Doctor Acquisition Manager – B2B Sales – Fully Remote

Build Our Doctor Acquisition Function

Banksia Health is looking for an exceptional B2B salesperson to help build and own our doctor acquisition function.

This is not a traditional Talent Acquisition or HR role.

We are looking for someone who approaches doctor recruitment as a full-cycle B2B sales process: identifying suitable doctors, prospecting, creating interest, booking meetings, conducting discovery, handling objections, closing and moving successful doctors into onboarding.

This is a newly created role.

You will therefore need to be nimble, commercially minded and comfortable building while executing. You will not be walking into a perfectly established sales machine.

Initially, you will own much of the acquisition cycle yourself. As doctor acquisition grows, we expect to add dedicated appointment-setting and lead-generation support, allowing this role to increasingly focus on qualified conversations and closing.

If you need every process built before you can perform, this role will not suit you.

If you enjoy building a sales function, testing what works and being directly rewarded for results, it may.

The Opportunity

You will be responsible for turning prospective doctors into active Banksia Health doctors.

Your funnel will broadly be:

Identify → Prospect → Connect → Qualify → Meet → Close → Onboard → Activate

You will have significant ownership over that process.

We want someone who can pick up the phone and create an opportunity rather than waiting for applications to arrive.

You must also be capable of running a credible commercial conversation with a doctor once you have their attention.

What You Will Be Accountable For

1. Outbound Doctor Acquisition

You will:

• Identify and research suitable doctors.
• Conduct proactive telephone outreach.
• Use email, LinkedIn and other appropriate channels.
• Follow up consistently with prospective doctors.
• Re-engage previous prospects where appropriate.
• Build and maintain a healthy acquisition pipeline.
• Test different messaging and approaches to improve response rates.

You should be comfortable prospecting personally.

As the function grows, dedicated appointment setters and lead-generation support may take over increasing amounts of top-of-funnel activity.

2. Qualifying Doctors

Not every interested doctor should progress.

You will conduct initial qualification to establish:

• Relevant professional background.
• Current working arrangements.
• Interest and motivation.
• Availability.
• Suitability for the opportunity.
• Major barriers to proceeding.
• Whether there is a genuine basis for progressing the conversation.

Clinical, credentialing and compliance requirements will remain subject to the appropriate internal review.

3. Running Doctor Meetings

Once a doctor is qualified, you will own the commercial recruitment conversation.

This means:

• Conducting structured discovery.
• Understanding the doctor's current circumstances.
• Identifying what would make an opportunity worthwhile to them.
• Explaining Banksia Health clearly and professionally.
• Tailoring the conversation rather than delivering a generic recruitment pitch.
• Asking direct questions.
• Handling objections.
• Establishing genuine intent.
• Agreeing on a clear next step.

We want someone who listens before selling.

4. Closing

You will be accountable for conversion.

Your responsibility is to move suitable doctors from:

Interested → Qualified → Committed → Onboarding

You must be comfortable asking for commitment and identifying what is preventing a suitable doctor from proceeding.

This requires persistence, commercial judgement and strong objection-handling skills.

5. Pipeline Ownership

You will maintain disciplined CRM records for every active opportunity.

That includes:

• Calls.
• Emails.
• Meetings.
• Doctor requirements.
• Objections.
• Follow-up dates.
• Pipeline stage.
• Reasons for declining.
• Next actions.
• Conversion outcomes.

Every active opportunity should have a clear next action.

We do not consider a large database of poorly managed contacts to be a successful pipeline.

6. Improving the Acquisition Engine

Because this is a newly created role, we expect you to help improve the system.

You will identify:

• Which doctor profiles convert.
• Which sourcing channels produce quality prospects.
• Which messaging generates conversations.
• Common objections.
• Why doctors decline.
• Where prospects disappear from the funnel.
• Which follow-up sequences work.
• Where processes create unnecessary friction.

You will work with management to continually improve scripts, targeting, processes, CRM workflows and conversion.

How Success Will Be Measured

Activity matters, but outcomes matter more.

Performance will include metrics such as:

• Doctors added to the pipeline.
• Outbound calls and conversations.
• Contact rate.
• Qualified doctor conversations.
• Meetings booked.
• Meetings attended.
• Meeting-to-opportunity conversion.
• Doctors progressing to onboarding.
• Doctors successfully activated.
• 30-day doctor retention.
• Conversion rate by funnel stage.
• Time from first contact to activation.
• CRM accuracy and follow-up discipline.

