Senior Demand Generation Marketing Manager

About the Team

The company is a product-led growth company with an unusually large organic top-of-funnel, where tens of thousands of people discover and sign up for the company every day. That organic motion is real and meaningful, but paid acquisition is a new investment area for the marketing team, and there's a clear opportunity to build that capability from the ground up.

As Senior Manager, Demand Generation & Performance Marketing, you'll own paid acquisition end to end - strategy, channel selection, budget, and the agency relationship that supports execution. You'll report to the CMO, with a planned transition to the VP of Growth Marketing as that function scales, and work closely with Marketing Operations, Data, Lifecycle, and Campaigns to make sure paid-acquired users don't just land, but convert and stick. This is a builder role at a company where the organic foundation is already strong, and your job is to build the paid layer that extends its reach.

What You'll Do

• Build and own the company's paid acquisition strategy end to end, including paid search, paid social, retargeting, sponsorships, and any other channels worth testing and proving out.

• Own the call on where paid creates incremental value for the company. Design the tests, prove which channels and audiences drive growth our organic funnel wouldn't have delivered anyway, and decide where to scale, where to hold, and where not to spend at all.

• Manage the agency relationship(s) supporting paid/performance work by setting the brief, holding the agency accountable to targets, and deciding what to bring in-house as the function matures.

• Own budget planning, pacing, and ROI reporting for all paid spend, and make the case for where to double down or pull back.

• Partner with Marketing Operations to get attribution and UTM tracking right before scaling spend, so every dollar is measurable.

• Define target audiences and channel mix aligned to the company's ICP; partner with Product Marketing on messaging inputs for paid creative.

• Build the measurement framework for CAC, signup/pipeline contribution, and payback by channel.

• Partner with Lifecycle and Campaigns to make sure paid-acquired users flow into the right onboarding and activation journeys, not just land and drop off.

• As the program proves out, build the roadmap and case for a fully staffed paid/performance team.

What You'll Bring

• 6+ years in demand generation or performance marketing, with direct ownership of a paid acquisition budget in a B2B SaaS or product-led growth environment

• Hands-on experience running paid search, paid social, and retargeting programs yourself - not just briefing agencies or reviewing their reports

• A track record of standing up or significantly scaling a paid acquisition program at an early stage, where you had to build the infrastructure and not just optimize what was already there

• Experience managing an external agency or partner relationship, including setting performance expectations and holding partners accountable to them

• Working knowledge of attribution and marketing measurement, and a history of partnering with Marketing Ops or Data teams to get tracking right before spend scales

• Some experience marketing to developers or technical audiences, or with a PLG motion where paid acquisition runs alongside a large organic and self-serve funnel

This Role Is a Great Fit If

• You're energized by building and scaling a new paid program, not just optimizing one that's already mature.

• You think like an owner of budget and outcomes, not just a briefs-and-reports manager of an agency.

• You're comfortable moving between strategy (channel mix, targeting, budget allocation) and getting into the details yourself when it matters.

• You care about attribution being right before spend scales, not as an afterthought.

• You want to build in close partnership with Lifecycle, Campaigns, and Marketing Ops rather than run paid as a separate lane that hands off a spreadsheet at the end of the quarter

Applying

Not sure you meet 100% of our qualifications? Please apply anyway!

When applying please include

A resume or short listing of your job history & skills (link to a LinkedIn profile would be fine). We appreciate a cover letter explaining why you would enjoy working in this role at the company to get to know you a bit better, though this is not required and will not impact your application. Our mission is to “build a better web” and that cannot be done without a diversity of skill sets, backgrounds and thoughts.

Of everything we've ever built at the company, we are most proud of our team. The company is an Equal Opportunity Employer. We are devoted to building a team of people with diverse backgrounds and lifestyles. Driving equality empowers our team, enables us to innovate, and helps us maintain a more inclusive environment. We don’t discriminate against employees or applicants based on gender identity or expression, sexual orientation, religion, age, race, military/veteran status, citizenship, pregnancy status, or any other differences. If we can do anything to provide a better interview, i.e. accommodate a disability, then please let us know by emailing [link for members] .

About the company

The company is the most popular way to build, deploy, and scale modern web applications, empowering everyone from fast moving solo developers to enterprise teams. Millions of developers and organizations rely on the company as their platform of choice for composing web applications that are production ready, performant, and flexible. Now, as we embrace the next era of software development, we are embedding the same fluid, intuitive experience into the Agent Experience (AX), making it just as simple for intelligent agents to understand, interact with, and act on our platform as it is for developers. Whether your user is human or machine, the company ensures the path from idea to URL is seamless, fast, and deeply reliable.

We are a Series D company that has raised over $200M from investors such as Andreessen Horowitz, Kleiner Perkins, EQT, Bessemer, BOND, and Menlo Ventures. As a fully distributed company, we aim to create a company culture where the best idea can come from anywhere and strive to be thoughtful, compassionate, and collaborative in our work. If this sounds like something you’d like to be part of, we’re excited to connect with you!

At the company, we are committed to a compensation philosophy that prioritizes fairness and equity, positions our employee compensation competitively in the market, recognizes and rewards performance, and takes a comprehensive approach to our rewards package. We anchor our compensation philosophy on a market-based approach, therefore salary ranges may differ depending on the labor cost in a particular location. The salary provided is in addition to robust benefits and participation in the company’s equity plan. Our hiring range for this role is targeted at $150,000 - $200,000  for most US-based locations. Candidates outside the US or in premium markets should consult with their Talent Acquisition partner regarding location-based ranges, as they may be higher or lower than the average US range listed. The starting pay will be determined based on multiple factors, including expertise and skills, market demands, experience, internal equity, and applicable geographic location. These compensation packages and ranges are subject to change and may be modified in the future.