that outlines:

2-3 potential partnership categories or specific partners you would target
The strategic rationale for each partnership type (why these partnerships make sense)
The value proposition for both [Company] and the potential partners
Your approach to prioritizing and pursuing these opportunities
Key considerations for successful implementation
How you would measure success

We're interested in your strategic thinking and approach rather than specific industry knowledge. You'll present this during our interview, after which we'll have a discussion about your strategy. Feel free to use slides or any format you prefer for your presentation.

Interview Questions

What research would you conduct to identify these potential partners in a real-world scenario?

Areas to Cover

Sources of information they would use
Criteria for evaluating potential partners
How they would validate partner fit
Methods for gaining competitive intelligence
Timeline for conducting this research

Possible Follow-up Questions

How would you prioritize which partners to approach first?
What red flags would make you reconsider a seemingly good partner?
How would you assess a potential partner's culture fit with our organization?
What information would be most important to gather before the first conversation?

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

Areas to Cover

Internal challenges (resource constraints, competing priorities, etc.)
External challenges (partner hesitation, competitive landscape, etc.)
Risk mitigation strategies
Contingency planning
Change management considerations
Timeline management

Possible Follow-up Questions

How would you handle resistance from internal stakeholders?
What would you do if a key partner suddenly changed their priorities?
How would you address resource constraints that might impact implementation?
How flexible is this strategy if market conditions change?

How would you structure the partnership agreements to ensure mutual benefit and long-term success?

Areas to Cover

Key components of the partnership agreement
Performance metrics and accountability measures
Revenue/value sharing models
Term and renewal considerations
Exclusivity considerations
Exit strategies
Governance structure

Possible Follow-up Questions

How would you handle underperforming partnerships?
What mechanisms would you include to adapt as conditions change?
How would you balance our company's interests with creating a fair deal?
What types of partnership models have you found most successful in the past?

Interview Scorecard

Strategic Partnership Identification

0: Not Enough Information Gathered to Evaluate
1: Identified partnerships with limited strategic relevance
2: Selected reasonable partnerships with some strategic alignment
3: Identified high-potential partnerships with clear strategic fit
4: Exceptional identification of innovative, high-value partnership opportunities

Value Proposition Development

0: Not Enough Information Gathered to Evaluate
1: Value proposition is vague or one-sided
2: Developed basic value proposition that addresses both parties' needs
3: Created compelling value proposition with clear benefits for all parties
4: Developed exceptional value proposition that reveals unique insights

Implementation Planning

0: Not Enough Information Gathered to Evaluate
1: Implementation plan lacks detail or practicality
2: Basic implementation approach with reasonable steps
3: Comprehensive implementation plan addressing key factors
4: Sophisticated implementation strategy with contingencies and risk mitigation

Communication and Presentation

0: Not Enough Information Gathered to Evaluate
1: Presentation was disorganized or unclear
2: Adequately communicated ideas but lacked polish
3: Well-structured presentation with clear communication
4: Exceptional presentation with compelling storytelling and persuasive elements

Develop and implement a strategic partnership plan that increases revenue by at least 15% annually

0: Not Enough Information Gathered to Evaluate
1: Strategy unlikely to achieve significant revenue growth
2: Strategy may generate some revenue growth but below target
3: Strategy likely to achieve the 15% revenue growth target
4: Strategy likely to exceed the 15% revenue growth target substantially

Establish 3-5 strategic partnerships with key industry players within the first year

0: Not Enough Information Gathered to Evaluate
1: Approach unlikely to yield significant partnerships quickly
2: May establish some partnerships but below target rate
3: Strategy likely to achieve the partnership establishment target
4: Strategy likely to exceed partnership targets with high-quality relationships

Create and maintain a robust pipeline of potential partners

0: Not Enough Information Gathered to Evaluate
1: Limited approach to pipeline development
2: Basic pipeline strategy with some ongoing sources
3: Strong pipeline development approach with multiple sourcing methods
4: Innovative, comprehensive pipeline strategy ensuring continuous opportunities

Chronological Interview

Directions for the Interviewer

This chronological interview aims to understand the candidate's career progression and assess their experience developing and managing partnerships over time. By walking through their career history, you'll gain insights into their growth, accomplishments, challenges, and how they've applied their partnership development skills in different contexts.

