IT Business Analyst AppDev

Job Title: Senior Business Analyst Applications and Software Development
Location:Austin Texas 78751
Work Arrangement: Hybrid onsite and remote
Contract Duration: April 20 2026 through June 30 2026
Open Positions: 2

Position Overview

We are seeking an experienced Senior Business Analyst to support a major system modernization initiative and ongoing application enhancement efforts. This role will serve as a critical liaison between business stakeholders and multiple IT teams including architecture project delivery and application sustainment groups.

The selected professional will help translate complex business needs into technology solutions that improve operational efficiency support enterprise objectives and enhance existing Medicaid enterprise systems. This role requires strong analytical capability deep experience with business systems analysis and the ability to operate effectively within a Scaled Agile Framework (SAFe) environment.

This is a high-impact role supporting integrated projects across multiple vendors and enterprise applications.

Key Responsibilities

Business and Systems Analysis

• Review analyze and evaluate business systems workflows and user requirements.
• Translate business objectives into detailed functional requirements and system specifications.
• Write comprehensive documentation outlining user needs program functionality and system modification requirements.
• Identify opportunities for technology improvements and process optimization across Medicaid enterprise systems.

Stakeholder and IT Coordination

• Serve as a liaison between business stakeholders and IT teams including architecture project delivery and application sustainment groups.
• Facilitate collaboration between program leadership technical teams and vendor partners to ensure alignment with project objectives.
• Provide product and project oversight for Medicaid IT contracted systems initiatives.

Process Improvement and Solution Design

• Conduct business process mapping and process reengineering to improve operational efficiency.
• Develop solution options and perform evaluations including risk identification cost benefit analysis ROI and buy versus build assessments.
• Support development of integrated solutions aligned with the agencys enterprise architecture and modernization strategy.

Documentation and Governance

• Support documentation planning and delivery of application enhancements across Medicaid systems.
• Assist in creating standardized processes and documentation to ensure consistency across programs and vendor teams.
• Participate as an IT stakeholder supporting various application enhancement initiatives within the Medicaid Enterprise Systems ecosystem.

Required Qualifications

• Minimum 8 years of experience analyzing and evaluating business systems and user requirements.
• Proven experience aligning technology solutions with overall business strategies.
• Experience performing business process reengineering and workflow analysis.
• Ability to develop detailed functional requirements process documentation and solution analysis.
• Strong analytical and problem solving skills with the ability to independently manage complex assignments.
• Experience serving as a liaison between business stakeholders and IT delivery teams.

Preferred Qualifications

• Experience working in an Agile environment preferably within a SAFe framework.
• Experience with Texas Health and Human Services Commission (HHSC) processes.
• Familiarity with Texas Medicaid and CHIP systems.
• Experience analyzing raw data and performing data analysis in support of business initiatives.
• Project management experience PMP certification a plus.

Ideal Candidate Profile

The ideal candidate brings deep business analysis expertise combined with strong data analysis capabilities and experience working within complex enterprise environments. Success in this role requires the ability to bridge technical and business perspectives support large modernization programs and deliver clear documentation that enables effective system enhancements.

Interview Summary: Christian Zarcone

Date:March 10 2026
Position: Business Development Manager
Interviewer: Kimberly Bryce Director of Delivery & Recruitment
Interview Type: Video Interview (Follow-up)

Executive Summary

Christian Zarcone presented strong credentials as a staffing sales professional with proven experience in light industrial contingent staffing and direct hire. Currently employed at EmployBridge covering McKinney Allen and Plano territories he demonstrates consistent performance in new business development client relationship management and quota attainment. He seeks career growth mentorship reduced travel and a supportive culture all of which align well with MMC Groups offerings.

Next Steps:Phone interview with Kyle Watson (Sales Director) scheduled for Wednesday March 11th at 1:00 PM followed by an on-site visit if successful.

Current Role & Performance Metrics

Territory & Responsibilities

• Current Territory:McKinney Allen and Plano (newly built territory for EmployBridge)
• Quota:One new client agreement per month. Currently holds 8 new client agreements with EmployBridge and previously secured 6 new client agreements with Onin demonstrating strong business development performance within the staffing industry.
• Target Prospecting:20-30 new prospects weekly
• Lead Sources:LinkedIn Indeed Salesforce ZoomInfo other online tools Ad Calls cold calling email outreach referrals etc.

