Bid Manager
Also known as: Proposal Manager · Tender Manager
Directs the full bidding process on large tenders, coordinates internal experts and subcontractors and sets the win strategy and pricing of the proposal.
For a tender, the bid manager brings specialists from multiple departments together into a consistent, compliant proposal within a hard deadline. Unlike an account manager, they are not judged on a relationship but on a win rate of bids within a formal process where late means excluded. Selection often focuses on writing skill, while getting colleagues who do not see the tender as their priority to deliver under time pressure determines in practice whether the proposal is complete on time.
Competencies to measure
These are the behavioural and ability constructs in this profile. Each one shows which hrmforce questionnaire measures it.
| Competencies to measure | Target level | hrmforce instrument | Assessment method | Behavioural anchor at target level |
|---|---|---|---|---|
| Persuasiveness Competency (50-framework): Persuasiveness Knockout | N5 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Wins board and external parties over to a far reaching change of course and sustains that support when resistance increases. |
| Client focus Competency (50-framework): Customer Focus Knockout | N5 | Big Fifty, Competency Check, 360 Feedback | 360-degree feedback | Translates client signals into changes in services and policy and holds the organisation accountable for the promised client experience. |
| Result orientation Competency (50-framework): Results-Orientation | N5 | Big Fifty, Competency Check, 360 Feedback | Personality questionnaire | Sets the result agreements and performance measures for the organisation and upholds them when interests in play are conflicting. |
| Commercial capability Competency (50-framework): Commercial acumen Knockout | N5 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Sets the commercial course for the organisation, chooses which markets are served and accounts for those choices to the board. |
| Listening and probing Competency (50-framework): Listen | N5 | Big Fifty, 360 Feedback | 360-degree feedback | Picks up sensitive signals in conversations with directors and supervisors and uses them to adjust organisational policy in good time. |
| Perseverance Competency (50-framework): Perseverance | N5 | Big Fifty, 15PF, Mental Resilience (4C) | Personality questionnaire | Keeps multi year programmes on course despite sustained opposition and holds the organisation to the chosen direction after setbacks. |
| Market orientation Competency (50-framework): Market Orientation | N5 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Translates market developments into the strategic agenda of the organisation and repositions the offering for the longer term. |
| Recovery after setbacks Competency (50-framework): Stress resilience | N4 | Big Fifty, Mental Resilience (4C), 360 Feedback | Personality questionnaire | Analyses after a failed effort what went wrong, discusses it with those involved and starts a revised approach within a week. |
Short profile
The ten heaviest skills in this profile. The full profile with every skill, behavioural anchor and assessment method is in the download.
| T | Skill | Target level | Weight | Knockout | Assessment method |
|---|---|---|---|---|---|
| G | Persuasiveness | N5 | 5 | yes | Assessment centre |
| G | Client focus | N5 | 5 | yes | 360-degree feedback |
| G | Result orientation | N5 | 5 | no | Personality questionnaire |
| G | Commercial capability | N5 | 5 | yes | Assessment centre |
| V | Consultative selling | N5 | 5 | yes | Assessment centre |
| V | Account management | N5 | 5 | yes | Structured interview |
| V | Conversation management | N5 | 4 | no | Assessment centre |
| G | Listening and probing | N5 | 4 | no | 360-degree feedback |
| V | Negotiating | N5 | 4 | no | Assessment centre |
| V | networking | N5 | 4 | no | Structured interview |
See all 24 skills in the full profile
Assessment instruments for this job
Competency Check
Behavioral-Level Competency Assessment
360 Feedback
Multiple assessments based on behavioral anchors
Big Fifty
Personality questionnaire, 150 items, 25 factors
Work sample test
Representative work sample under standardized conditions
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Mental Resilience (4C)
Mental Resilience According to the 4C Model
Communication Styles
Preferred communication style
Conflict Styles
Preferred style in conflict situations
15PF
Personality Profile, a shorter alternative to the Big Fifty
Portfolio
Evaluation of prior work against fixed criteria
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