ME Law is seeking a senior business development professional to build relationships with financial institutions, corporations, private lenders, funds, family offices, professional advisers, and other sophisticated buyers of complex litigation and arbitration services. The successful candidate may build toward Chief Revenue Officer responsibility or remain a high-performing institutional business developer. CRM & other necessary infrastructure systems, a substantial library of institutional business development training content, pitch materials, marketing support, and direct access to firm leadership.

This is not a marketing‑coordination position, a networking‑only role, or a position in which introductions are handed to lawyers to close. Lawyers will provide legal expertise and participate when their judgment is required.

The person in this role owns the commercial process: targeting, access, qualification, follow‑up, proposal coordination, objection handling, closing, handoff, and relationship expansion.

Institutional Business Development Executive

Spend most of your time in market — building, qualifying, closing No department management obligation Substantial performance‑based earning potential Build and lead the firm's revenue function after proving individual performance Add responsibility for revenue strategy, pipeline discipline, and forecasting Recruit, develop, and coach business development personnel Carry firm‑wide commercial accountability You qualify before consuming substantial lawyer or executive time: decision‑maker, institutional fit, need, authority, timing, budget, commercial value, and realistic path to engagement. You prepare for every material conversation, control next steps, maintain momentum, and follow through until there is a clear win, loss, or reason to pause. You do not outsource the close to the Principal or Supervisory Lawyers.

You determine what support is needed, brief the right person, and remain accountable for the commercial outcome. You maintain accurate pipeline records, a credible forecast, and a pipeline that can withstand scrutiny. You learn enough about the firm's services and clients to speak credibly, while recognizing that legal advice and professional judgment remain with the lawyers.

Build and manage a focused pipeline of institutional prospects aligned with ME Law's strategy and capacity Develop account plans for high‑value relationships, including referral channels, multiple internal stakeholders, recurring work, and cross‑practice opportunities Secure direct access to executives, General Counsel, in‑house legal teams, lenders, fund managers, insolvency professionals, boards, owners, and trusted advisers Prepare and coordinate tailored pitches, credentials materials, proposals,



and follow‑up strategies proportionate to the value and maturity of the opportunity Diagnose commercial and legal‑service needs, qualify opportunities, and connect them to a relevant litigation, arbitration, enforcement, or advisory mandate Lead the commercial process from first contact through signed engagement and initial payment, coordinating lawyers and leadership without transferring ownership to them Track conversion, pipeline velocity, mandate value, collected revenue, relationship quality, and retention; MARKET AND PRACTICE FOCUS Financial institutions, private lenders, mortgage administrators, investment funds, family offices, and insurers Complex commercial litigation, shareholder and partnership disputes, fraud and asset recovery Corporations, boards, executives, shareholders, developers, property owners, and sophisticated private enterprises Financial‑markets disputes, cross‑border litigation, and international commercial arbitration Law firms requiring conflict counsel, specialized litigation support, or arbitration co‑counsel Sophisticated counterparties with Canadian legal exposure across Ontario and British Columbia Confidence and credibility with senior decision‑makers, combined with the discipline to manage detailed follow‑up and a long sales cycle Comfort with explicit commercial expectations, transparent reporting, and performance‑based compensation The ability to learn a sophisticated service offering quickly and translate it into business relevance without overstating legal capability or promising outcomes Professional writing, sound judgment, discretion, and respect for confidentiality and regulatory limits applicable to a law firm Legal‑sector experience is useful but not mandatory. Strong candidates may come from enterprise sales, financial services, insurance, insolvency and restructuring, consulting, legal technology, accounting, executive search, or another high‑trust professional‑services environment. Candidates without legal‑industry experience must be able to show a serious closing record and a realistic learning curve.

Candidates with legal or institutional relationships must be able to demonstrate how those relationships became mandates or revenue — not merely meetings, introductions, or general market visibility. Success will be evaluated primarily by the quality and value of mandates originated,



collected revenue, conversion performance, pipeline credibility, retention and expansion of client relationships, and the candidate's command of the full commercial process. Activity measures help diagnose performance; The initial period will establish whether the candidate can learn the practice, build a credible pipeline, create qualified opportunities, and advance them with urgency and judgment.

Detailed targets, attribution rules, commission mechanics, and longer‑term leadership milestones will be set out in the applicable compensation and performance plan.

Compensation And Development No base salary is payable during probation. The firm's investment in this phase is practice access, CRM & other infrastructure, training, and direct time with firm leadership.

Two structures are available: a commission‑led model for candidates who prefer direct earnings exposure from the outset, and a fixed‑plus‑variable model for candidates with a demonstrable institutional closing record who prefer income stability alongside performance upside. A portion of performance compensation — including client origination bonuses and long‑term participation arrangements — is structured as deferred. This mirrors the firm's standard approach to senior compensation across its legal and business development functions: the structure rewards those who remain and build, not those who originate and exit.

The firm's objective is to align compensation with sustained commercial performance — not to cap earnings for candidates whose contribution to the practice is measurable and growing. A candidate who proves repeatable performance may choose to remain a senior originator or be considered for progressive CRO responsibility. What is not open is separating seniority, title, or compensation from commercial accountability.

ME Law Professional Corporation is a Canadian litigation boutique with offices in Toronto (Yorkville) and Vancouver. The firm represents corporations, financial institutions, entrepreneurs, executives, shareholders, lenders, investors, trustees, and other sophisticated parties in complex commercial, financial, insolvency, real estate, estate, cross‑border, and arbitration matters. ME Law is building an AI‑native litigation practice that combines high‑level advocacy with disciplined systems, modern operational infrastructure, and a growing institutional practice.

The firm has 12+ legal professionals, appears regularly before the Toronto Commercial List, and maintains an active international arbitration practice with co‑counsel relationships in the United Kingdom. It is seeking a commercial leader or senior originator who wants to help shape that growth. #

📌 Business Development Senior Manager (Toronto)
🏢 ME Law - Business Litigation Lawyers
📍 Toronto