Focus on understanding the scope and impact of partnerships they've managed, how they've handled challenges, and how their approach has evolved over time. This interview helps you assess whether their experience level matches what you need and whether they've demonstrated consistent success in partnership roles.

Structure the conversation chronologically, starting with their earlier relevant roles and moving forward. For each role, use the core questions below, adapting them to the specifics of each position. Allow approximately 60 minutes for this interview, spending more time on recent and relevant roles.

Directions to Share with Candidate

In this interview, I'd like to understand your career journey, particularly focusing on your experience with business development and partnerships. We'll walk through your relevant roles chronologically, discussing your responsibilities, accomplishments, and learnings in each position. I'll ask similar questions about each role to understand how your experience and approach have evolved over time. This helps us get a comprehensive picture of your career progression and partnership experience.

Interview Questions

Let's start with a big-picture question: Of all the partnerships you've developed in your career, which one are you most proud of and why?

Areas to Cover

The strategic importance of the partnership
The complexity or challenges involved
Their specific contributions to making it successful
Measurable impact of the partnership
Why this particular partnership stands out to them
What they learned from the experience

Possible Follow-up Questions

What made this partnership particularly challenging?
How did you measure the success of this partnership?
What aspects of this partnership would you want to replicate in future partnerships?
How did this partnership influence your approach to subsequent partnerships?

Now let's talk about your role at [Previous Company]. What attracted you to this opportunity and what were your main responsibilities?

Areas to Cover

Their reasons for joining the company
Overview of their partnership/business development responsibilities
Size and structure of their team
Types of partnerships they were responsible for
How their role fit into the broader organization
Performance expectations and metrics

Possible Follow-up Questions

How did your role evolve during your time there?
What was the partnership strategy when you joined, and did you help shape it?
How was success measured for your position?
What resources did you have to support partnership development?

Tell me about the most significant partnerships you developed at [Previous Company]. What was your approach and what results did they generate?

Areas to Cover

The strategic objectives of these partnerships
Their process for identifying and developing these opportunities
Challenges faced and how they overcame them
Their role in negotiating and structuring the agreements
Quantifiable results and business impact
How they managed these partnerships over time

Possible Follow-up Questions

How did you prioritize which partnership opportunities to pursue?
What was your negotiation strategy for these partnerships?
How did you ensure these partnerships remained successful over time?
What would you do differently if you were developing these partnerships today?

What were the biggest challenges you faced in your partnership role at [Previous Company] and how did you handle them?

Areas to Cover

Specific obstacles or constraints they encountered
Their problem-solving approach
Resources or support they leveraged
Results of their actions
Lessons learned from these challenges
How these experiences shaped their approach going forward

Possible Follow-up Questions

How did you adapt your partnership strategy based on these challenges?
What resources or support would have made these challenges easier to overcome?
How did you manage stakeholder expectations during difficult periods?
What systems or processes did you implement to prevent similar issues?

Describe your relationship with leadership and other departments at [Previous Company]. How did you collaborate to execute partnership initiatives?

Areas to Cover

Their approach to stakeholder management
Cross-functional collaboration methods
How they built buy-in for partnership initiatives
How they managed potential conflicts or competing priorities
Their communication style with different stakeholders
How they ensured partnership goals aligned with broader business objectives

Possible Follow-up Questions

How did you handle situations where there was resistance to a partnership opportunity?
What strategies did you use to ensure smooth partnership implementation across teams?
How did you communicate partnership value to different stakeholders?
What was your approach when partnership goals conflicted with other department priorities?

What would your manager and partners say were your strengths and areas for improvement in this role?

Areas to Cover

Self-awareness about their performance
Specific strengths relevant to partnership development
Honest assessment of development areas
Steps taken to address improvement areas
Feedback they've received from managers and partners
Growth mindset and receptiveness to feedback

Possible Follow-up Questions

How have you worked to improve in those development areas?
How has your management style or partnership approach evolved based on feedback?
What specific steps have you taken to leverage your strengths more effectively?
How do you solicit and incorporate feedback from partners?