Sales Activity & KPIs

• Cold Calls:200 per week
• Decision-Maker Meetings:8-15 per week (targeting 8 minimum)
  • 5 client check-ins weekly (every two weeks per current client needs)
  • 8 prospecting meetings with decision-makers weekly
• Sales Cycle:Ranges from 2 days to 1 month depending on client urgency and responsiveness
• System:Operates on a point-based activity tracking system
• Hunter:95% of what hes doing is hunting for new business in a new territory for EmployBridge. Knows how to prospect find decision makers and develop client relationships.

Pricing & Margins

• Standard Markup:45% (includes burden cost)
• Lowest Markup at EmployBridge:38%
• Lowest Markup at Previous Role (Onin):26-28%
• Pricing Philosophy:Willing to negotiate to win business if it makes financial sense long-term but requires regional manager approval for markups below standard thresholds

Professional Experience & Strengths

Key Differentiators

1. EmployBridge Advantage:Access to forklift validation center a unique value proposition that eliminates candidate misrepresentation and reduces client frustration
2. Full-Service Offering:Expertise in both contingent staffing and direct hire solutions
3. Relationship Building:Maintains consistent pipeline development with no doesnt mean never philosophy
4. Client-First Approach:Takes full accountability when issues arise focuses on immediate resolution rather than blame

Recruiter Collaboration

• Works closely with recruiters (offices adjacent)
• Provides feedback on candidate quality
• Christian takes ownership of client relationships and candidate fit
• Proactive communication to maintain high fill ratios

Client Retention & Relationship Management

• Retention depends on number of agencies client uses
• At 45% markup often faces competition from lower-priced vendors
• Focus on staying top-of-mind through regular touchpoints
• Has successfully converted no prospects into clients months later through persistent relationship building
• Largest deal for 45 people working with KVP International located in McKinney. KVP is the veterinary industry leader in small animal wellness solutions specializing in rehabilitation and recovery surgical patient care behavior and now renewables. Headquartered in McKinney Texas KVP has several manufacturing facilities globally sources raw materials and regularly ships to customers internationally. KVP offers the worlds largest selection of recovery collars quality surgical supplies and effective patient care products. KVP proudly carries the full KONG catalog as the exclusive distributor of KONG products in the veterinary industry.

Deal Management

• Walk-Away Experience:Has declined business when margins fell below profitability threshold (client wanted <30% when 40% was proposed)
• Negotiation Approach:Professional maintains relationship even when declining; positions for future opportunities

Competition & Market Position

Primary Competitors

• Randstad
• Staff Force
• Various light industrial staffing agencies

Market Standing

• EmployBridge: #1 in light industrial staffing nationally for multiple consecutive years
• 450 branches nationwide
• Significantly more resources than previous employer (Onin)

Career Motivations & Goals

Top Two Priorities (In Order)

1. Culture & Mentorship:Seeking a good office culture strong leadership constructive feedback and coaching without micromanagement
2. Financial Security & Growth:Desires job security with growth potential

Compensation Expectations

• Current Base:$70000 (2025 - $95k total compensation)
• 1-Year Goal:Minimum $115000 total compensation (base commissions)

Personal Motivators Beyond Compensation

• Building meaningful client relationships
• Having a clear purpose in daily work
• Growth and advancement opportunities within the organization
• Being coachable and receiving constructive criticism
• Professional development and mentorship

Questions Asked by Candidate

1. Contingent vs. Direct Hire Mix

Question:What is MMC Groups focus; more direct hire or contingent staffing

Answer Provided:

• MMC seeks blended book of business
• Currently heavy on direct hire for professional group
• Actively looking to bring in more contingent business for consistent monthly gross profit
• Strong emphasis on cross-selling and expanding within existing accounts
• Local Irving/Las Colinas market is largely untapped for MMC

2. Speed to Fill

Question:How quickly can MMC fill roles

Answer Provided:

• Same day starts are possible if client waives background/drug screen results prior to start
• Typical timeline: Few days when background check and drug screen required
• Onboarding team handles all paperwork I-9s payroll setup and removes this burden from recruiters and sales
• Process designed for quick turnarounds to meet urgent client needs

3. First-Year Performance Expectations

Question:How do BDMs typically perform in their first year

Answer Provided:

• Kyle Watson maintains detailed compensation calculator/spreadsheet
• Tool reverse-engineers total comp goals into required monthly placements
• Six-figure first year is achievable depending on:
  • Number of customers brought in
  • Markup percentages achieved
• Higher margins accelerate goal attainment

