There are two interesting approaches here. Create both a Job Specification (the things that need to actually happen, that your are going to expect someone to do) - and a Job Description (the sexy version of the role, that attracts people).
The Spec, is really a good place for you to define the contrasts in the job and weight them. (Like good technical skills and can drive revenue.) This is a common need with a rare fill potential, because the things that make someone excel on the Technical side can also naturally limit the "people and Bus Dev" skills.
The position you are creating is Strategic. Your biggest role is setting, Managing and resetting Expectations. This will let you calibrate people with needed results.
If you want to talk about this, am happy to have a brief conversation. firstname.lastname@example.org