How to hire a vice president, corporate development

How to hire a vice president, corporate development, step by step

Here's a step-by-step vice president, corporate development hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a vice president, corporate development job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new vice president, corporate development
• Step 8: Go through the hiring process checklist

What does a vice president, corporate development do?

Post a vice president, corporate development job for free, promote it for a fee

Post free

1. Identify your hiring needs

   Before you start hiring a vice president, corporate development, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   You should also consider the ideal background you'd like them a vice president, corporate development to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a vice president, corporate development that fits the bill.

   The following list breaks down different types of vice presidents, corporate development and their corresponding salaries.

   Type of Vice President, Corporate Development	Description	Hourly rate
   Vice President, Corporate Development	Top executives devise strategies and policies to ensure that an organization meets its goals. They plan, direct, and coordinate operational activities of companies and organizations.	$61-157
   Chief Operating Officer	A chief operating officer, also known as a COO, is a high-ranking official who oversees a company or organization's daily administrative and overall operations. They are typically the second in the chain of command, reporting directly to the company's chief executive officer, also known as a CEO... Show more	$38-110
   Managing Director	A Managing Director oversees workflow and progress, making sure that all operations align within the company or organization's mission or set of goals. They are responsible for crafting strategies, devising effective business plans, and executing guidelines that would nurture a company's growth, and as well as to be the driving force that would direct employees to the company's objectives... Show more	$34-112

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Due Diligence
   • Corporate Strategy
   • Financial Analysis
   • Private Equity
   • Project Management
   • Corporate Development
   • Revenue Growth
   • Strategic Plan
   • Mergers
   • R
   • Market Research
   • Executive Management
   • Acquisition Targets
   • SVP

   Check all skills

   Responsibilities:

   • Lead restructuring/divestiture analysis of underperforming and strategically challenge traditional and digital business units helping to dramatically decrease EBITDA and market declines.
   • Spearhead company's rebranding initiative - as part of UK governmental utility privatization program.
   • Gain understanding of CEB research around leading-edge business and management practices in order to align current executive concerns with complete research.
   • Train teams both on and offshore and restructure QA organization to account for missing skill sets and processes.
   • Productize the first location base advertising platform for smartphones and navigation devices, LocationPoint.

   More vice president, corporate development duties

3. Make a budget

   Including a salary range in your vice president, corporate development job description is one of the best ways to attract top talent. A vice president, corporate development can vary based on:

   • Location. For example, vice presidents, corporate development' average salary in mississippi is 51% less than in alaska.
   • Seniority. Entry-level vice presidents, corporate development 61% less than senior-level vice presidents, corporate development.
   • Certifications. A vice president, corporate development with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a vice president, corporate development's salary.

   Average vice president, corporate development salary

   $205,849yearly

   $98.97 hourly rate

   ---

   Entry-level vice president, corporate development salary

   $128,000 yearly salary

   Updated December 16, 2025

   Average vice president, corporate development salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Washington	$313,090	$151
   2	Illinois	$245,385	$118
   3	California	$241,536	$116
   4	District of Columbia	$229,645	$110
   5	Maryland	$228,352	$110
   6	New Jersey	$221,082	$106
   7	Missouri	$217,589	$105
   8	New York	$211,874	$102
   9	Colorado	$211,365	$102
   10	Pennsylvania	$209,560	$101
   11	Connecticut	$206,917	$99
   12	Arizona	$204,453	$98
   13	Massachusetts	$202,612	$97
   14	Nebraska	$197,335	$95
   15	Texas	$186,768	$90
   16	Florida	$183,695	$88
   17	Georgia	$175,614	$84
   18	West Virginia	$169,177	$81

   Average vice president, corporate development salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Scripps Health	$265,821	$127.80	3
   2	Children's Hospital New Orleans	$243,537	$117.09
   3	F5	$239,766	$115.27
   4	Select Business Solutions	$233,157	$112.09
   5	Expedia Group	$227,185	$109.22	12
   6	Concentrix	$223,540	$107.47	30
   7	Global Atlantic Financial Group Limited	$223,462	$107.43	11
   8	Koch Industries	$221,998	$106.73
   9	Newell Brands	$221,552	$106.52
   10	Realogy	$219,216	$105.39
   11	Seagen	$217,677	$104.65
   12	Forrester	$216,138	$103.91	7
   13	Proxibid	$214,233	$103.00
   14	Warner Music Group	$213,872	$102.82	10
   15	Condé Nast	$213,393	$102.59
   16	Forge Global	$209,928	$100.93
   17	*n/a*	$209,759	$100.85	5
   18	AllianceBernstein	$209,757	$100.84	16
   19	AppDirect	$209,751	$100.84	1
   20	Transfix	$209,748	$100.84

