New Opportunity: Business Development Manager


Business Development Manager 



ABOUT PAPÉ

At Papé, our roots reach back to 1938 when our founder acquired his first capital equipment dealership in Oregon’s Willamette Valley. With 4,500 employees working in 160+ locations across 9 western states, Papé has become the West’s leading supplier of capital equipment, representing brands such as John Deere, Kenworth, Hyster, Ditch Witch and many other top-tier brands. Now, four generations strong, the value of an honest handshake and a square deal continue to drive our success and that of our customers. It’s a promise E.C. Papé made 86 years ago – a commitment we intend to keep. 


ABOUT PACIFIC CLEAN FUELS

Strategic to their core business and customers, Papé has launched a new clean fuels business unit – Pacific Clean Fuels (PCF), which stands as a testament to The Papé Group’s commitment to meeting evolving customer needs. PCF is dedicated to providing Papé and its customers with electric and hydrogen (H2) fuels, aligning with the changing landscape of clean transportation. Papé is positioning itself to thrive in accelerating their energy transition, creating value for their brand, their customers, and the environment. 


ABOUT THE POSITION

Supporting the Director of Alternative Energy & Infrastructure, the Business Development Manager is a newly created position that will be responsible for developing and executing the sales process that includes executing lead generation/prospecting, developing sales proposals, financial models, and conducting analysis as needed to drive forward and close sales negotiations that will ensure the growth and success of Pacific Clean Fuels. This role will require creative problem solving, coordination, stakeholder engagement, and proactive communication. This role requires the ability to assess, design and communicate complex concepts and model results related to the energy industry, transportation, and heavy equipment markets that meet the needs of PCF, The Papé Group, Papé Operating Companies, and most importantly, our customers.


RESPONSIBILITIES   

Some of the key responsibilities of this role include, but are not limited to the following:


  • Sales Strategy Development: Lead the commercialization of commodity and service offerings for PCF. Create and execute a comprehensive sales strategy to promote and expand the company’s hydrogen fuel products and services to new clients across a variety of industries.
  • Thought Leadership & Industry Engagement: Represent the company at industry events, conferences, and trade shows. Stay informed on industry trends, regulatory developments, and technological advancements in hydrogen fuel.


  • Lead Generation and Prospecting: Identify and target new business opportunities, conduct market research, and generate leads in potential markets for hydrogen fuel solutions. Actively engage with key decision-makers and stakeholders. Develop full supply chain solutions with customers to support the adoption of hydrogen fuel and fuel cell vehicles and other end uses, in collaboration with Papé Kenworth Zero Emission Vehicles and other Papé operating company sales teams.

 

  • Pipeline Development: Develop CRM-based pipeline of customer opportunities, timelines, and requirements to move forward to prioritize development activities, production offtake, and to support revenue projections. 

 

  • Market Analysis: Continuously monitor market trends, customer needs, competitor activities, and industry developments. Adjust sales strategies to stay ahead of market demands and identify new opportunities for growth.

 

  • Proposal & Negotiation: Lead the development of customer-centric proposals, presentations, and product demonstrations for potential clients. Negotiate contracts and agreements to secure profitable deals that are technically feasible and economically attractive.

 

  • Collaborative Teamwork: Partner with Papé Operating companies’ teams and develop customer relationships to help unlock both vehicle sales and hydrogen commodity and service offerings at scale. Work collaboratively across the Papé organization to ensure alignment between client requirements, product offerings, and market positioning.

 

  • Sales Targets & Reporting: Meet and exceed sales targets, providing regular updates on sales performance, pipeline, and forecasts to senior leadership.


QUALIFICATIONS  

  • Experience: 5 years of business development, sales, account management, or origination experience. Preference for experience in the energy, clean-tech, or renewable energy sector with a focus on hydrogen or alternative energy solutions.
  • Education: Bachelor’s degree is required. Master’s degree, relevant certifications, or proven industry experience in energy management or renewable energy is a plus.
  • Knowledge: Preference for an in-depth understanding of hydrogen fuel technologies, including production, storage, distribution methods, as well as the commercial applications of hydrogen across a wide variety of industries including transportation, power generation, and industrial processes. 


