Head of Business Development - Listings

The Role

As Head of Business Development, Listings, you’ll help shape the growth of LTSE by connecting companies with a public market built around long-term value creation. You’ll engage directly with CEOs, C-suite leaders, and Boards of Directors, building trusted relationships and helping them see how an LTSE listing can advance their strategic ambitions. You’ll help translate a differentiated vision for the public markets into a compelling business case, and guide prospective clients from an initial conversation to a listing decision.

You’ll have room to shape the business development strategy and take a hands-on role in bringing it to life: opening doors, building pipelines, and navigating complex sales cycles. Working within a small, collaborative team, your ideas, relationships, and execution will directly influence LTSE’s growth. If you bring entrepreneurial drive, strong commercial judgment, and the patience and persistence to earn trust at the highest levels, this role offers the opportunity to build something meaningful and see the impact of your work on the world. 

You’ll thrive in this role if you combine the credibility to earn trust in the boardroom with the entrepreneurial drive to open doors, the consultative skill to connect LTSE’s mission to a company’s strategic priorities, and the discipline and persistence to turn complex conversations into listing commitments.

Duties & Responsibilities 

• Develop and execute a targeted business development business plan for publicly listed companies, prioritizing prospects whose strategic objectives align with LTSE’s value proposition and building a qualified pipeline of listing opportunities.
• Establish and deepen relationships with CEOs, C-suite leaders, Boards of Directors, and other key decision-makers, uncovering business priorities, addressing objections, and securing clear next steps that advance listing decisions.
• Own a disciplined and transparent pipeline process, maintaining accurate prospect information, defined milestones, actionable account plans, and realistic forecasts to support accountability and effective resource allocation.
• Convert new and existing relationships into listing commitments by developing tailored business cases, navigating multiple stakeholders, and coordinating internal expertise throughout the sales process.
• Partner with Marketing to sharpen prospect targeting, strengthen LTSE’s visibility and credibility with prospective issuers, and develop messaging, materials, and campaigns that support measurable business development outcomes.
• Systematically share prospect feedback, competitive insights, and barriers to adoption with the LTSE team to inform positioning, products, services, and commercial priorities.
• Oversee prospect research efforts to ensure comprehensive, accurate, and timely insights that support pipeline development and prospect engagement.

Required Skills & Abilities

• Bachelor’s degree or equivalent combination of relevant education and professional experience.
• Minimum 15 years of progressively responsible experience in business development, institutional sales, equity capital markets, or a related field, including demonstrated success originating and closing complex opportunities with senior corporate decision-makers.
• Experience managing extended sales cycles involving multiple stakeholders, with clear evidence of personally building pipeline and converting relationships into measurable commercial results.
• Financial services or capital markets experience preferred, particularly experience working with public companies, corporate leadership teams, boards, or their advisors on strategic decisions.
• Established network of relevant corporate leaders and advisors.
• Experience building or expanding a business development function within a small or growing organization is preferred.

LTSE's Compensation Philosophy 

The target salary range for this role is $250,000 - $350,000.

Base compensation is part of a total rewards package including stock options and benefits, and may include additional performance incentives. We review all employee pay and compensation programs annually using multiple databases including Pave, Radford, McLagan, and other peersets, to ensure competitive and fair pay.

To determine the compensation for the role, we use a data-driven, blended rate approach to ensure we are paying competitively among our peers by benchmarking to companies of similar size and stage, and hire at the 50th percentile (midpoint) of the salary range.