4. Writing a vice president, corporate development job description

   A good vice president, corporate development job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a vice president, corporate development job description:

   Vice president, corporate development job description example

   64078BRJob Posting Title:AVP, Corporate DevelopmentDepartment:Children's Hospital Trust AutoReqId:64078BRStatus:Full-TimeStandard Hours per Week:40 Job Posting Category:Development/Fundraising, Trust and PhilanthropyJob Posting Description: The Assistant Vice President (AVP), Corporate Development serves as a senior member of the Corporate Development, Leadership Giving, and Events Team (CLE) to guide and lead all aspects of corporate development at Boston Children's Hospital Trust. This role will be responsible for raising substantial philanthropic support from corporations/corporate foundations for designated hospital priorities and programs through all forms of corporate philanthropy including sponsorship and cause-related marketing. The AVP develops, directs, implements, and evaluates targeted strategies to identify, cultivate, solicit and steward major corporate donors. As part of the leadership team responsible for executing the Trust strategic plan, the AVP works closely with the highest levels of hospital leadership and serves as a key liaison to corporations to provide major gift support for the Hospital
   This AVP, Corporate Development will:
   
   + Develop, direct and implement corporate development programs generating philanthropic revenue consistent with goals and priorities of the Hospital and the Trust.
   
   + Oversee the direction and coordination of the corporate development across all three corporate teams (sponsorship, cause-related marketing, and corporate philanthropy), ensuring the approach is collaborative, comprehensive, donor-centric, and compliant with hospital policies.
   
   + Develop strategy and implement plan to engage local, national, and global corporations to secure new philanthropic revenue, with an emphasis on growing corporate sectors such as life sciences, tech, and finance.
   
   + Work collaboratively with senior leadership, physicians, scientists, high-level volunteers, and development colleagues to identify, develop, and promote philanthropic projects and programs.
   
   + Build, manage and steward strong relationships with corporate community.
   
   + Partner with internal constituencies across the Hospital to strategically plan and oversee fundraising efforts/goal achievement for hospital priorities including research, community health, and EDI.
   
   + Supervise senior corporate leadership at Trust; providing ongoing training, mentoring, feedback to strengthen team/build capacity to secure and steward more corporate gifts.
   
   + Work in highly collaborative manner within and across Trust teams, particularly with other colleagues on CLE, foundation relations, major gifts, and communications to devise, facilitate and coordinate best strategies for donors and meet Trust goals.
   
   To qualify, you must have:
   
   + Bachelor's degree and minimum of 10 years of corporate fundraising experience.
   
   + Significant experience in cultivating, soliciting, closing, and stewarding seven and eight-figure gifts.
   
   + Analytical skills to resolve scientific, clinical, human resources, legal financial, or administrative problems that require the innovative application of the highest levels of specialized knowledge and/or develop financial and operating plans for one of the hospital's major departments/divisions.
   
   + Demonstrated success in building and managing a highly skilled staff towards executing a fundraising strategy and achieving goals.
   
   + Requires an understanding of the biomedical research and technology markets.
   
   + Ability to develop strong relationships and work effectively with Board members, corporate donors, and staff throughout the Trust and Boston Children's community.
   
   + Excellent team-building skills, with demonstrated ability to lead, manage and motivate in a dynamic and demanding environment.
   
   + Commitment to Boston Children's mission and its values, including equity, diversity, and inclusivity.
   
   Boston Children's Hospital offers competitive compensation and unmatched benefits, including an affordable health, vision and dental insurance, generous levels of time off, 403(b) Retirement Savings plan, Pension, Tuition Reimbursement, and discounted rates on T-passes (50% off). Discover your best.
   
   Office/Site Location:BostonRegular, Temporary, Per Diem:Regular

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right vice president, corporate development for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

   • Post your vice president, corporate development job on Zippia to find and recruit vice president, corporate development candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting vice presidents, corporate development requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new vice president, corporate development

   Once you've found the vice president, corporate development candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   To prepare for the new vice president, corporate development first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

   Sign up to download full list

   Sign up

How much does it cost to hire a vice president, corporate development?