Which job you've had does this Business Development and Partnerships Manager role remind you of the most, and why?

Areas to Cover

Their understanding of the current role requirements
Relevant past experiences and transferable skills
Specific parallels they see between past roles and this position
How their past successes could translate to this role
Awareness of potential differences and how they would adapt
Their enthusiasm for aspects of the role that align with their experience

Possible Follow-up Questions

What aspects of this role seem different from your past experience, and how would you approach those?
What lessons from that previous role would you apply here?
Based on that comparison, what do you think would be your biggest challenge in this role?
What excites you most about applying your experience from that role to this position?

Interview Scorecard

Partnership Development Experience

0: Not Enough Information Gathered to Evaluate
1: Limited experience developing significant partnerships
2: Some experience developing partnerships with moderate impact
3: Strong track record of developing valuable partnerships
4: Exceptional history of developing innovative, high-impact partnerships

Career Progression

0: Not Enough Information Gathered to Evaluate
1: Limited growth in responsibility or partnership complexity
2: Some progression in partnership roles and responsibilities
3: Clear progression with increasing responsibility and partnership scope
4: Exceptional career growth with demonstrated excellence at each level

Problem-Solving Ability

0: Not Enough Information Gathered to Evaluate
1: Limited evidence of overcoming significant partnership challenges
2: Has resolved some partnership obstacles with reasonable approaches
3: Consistently overcomes challenges with effective solutions
4: Exceptional problem-solver who turns obstacles into opportunities

Stakeholder Management

0: Not Enough Information Gathered to Evaluate
1: Limited success managing complex stakeholder relationships
2: Some evidence of effective stakeholder management
3: Strong history of building stakeholder alignment and support
4: Exceptional stakeholder manager who creates enthusiastic buy-in

Develop and implement a strategic partnership plan that increases revenue by at least 15% annually

0: Not Enough Information Gathered to Evaluate
1: Limited history of driving revenue growth through partnerships
2: Some evidence of revenue impact but below target level
3: Track record suggests ability to achieve 15% revenue growth target
4: History demonstrates consistent ability to exceed revenue growth targets

Establish 3-5 strategic partnerships with key industry players within the first year

0: Not Enough Information Gathered to Evaluate
1: Past performance suggests difficulty meeting partnership targets
2: History shows ability to establish partnerships but at slower pace
3: Track record indicates ability to establish partnerships at target rate
4: History of exceeding partnership establishment targets consistently

Create and maintain a robust pipeline of potential partners

0: Not Enough Information Gathered to Evaluate
1: Limited evidence of systematic pipeline development
2: Some history of building partnership pipelines
3: Strong track record of creating sustainable partnership pipelines
4: Exceptional history of innovative pipeline development approaches

Strategic Thinking Competency Interview

Directions for the Interviewer

This interview focuses on assessing the candidate's strategic thinking capabilities as they relate to business development and partnerships. The goal is to understand how the candidate identifies opportunities, evaluates their strategic fit, and develops plans to capitalize on them.

The questions are designed to explore past behaviors that demonstrate strategic thinking in partnership contexts. Listen for evidence of the candidate's ability to connect business objectives to partnership opportunities, anticipate challenges, and develop comprehensive approaches to partnership development.

Pay attention to the depth of their strategic analysis, how they balanced short-term gains with long-term value, and their ability to adapt strategies when circumstances changed. This interview should reveal whether the candidate thinks beyond tactical execution to develop truly strategic partnership approaches.

Allow approximately 45-60 minutes for this interview, with each question taking about 8-10 minutes, leaving time for introductions and candidate questions at the end.

Directions to Share with Candidate

In this interview, I'll ask you about specific situations from your past experience that demonstrate your strategic thinking abilities, particularly as they relate to business development and partnerships. For each question, I'm looking for detailed examples that show how you've approached partnership opportunities strategically. Please focus on your specific contributions and thought processes, including how you identified opportunities, evaluated their strategic fit, and developed plans to capitalize on them. This helps us understand how you approach partnership strategy and execution.