PERSONAL ATTRIBUTES

  • Must be a team player and able to work in a fast paced, ever-changing environment.
  • Excellent communication skills, both oral and written, are required.
  • Self-starter with the ability to work independently and as part of a collaborative team in a fast paced and fluid environment.
  • Ability to build trust and rapport with clients and stakeholders at all levels.
  • Strong analytical and problem-solving skills, with the ability to identify innovative solutions for client challenges.
  • Passion for sustainability and the energy transition to cleaner technologies.   
  • High proficiency in MS Excel and other MS Office programs. Familiarity with Salesforce CRM, and/or similar software tools preferred.  


Interested in Learning More?

180one is a retained search firm and has been engaged by Papé to manage this search. If interested in learning more about the opportunity, please contact Matt Oltmann / 971-235-6236 / matt.oltmann@180one.com


 


 


By Greg Togni April 23, 2025
180one is pleased to announce our recent partnership with Pike Street Capital and the successful placement of a new Board Member for Superior Duct Fabrication, a Pike Street portfolio company!  Superior Duct Fabrication is a leading provider of commercial and industrial HVAC duct systems, known for its high-quality fabrication, reliability, and customer service. The company serves a wide range of industries, delivering complex ductwork solutions with precision and speed. In 2023, Pike Street Capital, a Seattle-based private equity firm focused on industrial growth companies, acquired Superior Duct Fabrication as part of its strategy to invest in scalable, high-performing manufacturing businesses. Pike Street partners with management teams to accelerate growth and build long-term value through operational improvements and strategic leadership. As part of this effort, Pike Street Capital partnered with 180one to recruit a new board member to help guide Superior Duct’s continued expansion and success. Congratulations to Pike Street Capital, Superior Duct Fabrication, and the 180one Search Team on a successful board placement!
By Greg Togni April 7, 2025
Let’s face the music, or the new reality that attracting executives to move across the country for an opportunity has become increasingly difficult for a variety of circumstances. As businesses look to recruit top talent at executive levels, understanding the shifts in migration trends before you launch a search, better yet, as you plan a position, might be the difference of landing a great candidate in a reasonable amount of time, or dragging out a search for the unicorn who can’t be found. Let’s look at some of the factors and trends together that might shape how your organization moves forward in conducting a national executive search. Understanding the 2024 Relocation Landscape The 2024 Allied Migration Report paints a picture of a U.S. population increasingly seeking affordable living spaces, a better work-life balance, and more favorable economic conditions. Despite a 20% overall decrease in interstate relocations from 2022 to 2024, the main driver of those relocating is the alignment of their personal and professional goals. The report also underscores the shift toward midsize cities and suburban areas as more desirable destinations. This trend is being driven by a combination of rising housing costs in major cities, economic uncertainty, and a greater demand for improved quality of life. Companies looking to relocate candidates must consider a range of factors to ensure that they are not only attracting talent but also providing a work environment that matches these evolving preferences. Here are 5 key aspects that companies should score themselves against to determine how desirable their location is for the market. Depending on how one scores, it can help highlight the probability of relocating or needing to adjust the candidate profile to match candidates in the current geographic market not needing relocation. 1. Housing Affordability and Living Costs One of the most significant motivators for relocation in 2024 is housing affordability. In 2023, soaring housing costs in urban centers like San Francisco, Los Angeles, and Chicago pushed many people to consider smaller cities and suburban areas where the cost of living is lower. When relocating candidates, it's crucial for employers to consider how the cost of housing in their city or region will impact the candidate’s overall financial well-being. If your company is in a higher cost area, providing a sign-on bonus towards housing can be one lever to pull to cover the gap. 2. Remote Work and Flexible Work Arrangements The rise of remote work in the wake of the pandemic continues to shape relocation patterns. With many employees now able to work from anywhere, some candidates are looking for jobs that allow them to live in more affordable or attractive locations while still benefiting from a competitive salary. The ability to work from home (or a hybrid model) has made relocation less about proximity to the office and more about finding a place that offers a better quality of life. For employers, it’s essential to evaluate whether the role can be offered remotely or with flexible work arrangements. If the company is headquartered in a high-cost city but allows employees to work from anywhere, the business might be able to attract candidates from more affordable regions while offering competitive salaries. On the other hand, if the position requires in-office attendance, it’s important to highlight the benefits of relocating to that city—such as lifestyle factors, community offerings, and career advancement opportunities. 