Q Academy is entering a deliberate growth phase in the Canadian workforce development and corporate training market. Consolidate all revenue streams — employer, government, and program-based — under a single accountable leader Build a qualified pipeline before committing to significant operational or staffing investment Establish Q Academy as the workforce partner of choice for BC employers and government workforce bodies Create a repeatable, CRM-driven commercial process that the CEO can track weekly, not quarterly Position Q Academy's brand clearly in the corporate training market — not as an academic institution, but as a delivery partner for employer and workforce outcomes Build a revenue plan with monthly milestones and pipeline-to-close assumptions approved by the CEO Report on revenue performance versus target weekly — not monthly, not quarterly Pipeline — Qualified Opportunity Management Establish and maintain a qualified pipeline at minimum 3x the quarterly revenue target Define pipeline qualification criteria: minimum employer size, contract value threshold, programme fit, and decision-maker access Own the CRM as the single source of pipeline truth — no shadow spreadsheets, no verbal updates without CRM backing Deliver a weekly pipeline dashboard to the CEO covering: new opportunities, stage progression, at-risk deals, and closed revenue Employer Accounts — Corporate Partnership Development Identify, target, and close employer accounts in BC's priority workforce sectors: technology, healthcare, skilled trades, financial services,



and logistics Structure multi-year employer training partnership agreements with volume commitments and renewal incentives Build an employer account management function: onboarding, training delivery coordination, satisfaction review, and renewal Develop an employer advisory council to deepen institutional relationships and generate market intelligence for program development Map and pursue government workforce funding available to Q Academy as a training provider: provincial (WorkBC, SWIS, COJG equivalents), federal (ESDC, Sectoral Workforce Solutions), and municipal programs Build relationships with WorkBC contract holders, Employment Service Providers (ESPs), and sectoral workforce bodies Develop a grant and funding strategy that supplements commercial revenue — not replaces it — with clear concentration limits Build the Q Academy commercial team in alignment with revenue milestones — not in anticipation of them Sequence hires to maximize revenue return: business development before operations, account management before program coordination Establish hiring profiles, onboarding plans,



and individual revenue targets for each commercial team member Present a headcount plan to the CEO linked to pipeline stage and revenue trajectory — never headcount without revenue justification Brand-Delivery Handoff — Q Academy Commercial-to-Operations Interface Own the handoff between commercial commitments made to employers and government bodies and Q Academy's program delivery team Ensure no contract is signed without a delivery-confirmed programme and timeline — no overpromising to close deals Build a standard handoff protocol: contract summary, employer expectations, delivery timeline, and escalation path Serve as the escalation point for delivery issues that risk employer or government partner satisfaction Weekly Dashboard — CEO Commercial Accountability Deliver a structured weekly commercial dashboard to the CEO covering: pipeline value by stage, revenue closed this week/month/quarter, employer accounts active vs. target, government funding pipeline, team hiring status, and key risks Flag risks proactively — pipeline gaps, delayed closures, employer account issues — before they become misses Bachelor's degree in Business, Commerce, Public Policy, Education, or a related field (required) Graduate degree or qualified designation (MBA, CPHR, economic development certification) is an asset Formal training in government funding programs, workforce development, or adult education is a strong asset 8–12 years in workforce development, corporate training, economic development, or related commercial roles in Canada Experience building and managing a CRM-driven commercial pipeline with weekly CEO or Board-level reporting Experience hiring and managing a commercial team — including setting individual targets and managing underperformance #

📌 VP, Workforce Development (Vancouver)
🏢 MSM Unify
📍 Vancouver