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

How they spotted the opportunity that others missed
Their process for evaluating the strategic fit
How they built a business case for pursuing the opportunity
Steps taken to develop the partnership
Results achieved from the partnership
Lessons learned from the experience

Possible Follow-up Questions

What data or insights led you to identify this opportunity?
How did you convince others of the strategic value?
What challenges did you face in developing this partnership?
How did this partnership align with broader business objectives?

Describe a situation where you had to develop a long-term partnership strategy. What factors did you consider, and how did you balance short-term gains with long-term value? (Strategic Thinking, Business Acumen)

Areas to Cover

The strategic context and business objectives
Their process for developing the partnership strategy
Factors they considered in their analysis
How they balanced immediate results with long-term potential
How they measured success at different stages
The outcomes of their strategy

Possible Follow-up Questions

How did you involve other stakeholders in developing this strategy?
What potential risks did you identify, and how did you plan to mitigate them?
How did you adapt your strategy as conditions changed?
What would you do differently if you were developing this strategy today?

Tell me about a time when market conditions or business priorities changed, and you had to adapt your partnership strategy. How did you approach this situation? (Strategic Thinking, Adaptability)

Areas to Cover

The nature of the change and its impact on existing strategy
Their process for reassessing the situation
How they gathered input and made decisions
Specific changes made to the partnership strategy
How they communicated and implemented the changes
Results achieved from the adapted strategy

Possible Follow-up Questions

How did you recognize that the strategy needed to change?
How did you balance maintaining existing partnerships while shifting strategy?
What resistance did you encounter, and how did you address it?
What did this experience teach you about developing adaptive partnership strategies?

Interview Scorecard

Strategic Thinking

0: Not Enough Information Gathered to Evaluate
1: Thinks tactically with limited strategic perspective
2: Shows some ability to connect actions to broader strategy
3: Consistently demonstrates strategic thinking in partnership decisions
4: Exceptional strategic thinker who identifies innovative partnership opportunities

Business Acumen

0: Not Enough Information Gathered to Evaluate
1: Limited understanding of business fundamentals
2: Basic grasp of business concepts and partnership economics
3: Strong business understanding that informs partnership strategy
4: Sophisticated business acumen that drives high-value partnership creation

Adaptability

0: Not Enough Information Gathered to Evaluate
1: Struggles to adjust strategy when conditions change
2: Can adapt plans with guidance when necessary
3: Effectively adjusts strategy in response to changing conditions
4: Proactively anticipates changes and adapts strategy ahead of the curve

Analytical Thinking

0: Not Enough Information Gathered to Evaluate
1: Analysis lacks depth or consideration of key factors
2: Conducts basic analysis of partnership opportunities
3: Thorough analysis that considers multiple factors and scenarios
4: Exceptional analytical approach that reveals unique insights

Develop and implement a strategic partnership plan that increases revenue by at least 15% annually

0: Not Enough Information Gathered to Evaluate
1: Strategic approach unlikely to drive significant revenue growth
2: May generate some revenue growth but below target level
3: Strategic thinking likely to achieve 15% revenue growth target
4: Strategic capabilities likely to substantially exceed revenue targets

Establish 3-5 strategic partnerships with key industry players within the first year

0: Not Enough Information Gathered to Evaluate
1: Strategic approach unlikely to yield partnerships at target rate
2: May establish some partnerships but likely below target
3: Strategic capabilities likely to achieve partnership establishment target
4: Strategic approach likely to exceed partnership targets with high-quality relationships

Create and maintain a robust pipeline of potential partners

0: Not Enough Information Gathered to Evaluate
1: Limited strategic approach to pipeline development
2: Basic strategic framework for partnership pipeline
3: Strong strategic approach to building a sustainable pipeline
4: Innovative strategic thinking that ensures continuous pipeline growth

Relationship Building Competency Interview

Directions for the Interviewer

This interview focuses on assessing the candidate's relationship building capabilities, which are critical for successful partnership development and management. The goal is to understand how the candidate establishes trust, maintains relationships, and navigates complex interpersonal dynamics in business contexts.

