This role owns the numbers half of marketing including demand, ops, field, and BDR, while a separate Head of Corporate Marketing owns brand, product marketing, and narrative. We're deliberately splitting what used to be one CMO seat into two focused leadership roles, each hired for depth rather than breadth.
The Revenue Marketing VP serves as the architect of CaptivateIQ's GTM operating system, acting as a high-impact leader focused on operational excellence and precise execution. This role orchestrates the demand engine, field initiatives, and prospecting functions into a unified, high-performing ecosystem spanning both net-new acquisition and, increasingly, the post-sale expansion and retention motion. By establishing a robust measurement infrastructure and a disciplined operational cadence, this leader ensures financial accountability and strategic optimization of every investment. Responsibilities include auditing the marketing tech stack to integrate advanced AI automation and pivoting field strategy from digital volume toward high-value, in-person engagement, and managing the BDR organization to drive consistent pipeline generation, extending that scope to support expansion and retention alongside net-new demand. This individual reports to the Co-CEO and stands as a vital pillar of the global GTM leadership team.
Responsibilities
- Own accountability for pipeline and revenue KPIs — including segment-level performance (enterprise vs. mid-market) — across all sources of demand.
- Design and maintain a performance measurement architecture covering funnel velocity, channel ROI, and pipe-to-spend / cost of acquisition, adjusting tactics and investment accordingly.
- Forecast, measure, and report on the impact of demand generation activities on pipeline and bookings, keeping leadership aligned with clear, consistent metrics.
- Champion AI-native marketing operations as this function's core differentiator — using AI/agentic workflows (Claude, automation) to reset how demand gen, ops, and BDR run, rather than layering automation onto the existing playbook.
- Audit and scale the marketing tech stack — HubSpot, UserGems, etc — into a seamless engine that scales without proportional headcount.
- Install an operating cadence of weekly performance reviews and monthly budget alignment to drive financial accountability.
- Partner closely with Corporate Marketing and Product Marketing to translate positioning and narrative into executable, on-brand campaigns.
- Lead the demand generation team, prioritizing high-impact execution over operational noise.
- Shift field strategy from digital saturation toward high-value in-person engagement — executive dinners, regional events, user conferences — with enablement that empowers BDR to prospect with precision.
- Guide the BDR organization, keeping cadences and messaging tightly synced with demand gen and field activity, with full accountability for pipeline generation targets.
- Extend BDR scope to include post-sale/expansion support where it strengthens retention and cross-sell, ensuring cadences stay coordinated with Customer Experience rather than operating as a separate motion.
- Partner with Customer Experience to build and scale post-sale campaign strategy — supporting expansion pipeline and gross retention — as this motion matures alongside net-new demand gen.
Requirements
- 10+ years of GTM leadership, featuring 5+ years driving revenue, demand, or field initiatives at scale, including 3+ years directly managing a BDR or sales development team.
- Enterprise demand generation expertise is mandatory; additional exposure to mid-market segments is highly desirable.
- Proven ability to architect measurement systems and operational infrastructure — funnel metrics, channel ROI, pipe-to-spend.
- Expertise managing cross-functional teams and implementing a rigorous operational cadence across demand, ops, field, and sales development.
- Track record integrating Claude or GPT-based workflows into marketing operations to streamline output and realize measurable efficiency gains.
- Experienced in orchestrating high-value in-person experiences, regional programs, and integrated prospecting motions.
- Deep understanding of B2B SaaS dynamics, specifically the land-and-expand model and the metrics critical to pipeline and revenue growth.
- Experience managing external vendors and agencies.
- Disciplined people leader with a track record of hiring, mentoring, and maintaining high standards through accountability and clear feedback.
- Builder mindset: comfortable navigating ambiguity to establish a durable operating system within a high-growth, high-momentum environment.
Benefits
- Comprehensive Healthcare: 100% coverage for medical, dental, and vision for all FTEs, with roughly 75% coverage for dependents.
- Flexible Time Off: Flexible vacation days plus quarterly mental health days to ensure you have the space to recharge.
- Annual Stipends: Dedicated funds for your professional development and caretaking needs.
- Work Anniversary Bonuses: Annual bonuses to celebrate your milestones and contributions to the CaptivateIQ team that grow as your tenure does.
- Retirement Savings (US-Only): A 401(k) plan to help you invest in and secure your future.
- Premium Tools: The latest Apple hardware to empower you to do your best work.
- Inclusive Community: Active Employee Resource Groups (ERGs) that celebrate shared identities and support our DEI goals by fostering an environment where diverse talent thrives.
Notice for Prospective Candidates
- Only emails from @captivateiq.com should be trusted.
- Attempt to correspond with a candidate using a free web-based account, such as an email address that ends in @gmail.com, @yahoo.com, @hotmail.com, etc.
- Make an offer of employment without conducting multiple rounds of interviews face-to-face using secure video-conferencing technology.
- Ask candidates to cash checks to buy equipment on behalf of CaptivateIQ.
- Ask candidates to make a payment in order to be considered for a position.
- Make early requests for candidates' personal information such as date of birth, passport details, credit card numbers, bank details and social security number, etc.
- Please note that we’ll only ask for more sensitive personal information in connection with background checks after an offer is made.
Skills Required
- 10+ years of GTM leadership, including 5+ years driving revenue, demand, or field initiatives and 3+ years managing a BDR/sales development team.
- Enterprise demand generation expertise.
- Exposure to mid-market segments.
- Proven ability to architect measurement systems and operational infrastructure (funnel metrics, channel ROI, pipe-to-spend).
- Expertise managing cross-functional teams and implementing rigorous operational cadence across demand, ops, field, and sales development.
- Track record integrating Claude or GPT-based workflows into marketing operations.
- Experience orchestrating high-value in-person experiences, regional programs, and integrated prospecting motions.
- Deep understanding of B2B SaaS dynamics, specifically land-and-expand models and pipeline/revenue metrics.
- Experience managing external vendors and agencies.
- Disciplined people leader with hiring, mentoring, and accountability experience.
- Builder mindset; comfortable navigating ambiguity to establish durable operating systems in high-growth environments.
What We Do
CaptivateIQ is on a journey to modernize the world of incentive compensation. Our hope is that people will feel more connected at work if there is greater transparency in how they are rewarded for their efforts. We believe that getting paid should be fun and that work should be a breeze for compensation plan administrators. That’s why we’ve created a robust, flexible commission management platform that enables sales, finance, and operations teams to sync their data, design any plan, and build workflows that work best for their organization.
Why Work With Us
CaptivateIQ Values: - Empowerment - Collaboration - Transparency - Delight
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