3. Job Market and Industry Opportunities Candidates are increasingly moving to regions where job markets are thriving, particularly in industries like technology, renewable energy, healthcare, and finance. The 2024 Allied Migration Report noted that states with growing job markets are experiencing strong inbound migration. How would classify your region’s overall job market? Candidates want to know that if they were to relocate, and for some reason down the road they leave the organization – what other opportunities exist for them locally. If there are no other reasonable and likely options related to their industry, or expertise - this can pose another hurdle that needs to be addressed. It’s essential to evaluate whether the region offers the kind of industry opportunities that will keep the candidate’s career trajectory on track. 4. Tax Policies and Financial Incentives Tax policies are a key factor influencing relocation decisions in 2024. States with no income tax have seen an increase in inbound migration, with people moving to these states in search of more disposable income. The economic uncertainty and high inflation rates in 2024 have made individuals more conscious of their financial situations, and tax-friendly states are becoming increasingly attractive. Employers looking to relocate candidates should consider the tax implications of moving employees to specific regions. 5. Quality of Life and Lifestyle Considerations Beyond financial factors, candidates are also considering lifestyle factors when deciding where to relocate for work. According to the 2024 Allied Migration Report, many people are moving to regions that offer a better balance of work and life, which includes access to quality healthcare, good schools, recreational activities, and a desirable climate. For employers, this means understanding the lifestyle preferences of potential candidates and emphasizing how the region supports these needs. What’s the Score? So how did your region score? How will it impact how you go to market with the position? Did you adjust the candidate profile to mirror what exists in the local candidate market, or is your region highly desirable to attract the unicorn? As migration patterns evolve, companies that adapt their candidate profiles and expectations to these shifting dynamics will be well-positioned to thrive in an increasingly mobile workforce.
By Christine Kennedy March 12, 2025
Corporate Development Manager About the Company Impel is a family of companies that offer comprehensive flow management solutions in partnership with each other and the best manufacturers in the world. Each of Impels branches represent individual brand cultures and span the West Coast. Impel serves customers in water, wastewater, agriculture, industrial, manufacturing, energy and mining. Impel was founded in 2021 with a vision to build a “one-stop shop” to serve municipal and industrial fluid management needs by acquiring complementary capabilities in contiguous geographies. The platform launched with the first acquisition of PumpTech , a premier distributor of high-quality pumping products and systems serving the Pacific Northwest. Subsequent acquisitions have grown Impel to over ten fluid management companies throughout the US. Impel is backed by Pike Street Capital , a private equity firm based in Seattle, WA. Recently, Pike Street successfully raised capital to fund additional acquisitions. Impel is actively pursuing growth opportunities and remains focused on acquiring and partnering with family-owned and operated companies in the sector. About the Role This is a key position managing the acquisition process within Impel. You will participate in all aspects of the investment process including industry/market research, deal origination, strategy and execution, and relationship building with acquisition target owners, executives, investment bankers and other intermediaries. This is a great role if you’re looking to own the deal process and progress your skillset as a deal professional. This role will give you deep insight into the entire acquisition process while closing multiple deals a year. We are a fairly lean team and believe in cross functional work so come with a growth mindset and you will develop a skillset across each business function; Our team believes in developing our team members. Primary Responsibilities Perform company analysis, including initial screenings, financial modeling and valuation, due diligence, consultation with external advisors, and preparation of materials for internal investment meetings. Responsible for M&A project management processes to include, but not limited to, valuations, letters of intent, due diligence analysis, financial planning, and business case development. Analysis of risks and opportunities of M&A activities, translate this into fact-based and well-reasoned insights on the valuation and structural impact of various acquisitions. Drive market research and strategic fit analysis. Conduct research on prospective sector opportunities and market trends and develop and present data-based opinions to inform decision-making and price transactions. Participate on deal teams to help structure and execute transactions, including coordinating the deal process and legal and transactional documentation. Special projects working directly with C suite, functional leads, and regional vice presidents. Qualifications 2-6 years experience in private equity, consulting, financial DD/QoE, investment banking, accounting, or corporate M&A Exposure to other diligence areas including commercial, operational, market sizing, risk analysis, customer and supplier, agreement review, etc. Excel and PowerPoint expertise Value oriented Strong communication skills Commitment to high professional standards Credentials: CPA preferred Interested in Learning More? 180one is a retained search firm and has been engaged by Impel to manage this search. If interested in learning more about the opportunity, please contact Tom Haley /503.334.1350/ tom@180one.com
More Posts