The questions are designed to explore past behaviors that demonstrate relationship building in partnership contexts. Listen for evidence of the candidate's ability to establish rapport with diverse stakeholders, build trust in challenging situations, and maintain productive relationships over time.

Pay attention to their communication style, empathy, authenticity, and ability to manage conflicts effectively. This interview should reveal whether the candidate can build the strong relationships necessary for successful partnerships.

Allow approximately 45-60 minutes for this interview, with each question taking about 8-10 minutes, leaving time for introductions and candidate questions at the end.

Directions to Share with Candidate

In this interview, I'll ask you about specific situations from your past experience that demonstrate your relationship building abilities, which are essential for successful partnerships. For each question, I'm looking for detailed examples that show how you've built and maintained relationships with partners and stakeholders. Please focus on your approach to building trust, communicating effectively, and navigating complex interpersonal dynamics. This helps us understand how you build the relationships that are fundamental to successful partnerships.

Interview Questions

Tell me about a time when you had to build a relationship with a challenging stakeholder or partner. How did you approach this situation and what was the outcome? (Relationship Building)

Areas to Cover

The nature of the challenge in the relationship
Their approach to understanding the stakeholder's perspective
Specific actions taken to build rapport and trust
How they adapted their communication style
The evolution of the relationship over time
The ultimate outcome and impact on business objectives

Possible Follow-up Questions

What specific barriers did you need to overcome in this relationship?
How did you identify the stakeholder's priorities and concerns?
What did you learn about yourself from this experience?
How has this experience influenced your approach to difficult relationships?

Describe a situation where you had to rebuild trust in a partnership that was deteriorating or underperforming. What actions did you take? (Relationship Building, Communication Excellence)

Areas to Cover

The factors that led to the deteriorating relationship
How they assessed the situation and identified issues
Their approach to having difficult conversations
Specific steps taken to rebuild trust
How they monitored improvement in the relationship
The outcome of their efforts

Possible Follow-up Questions

How did you recognize the partnership was in trouble?
What was the most challenging aspect of rebuilding this relationship?
How did you ensure both parties' needs were addressed?
What systems or processes did you put in place to maintain the improved relationship?

Tell me about a time when you had to manage relationships with multiple stakeholders who had competing priorities in a partnership context. How did you navigate this situation? (Relationship Building, Negotiation Skills)

Areas to Cover

The nature of the competing priorities
Their approach to understanding each stakeholder's perspectives
How they found common ground or areas of alignment
Their communication strategy with different stakeholders
How they facilitated compromise or resolution
The outcome and impact on the partnership

Possible Follow-up Questions

How did you prioritize which stakeholder needs to address first?
What techniques did you use to facilitate productive conversations?
How did you maintain relationships with stakeholders whose priorities couldn't be fully met?
What would you do differently if faced with a similar situation in the future?

Interview Scorecard

Relationship Building

0: Not Enough Information Gathered to Evaluate
1: Struggles to establish rapport or build trust
2: Can develop basic working relationships
3: Consistently builds strong, trust-based relationships
4: Exceptional relationship builder who turns connections into business value

Communication Excellence

0: Not Enough Information Gathered to Evaluate
1: Communication lacks clarity, empathy, or effectiveness
2: Communicates adequately in most situations
3: Strong communicator who adapts style to different audiences
4: Exceptional communicator who inspires trust and action

Negotiation Skills

0: Not Enough Information Gathered to Evaluate
1: Negotiation approach is one-sided or positional
2: Basic negotiation skills focused on compromise
3: Effective negotiator who creates win-win solutions
4: Masterful negotiator who creates unexpected value for all parties

Conflict Resolution

0: Not Enough Information Gathered to Evaluate
1: Avoids conflict or handles it ineffectively
2: Basic ability to address and resolve conflicts
3: Effectively manages conflicts to strengthen relationships
4: Transforms conflicts into opportunities for relationship growth