The ultimate measure is simple:

How many suitable doctors become active Banksia Health doctors?

Remuneration

We want high performers to be highly rewarded.

Base Salary

R60,000 per month

Commission

*R20,000 for each successfully activated doctor.

Commission is uncapped.

A salesperson successfully activating three doctors in a month would therefore earn:

R60,000 base + R60,000 commission = R120,000

Five successful doctors would produce:

R60,000 base + R100,000 commission = R160,000

Exceptional performance can therefore produce substantial earnings.

*Commission eligibility, activation criteria and payment timing will be governed by the employment agreement and commission plan. The intention is to reward successful doctor acquisition and retention rather than simply obtaining a signature.

Who We Want

We are more interested in proven commercial capability than traditional HR credentials.

Strong candidates may come from:

• B2B sales.
• Business development.
• SaaS sales.
• Healthcare sales.
• Medical sales.
• Agency recruitment.
• Executive search.
• Professional services sales.
• Financial services.
• Other consultative sales environments.

You do not need to have previously recruited doctors if you can demonstrate that you can prospect, communicate credibly with senior professionals and close.

Essential Capabilities

You should be able to demonstrate:

• Strong B2B sales or business development experience.
• Successful outbound prospecting.
• Confidence making cold calls.
• Strong discovery skills.
• Excellent spoken English.
• Professional written communication.
• Strong objection handling.
• Evidence of achieving measurable sales or recruitment targets.
• Ability to build rapport with senior professionals.
• Strong follow-up discipline.
• Excellent CRM habits.
• Commercial judgement.
• Personal accountability.
• Attention to detail.
• Ability to work independently.
• Ability to operate effectively in a remote environment.
• Comfort working in a newly created role where processes will evolve.

Preferred Experience

Experience in any of the following would be advantageous:

• Healthcare.
• Medical recruitment.
• Telehealth.
• Pharmaceutical or medical services sales.
• Agency recruitment.
• Executive search.
• SaaS.
• Professional services.
• High-value B2B sales.

These are preferences, not arbitrary barriers.

A demonstrably strong salesperson from another industry may be considerably more attractive to us than an average recruiter with healthcare experience.

Who Will Succeed Here

You are likely to perform well if you:

• Pick up the phone rather than hide behind email.
• Are comfortable creating opportunities from nothing.
• Ask good questions.
• Listen carefully.
• Can speak confidently with highly educated professionals.
• Understand consultative selling.
• Follow up relentlessly but professionally.
• Are comfortable asking for commitment.
• Take ownership of results.
• Maintain accurate CRM records.
• Analyse your own conversion performance.
• Learn quickly.
• Change your approach when something isn't working.
• Can operate without constant supervision.
• Enjoy building systems rather than simply inheriting them.

You should be equally comfortable making your own prospecting calls in the morning and conducting an important closing conversation in the afternoon.

Who This Role Will Not Suit

This is probably the wrong opportunity if you:

• Want a traditional HR or Talent Acquisition position.
• Depend primarily on job advertisements and inbound applicants.
• Avoid cold calling.
• Consider sourcing beneath your position.
• Want an appointment setter to do all prospecting from day one.
• Are uncomfortable with sales targets.
• Avoid asking difficult questions.
• Require extensive supervision.
• Have poor CRM discipline.
• Measure success by activity rather than outcomes.
• Need mature processes before you can perform.
• Regularly blame lead quality for poor results.
• Are uncomfortable having your conversion performance measured.

Why This Role Is Different

You are joining at the beginning of the function.

That means more ambiguity, but also considerably more influence.

The successful person will have the opportunity to help shape:

• Our doctor acquisition strategy.
• Prospecting methodology.
• Sales scripts.
• Qualification criteria.
• CRM workflows.
• Follow-up sequences.
• Funnel reporting.
• Future appointment-setting processes.
• The structure of the growing doctor acquisition team.

As volume increases, we expect to introduce additional lead-generation and appointment-setting capacity.

A person who proves they can build and operate the acquisition model will therefore be well positioned as the function grows.

Application Process

Send your CV to:

[email protected]

Shortlisted candidates should expect a structured interview and practical sales assessment.

We are looking for evidence of performance, not simply confidence in an interview.