Vice President, Demand Generation

The Vice President of Demand Generation will lead the overall pipeline creation strategy and programs. This individual will manage critical areas of the marketing team, including Global Campaigns, Field Marketing, ABM and paid media/SEO. This is a high-profile and highly visible role across the organization, collaborating with Sales, Finance, and product leadership. The ideal candidate is an experienced leader with a proven track record of developing the strategies and application of tactical execution to achieve high growth targets. This role will require effective collaboration with Sales, a thorough understanding of the funnel—from all sources—and experience with both product-led and sales-led motions. The Vice President of Demand Generation and Revenue Marketing will lead a team of data-driven and creative marketers who identify and develop new growth levers to deliver on our business objectives.

In this role, you can expect:

Strategy and Alignment

• Develop and execute a global demand generation strategy that leverages all relevant marketing channels to generate high propensity pipeline aligned with revenue objectives.
• Manage overall demand generation and revenue marketing strategy, programs and budget to cover key personas, verticals, and segments.
• Lead cross-functional teams to ensure the successful execution of demand generation programs, including in-product, scaled digital programs, targeted marketing campaigns, and high-touch field events.
• Manage the media budget and optimize the performance of campaigns to maximize ROI.

Regional Marketing

• Lead global Field Marketing, connecting global campaigns with local execution and delivering pipeline and revenue objectives across the globe.
• Ensure Field Marketing and Field Sales are tightly aligned to optimize activities from opportunity creation through to close-win, engaging the whole spectrum of personas including developers all the way through to C-Level line of business owners.

Digital Campaigns/Paid Media/SEO

• Identify and execute the highest level of efficiency through a mix of effective content that is promoted through paid placements.
• Navigate the fast-changing landscape of earned media to drive growth at the top of the funnel.
• Design, execute, and optimize clear, measurable funnels that capture intent and nurture it through to handoff and pipeline creation.

Drive ABM

• Plan, execute, scale, and optimize high-performance ABM programs to deliver to aggressive demand generation goals and sales success. Support revenue expansion with targeted ABM plays focused on extending value to the existing customer base.

Collaboration

• Partners closely with Sales leaders to develop a strategy that supports strong monthly/quarterly/annual sales pipeline and revenue goals.
• Collaborate with Product Marketing to position our solutions and offerings to benefit net new as well as existing customers and effectively differentiate our value proposition
• Partner closely with Marketing Operations, Sales Operations and Sales leadership to continually improve and refine lead scoring, funnel metrics, attribution, lead flow process and ensure optimal flow through the lead lifecycle.

Analytics & Reporting

• Live in the data. Marketing leaders at dbt Labs are expected to be in the weeds of the performance for their entire remit.
• Report on the performance of the funnel, campaigns, programs, pipeline sources, and associated costs to develop responsive action plans to address gaps to plan and optimize budgets. All recommendations should start from data, not narratives or playbooks.
• Drive executive reporting cadence on demand, including campaign and channel performance, partner contribution, and pipeline growth. Establish tracking and measurement to optimize programs based on real-time results.
• “Bad news should travel fast.” Transparency around performance, especially performance under goal that could have impacts on the wider business, must be shared proactively and non-defensively.

You’re a good fit if you have:

• 10+ years of experience in B2B software/security demand generation, with a proven track record of managing successful global teams and developing next-level leaders.
• Experience in a high-growth, dynamic environment with proven ability to adapt to changing market conditions.
• Excellent communication and cross-functional collaboration skills, with the ability to effectively lead diverse teams in a fast-paced environment.
• Proven track record of maximizing results and optimizing Demand Generation programs using modern marketing tools and channels.
• Mastery of modern marketing technologies, data-driven strategies, and full-funnel performance metrics.
• Passion for understanding key buyer personas and identify the optimal paths for communicating and engaging customers throughout the buyer’s journey.
• Proven track record of building, developing, and elevating high-performing teams and creating strong business stakeholder relationships.
• Strong analytical and quantitative skills to track campaigns, scale success and maximize effectiveness.

#LI-Remote

Compensation:

• We offer competitive compensation packages commensurate with experience, including salary, equity, and where applicable, performance-based pay. Our Talent Acquisition Team can answer questions around dbt Lab’s total rewards during your interview process.

  In select locations (including Boston, Chicago, Denver, Los Angeles, Philadelphia, New York City, San Francisco, Washington, DC, and Seattle), an alternate range may apply, as specified below.

  • The typical starting salary range for this role is:

  $275,000 - $333,000 USD

  • The typical starting salary range for this role in the select locations listed is:

  $306,000 - $371,000 USD

• Equity Stake*
• Benefits:
  • dbt Labs offers:
    • Unlimited vacation (and yes, we use it!)
    • Excellent healthcare
    • Paid Parental Leave
    • 401k matching
    • Wellness stipend
    • Home office stipend, and more!

What to expect in the hiring process (all interviews will be conducted via Zoom):

• Interview with a Talent Acquisition Partner to align on the role and the skills and experiences we mutually value
• Interview with Hiring Manager
• Interview with the CEO
• Team Interviews (1:1s) with members of the of the Executive Team you will be partnering with
• Interview with the VP, HR
• Final wrap up/ values discussion with CEO