Develop and implement a strategic partnership plan that increases revenue by at least 15% annually

0: Not Enough Information Gathered to Evaluate
1: Relationship approach unlikely to drive revenue growth
2: May generate some revenue growth through relationships
3: Relationship skills likely to support achieving revenue targets
4: Exceptional relationship abilities likely to exceed revenue targets

Establish 3-5 strategic partnerships with key industry players within the first year

0: Not Enough Information Gathered to Evaluate
1: Relationship skills insufficient to establish partnerships quickly
2: May establish some partnerships but below target rate
3: Relationship abilities likely to achieve partnership establishment target
4: Exceptional relationship skills likely to exceed partnership targets

Create and maintain a robust pipeline of potential partners

0: Not Enough Information Gathered to Evaluate
1: Limited relationship network to develop partnership pipeline
2: Basic relationship approach to building a pipeline
3: Strong relationship skills that support pipeline development
4: Exceptional networking abilities that ensure continuous opportunities

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 for success 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.

Based on our interviews, how well does the candidate align with our partnership strategy and goals?

Guidance: Discuss how the candidate's approach to partnerships aligns with your company's specific needs and strategy.

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 Calls

Directions for Conducting Reference Checks

Reference checks provide crucial validation of the candidate's past performance and working relationships. They offer an opportunity to verify information from the interviews and gain additional insights about the candidate's partnership development skills, relationship management abilities, and overall work style.

When conducting reference checks for a Business Development and Partnerships Manager, focus on understanding the candidate's track record of developing successful partnerships, their strategic thinking abilities, and how they build and maintain relationships.

Try to speak with references who directly observed the candidate's partnership work – former managers, colleagues who worked closely with them on partnership initiatives, and if possible, actual partners they worked with. Prepare the candidate by asking them to notify their references in advance and briefly explain the role they've applied for.

Introduce yourself clearly, explain the purpose of the call, ensure confidentiality, and be respectful of the reference's time. Take detailed notes and listen for both what is said and what might be conspicuously omitted. Consider conducting at least three reference checks to get a well-rounded view of the candidate.

Questions for Reference Checks

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

Guidance: Establish the nature and duration of the relationship to understand the reference's perspective and the validity of their insights. Ask follow-up questions to understand how closely they observed the candidate's partnership development work.

Can you describe [Candidate]'s role in developing and managing partnerships? What were their key responsibilities and accomplishments?

Guidance: Listen for specific examples that confirm the candidate's claimed experience and achievements. Note the scale and scope of partnerships they handled and results they generated. Pay attention to how the reference describes the candidate's contributions to partnership success.

How would you describe [Candidate]'s approach to identifying partnership opportunities and developing partnership strategies?

Guidance: This question assesses the candidate's strategic thinking abilities. Listen for evidence of how they connected business objectives to partnership opportunities, their analytical approach, and their creativity in finding valuable partnerships.

What are [Candidate]'s greatest strengths when it comes to building and maintaining relationships with partners?

Guidance: Focus on relationship building skills, communication style, and ability to establish trust. Note examples of how they handled difficult relationships or navigated complex stakeholder dynamics.

Can you tell me about a challenging partnership situation that [Candidate] handled, and how they approached it?

Guidance: This reveals problem-solving abilities and resilience. Listen for how they approached obstacles, whether they maintained positive relationships despite challenges, and what results they achieved.

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

Guidance: This direct question often reveals the reference's true impression. Pay attention to both the rating and the explanation. Anything below an 8 warrants follow-up questions to understand reservations.

Is there anything else I should know about [Candidate]'s skills, work style, or areas for development that would help them succeed in this role?

Guidance: This open-ended question often yields valuable insights not covered by previous questions. Listen carefully for both strengths and potential development areas.

