Head of Marketing

ABOUT the company

The company delivers a unified clinical AI platform used by healthcare organizations across specialties and care settings. The platform includes:

Ambient AI documentation that captures clinical conversations and generates structured notes.

AI-powered dictation and clinical workflow tools embedded directly within EHR systems.

Agentic AI capabilities that support multi-step clinical and administrative tasks.

Enterprise-grade infrastructure built for secure deployment across health systems.

THE ROLE

The company's next stage of growth requires a stronger product marketing engine at the center of our marketing strategy: sharper positioning, clearer choices across segments and channels, and a GTM organization equipped to win increasingly complex deals. Our go-to-market spans several segments, buyer types, and routes to market, including direct sales and a growing partner and reseller ecosystem.

The Head of Marketing will lead a team of 6-8-person spanning product marketing, growth content, design, and marketing ops. Brand, communications, PR, and events sit with the COO, which keeps your time on positioning, launches, competitive strategy, and pipeline.

RESPONSIBILITIES

PRODUCT MARKETING

• Shape the company’s go-to-market strategy across segments, buyer types and routes to market, identifying where we should focus, how we differentiate, and how our narrative evolves as the market changes.

• Own the company's positioning and messaging architecture, sharp enough that Sales, CS, Product, and our partners all use the same words

• Build the segment-level narrative across our buyer types, from clinical leadership to operations and finance, and adapt it for each route to market including partners and resellers

• Own launch strategy and execution for new products and modules: readiness, narrative, pricing story, enablement, adoption

• Build the competitive intelligence function: battlecards, win/loss discipline, and a real view of how we win against the incumbents

• Own sales and partner enablement content and make it something the team actually reaches for: pitch, objection handling, ROI and outcomes proof

GROWTH

• Own the demand strategy, in coordination with the COO and growth lead.

• Manage the growth lead who executes it: paid, SEO and web, lifecycle, and account-based programs. You are not expected to be in the weeds of campaign execution

• Own marketing's pipeline number and how it is reviewed

CONTENT

• Point the content team at pipeline and credibility rather than volume

• Prioritize proof over promotion: clinical evidence, outcomes data, customer stories, material that survives procurement and committee review

• Own a single, clear content roadmap and the trade-offs behind it

MARKETING OPS

• Coach and guide the marketing ops manager, ensuring strong alignment and communication between Marketing and the broader company

• Oversee the marketing stack, data, processes, and reporting

• Ensure a clear, measurable view of marketing’s contribution to pipeline and revenue

RESOURCING

• Diagnose where PMM and growth are under-resourced, and turn that into a clear, prioritized hiring and structure recommendation

• Distinguish what needs a hire, what needs an agency or contractor, and what needs better process before more headcount

QUALIFICATIONS

• 10+ years in B2B marketing, with real depth in product marketing. You have personally built positioning and launch systems, not just managed people who did

• US healthcare technology experience, with exposure to more than one route to market. Direct enterprise sales plus channel, reseller, or partner motions

• Track record marketing to multiple buyer types, clinical and administrative. They buy differently and the messaging has to reflect that

• Proven leadership of a marketing team of 5+ across PMM, Growth, Ops

• Strong command of the demand mix (paid, SEO/ GEO, lifecycle, ABM) at a strategic level. You can direct a growth lead and judge the work without running the campaigns yourself

• Data-driven: comfortable owning a pipeline target, defending attribution, and reporting to leadership and the board

• Series B to D SaaS experience; bonus if you have been through a growth inflection

Candidates must be currently authorized to work in the United States and must be able to maintain authorization to work in the United States without requiring employer sponsorship, now or in the future. For this role, the Company is not able to sponsor, transfer, or extend employment-based visas or other work authorization.

BENEFITS

Here are the benefits you get when joining the company

• Compensation, Equity & 401k: Competitive salary, stock options & 401k

• Comprehensive Health Plans: 100% individual coverage for Medical, Dental, and Vision insurance

• Time Off: Unlimited paid time off and 11 national holidays

• Health Comes First: Unlimited sick leave

• Parental Leave: Paid leave for new parents

• Remote-friendly: $1,000 to purchase home office equipment

• Trust & accountability: Full ownership of your time and schedule

LIFE AT the company

When you join the company, you join a team that is driven by excellence, curiousity, and kindness. Together, we’re committed to making clinicians’ lives easier and improving healthcare experiences for everyone. We believe clinicians should be able to focus on what they were trained to do, caring for their patients, and that no patient should feel their visit was rushed.

We work hard and make time to have fun, too. Our #nablabla channel is just as active as #feature-show-off. We support well-being with workday activities at least three times a week; choose from yoga, running, Pilates, or HIIT. We also host regular off-sites, meet up across New York, Paris, San Francisco, and other cities, and keep the chocolate and nuts well stocked.

If this sounds like an environment where you’ll thrive, we look forward to reading your application.

OUR VALUES AT the company

Joining the company means being part of a team that shares a commitment to excellence, humility, growth, and inclusion.

Every day is a new chance to excel

We aim for nothing less than the best and are willing to put in the effort and dedication required to exceed standards. We learn from yesterday’s failures and do better every day.

Stay humble

There’s no place for ego in our team. Our collective success is more important than individual achievements. We see humility as wisdom — keeping focus on the bigger picture.

Feedback is a gift

We embrace feedback and foster a culture of trust and respect that helps everyone grow. We communicate openly about both achievements and challenges, and we actively involve each other in finding solutions.

Committed to diversity

We recognize the ongoing challenge of diversity in tech. Our responsibility starts with fostering an inclusive environment where everyone feels empowered to be their authentic selves and do their best work.

DIVERSITY & INCLUSION

Diversity and inclusivity are fundamental values at the company. We embrace individuals from various backgrounds, including race, gender, educational history, sexual orientation, and beyond.

As an equal opportunity employer, we actively seek out and welcome applicants from diverse backgrounds, believing that a wide range of perspectives enriches our team and enhances our ability to innovate and thrive.

AVOID RECRUITMENT SCAMS: STAY SAFE AND INFORMED

There is an active employment and financial scam which uses the company to collect personal information. If you’re contacted by the company recruiter, please ensure they are utilizing the company [link for members] email address. We will never ask for the exchange of any money or credit card details during the recruitment process. The company utilizes a hiring platform for all applications; please be aware of any suspicious email activity. You can find more information following this link [link for members]

The company does not accept unsolicited CVs from recruiters or employment agencies in response to the company Careers page or the company social media post. Any unsolicited CVs, including those submitted directly to hiring managers, are deemed to be the property of the company.