MMC Group Culture & Employee Value Proposition

Leadership Tenure

• Kimberly Bryce (Delivery Director):2 years
• Kyle Watson (Sales Director):13 years
• Nicole (Operations Director):20 years
• Tabitha (Managed Accounts Sales Director):25 years

Recruiter Retention

• Average tenure: 3-5 years
• Several recruiters with 8 years
• Strong back-office tenure as well
• Low turnover indicates strong support and culture

Employee Support & Engagement

• Quarterly Events:Employee appreciation lunches celebrations
• Annual Kickoff:State of the union vision-setting prizes team building (held in January)
• Open Door Policy:All leadership accessible for questions mentorship guidance
• Onboarding Team:Dedicated staff handles all new hire paperwork I-9s drug screens background checks payroll setup
• Work Environment:Team-oriented collaborative focus on enjoying workplace where employees spend majority of their time

Reporting Structure

• Christian would report directly to Kyle Watson
• Kyle available for mentorship guidance and bounce ideas off conversations
• Team members across departments are willing to support and collaborate

Interview Process & Timeline

Current Stage:Complete

Phone/video interview with Kimberly Bryce (March 10 2026)

Next Steps

Step 1: Phone Interview with Kyle Watson

• Scheduled:Wednesday March 11 2026
• Time:1:00 PM
• Duration:Approximately 1 hour
• Format:Phone conversation
• Topics:Kyle will review compensation model spreadsheet and discuss sales strategy expectations book of business culture etc.
• Action Item:Kimberly to send calendar invite once confirmed

Step 2: On-Site Visit

• Meet MMC team and see office environment
• Interview with COO
• Tour and culture assessment

Step 3: Potential Offer

• Timeline: Could start within 2 weeks if all steps go smoothly
• MMC moves quickly to avoid losing candidates to competing opportunities

Interviewer Observations & Assessment

Strengths

• Activity-Driven:Maintains high volume of prospecting activity (200 calls 8-15 meetings weekly)
• Relationship-Focused:Understands sales is about persistence and staying top-of-mind
• Accountable:Takes ownership of issues rather than blaming others
• Coachable:Welcomes constructive feedback and criticism
• Visual Learner:Appreciates data-driven goal-setting tools (excited about Kyles compensation calculator)
• Realistic:Understands pricing pressures competition and need for flexibility within reason
• Client-Centric:Prioritizes client satisfaction and long-term relationships over short-term wins

Cultural Fit Indicators

• Values mentorship and leadership support (not micromanagement)
• Seeks environment with tenure and stability
• Appreciates team collaboration
• Motivated by growth and purpose beyond just compensation
• Aligns with MMCs emphasis on relationship building and cross-selling

Potential Concerns

• None identified at this stage
• All responses aligned well with MMCs needs and values

Compensation Context

Current Compensation

• Base Salary:$70000 ($95000 total compensation)
• Total Comp Goal (1 year):$115000

MMC Positioning

• First-year six-figure earnings achievable with strong performance
• Kyles calculator will provide transparent roadmap to compensation goals
• Higher margins faster goal attainment
• Blended book (contingent direct hire) provides multiple revenue streams

Additional Context

Christians Background (From Previous Conversation)

• Previous employer: Onin Staffing
• Current employer: EmployBridge (largest light industrial staffing agency in US)
• Has experience with:
  • New territory development (prospecting targeting new client business & retention)
  • Contingent and direct hire staffing
  • Light industrial focus (forklift operators warehouse manufacturing)
  • Cold calling door-knocking/pop in visits scheduled client visits relationship building

MMCs Professional Staffing Market

• National territory vs. local territory
• Irving/Las Colinas area has significant untapped potential
• Many Fort Worth companies have opened Irving offices or relocated headquarters
• Strong demand for blended staffing services

Conclusion

Christian Zarcone presents as a strong candidate for the Business Development Manager role. His experience building new territories managing the full sales cycle and maintaining high activity levels aligns well with MMCs needs. His motivations: onsite office strong culture mentorship and growth which match what MMC offers.

The interview revealed a mature sales professional who understands the staffing industry values relationships over transactions and is committed to both personal and organizational success. His coachability accountability and activity-driven approach make him a promising addition to the sales team.

Recommendation:Move forward with Kyle Watson interview and subsequent on-site visit.