Reference Check Scorecard

Strategic Partnership Development

0: Not Enough Information Gathered to Evaluate
1: Reference indicates limited strategic partnership abilities
2: Reference suggests adequate strategic partnership capabilities
3: Reference confirms strong strategic partnership development skills
4: Reference enthusiastically endorses exceptional strategic partnership abilities

Relationship Building

0: Not Enough Information Gathered to Evaluate
1: Reference suggests challenges with building effective relationships
2: Reference indicates satisfactory relationship building skills
3: Reference confirms strong relationship building abilities
4: Reference enthusiastically endorses exceptional relationship building skills

Business Acumen

0: Not Enough Information Gathered to Evaluate
1: Reference indicates limited business knowledge or understanding
2: Reference suggests adequate business understanding
3: Reference confirms strong business acumen that informed partnerships
4: Reference enthusiastically endorses sophisticated business understanding

Communication Excellence

0: Not Enough Information Gathered to Evaluate
1: Reference suggests communication limitations
2: Reference indicates satisfactory communication abilities
3: Reference confirms strong, effective communication skills
4: Reference enthusiastically endorses exceptional communication abilities

Develop and implement a strategic partnership plan that increases revenue by at least 15% annually

0: Not Enough Information Gathered to Evaluate
1: Reference suggests candidate is unlikely to achieve revenue targets
2: Reference indicates candidate may achieve some revenue growth
3: Reference confirms candidate likely to achieve revenue targets
4: Reference enthusiastically endorses candidate's ability to exceed targets

Establish 3-5 strategic partnerships with key industry players within the first year

0: Not Enough Information Gathered to Evaluate
1: Reference suggests candidate would struggle to establish partnerships quickly
2: Reference indicates candidate can establish some partnerships
3: Reference confirms candidate likely to achieve partnership targets
4: Reference enthusiastically endorses candidate's ability to exceed partnership goals

Create and maintain a robust pipeline of potential partners

0: Not Enough Information Gathered to Evaluate
1: Reference suggests limited pipeline development abilities
2: Reference indicates adequate pipeline management skills
3: Reference confirms strong ability to build partnership pipelines
4: Reference enthusiastically endorses exceptional pipeline development skills

Frequently Asked Questions

What skills should I prioritize when evaluating candidates for this role?

Look for strategic thinking, relationship building, business acumen, negotiation skills, and communication excellence. The ideal candidate should demonstrate a track record of identifying partnership opportunities that align with business objectives and building strong, mutually beneficial relationships. For additional guidance, check out our article on key competencies to consider when hiring.

How can I assess a candidate's ability to identify valuable partnership opportunities?

During interviews, ask for specific examples of partnerships they've developed from initial identification through execution. Listen for how they connected business objectives to partnership opportunities, their research methods, and their evaluation criteria. The work sample exercise is particularly valuable for assessing this ability in action.

What's the best way to evaluate a candidate's relationship-building abilities?

Focus on behavioral questions about building relationships with difficult stakeholders, maintaining partnerships through challenges, and navigating complex stakeholder dynamics. Reference checks are also invaluable—speaking with former partners or colleagues can provide insights into how the candidate builds and maintains relationships in practice.

How important is industry-specific experience for this role?

While industry knowledge can be valuable, prioritize transferable skills like strategic thinking, relationship building, and business acumen over specific industry experience. A candidate with strong partnership development skills can apply those abilities across industries, while learning the specifics of your industry relatively quickly.

Should I be concerned if a candidate has primarily worked on one type of partnership?

Not necessarily. Look for transferable skills and adaptability rather than specific partnership types. Ask how they would approach different partnership models and what they would do to get up to speed quickly. Their strategic thinking and relationship building abilities are likely more important than experience with specific partnership structures.

How can I tell if a candidate will be able to execute our specific partnership strategy?

The work sample is your best tool for assessing this. By asking candidates to develop a partnership strategy based on your business context, you can evaluate how they would approach your specific needs. Also, ask about times they've had to adapt their partnership approach to new business contexts or shifting priorities.

What red flags should I look for during the interview process?

Watch for candidates who focus solely on transactions rather than relationships, can't provide specific examples of partnership results, show limited strategic thinking, struggle to articulate value propositions, or demonstrate poor listening skills. Also, be cautious of candidates who can't discuss failures or lessons learned, as this may indicate a lack of self-awareness or growth mindset.