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Director of Growth Marketing

  • Hireology
  • 24 E. Washington Street Suite 800, Chicago, IL
  • Full Time
  • $130,000 – $150,000 a year
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Director of Growth Marketing

Marketing  •  Hireology  •  Chicago, IL  •  Hybrid  •  Full-Time

About Hireology

Hireology is a 15-year market leader in HR technology, trusted by thousands of businesses to help them hire and build outstanding teams. Recognized by Built In Chicago as a Best Place to Work multiple years running, we’re a hybrid team of committed and optimistic talent looking for the next person to help us build the future of hiring for frontline, high-volume businesses.

About the Role

As Director of Growth Marketing, you will own the strategy and team responsible for generating marketing-sourced pipeline, both new logo and expansion. You will lead a team of channel owners covering demand generation, customer marketing, partner marketing, and events, plus the agencies and vendors supporting them.

Working closely with Sales and Customer Success, you will create demand, engage priority accounts, drive adoption and expansion in the existing customer base, and improve conversion from initial interest through closed revenue. Success will be measured primarily by marketing-sourced pipeline, new logo and expansion, supported by channel efficiency, conversion, velocity, and customer acquisition cost.

Key Responsibilities

Pipeline Strategy & Investment

  • Translate Hireology’s growth goals into an integrated strategy for generating pipeline across new customer acquisition and expansion.
  • Own the annual and quarterly marketing-sourced pipeline target, forecast performance, identify gaps, and lead recovery plans when performance is behind plan.
  • Decide which channels and programs deserve investment, and reallocate as performance dictates.
  • Balance near-term demand capture with programs that build awareness and preference before buyers enter an active buying cycle.
  • Own the growth marketing budget and defend investment decisions with pipeline contribution, conversion, and return.
  • Ground programs in customer insight, market dynamics, performance data, and a real understanding of how frontline businesses research and buy technology.

Account-Based Marketing

  • Lead ABM programs targeting named accounts across priority verticals.
  • Partner with Sales on account selection, prioritization, messaging, and coordinated outreach.
  • Use account, intent, buyer journey, and sales data to focus resources on the accounts most likely to move.
  • Build the operating rhythm with Sales that keeps account strategy and marketing execution connected.

Customer Growth & Retention

  • Oversee the marketing programs that improve customer outcomes, including adoption, retention, advocacy, and expansion revenue.
  • Partner with Customer Success to turn product usage signals and feature launches into expansion pipeline.
  • Develop a customer advocacy and reference program that supports both expansion and new business.
  • Keep messaging consistent across the full customer journey, from first touch through renewal.

Cross-Functional Leadership

  • Build strong working relationships with Sales and Customer Success leadership, anchored in shared pipeline and retention goals.
  • Partner with Revenue Operations on attribution, funnel definitions, handoffs, lead scoring, routing, and reporting.
  • Partner with Product Marketing on audience insights, positioning, messaging, and campaign development.

Measurement and Operations

  • Track marketing’s contribution to pipeline and revenue across source, influence, conversion, and velocity.
  • Track marketing’s contribution to customer outcomes, including product adoption, retention, net revenue retention, and expansion revenue.
  • Set program and channel KPIs that connect marketing activity to business outcomes.
  • Partner with Revenue Operations and Customer Success on the data and reporting required to measure customer health, adoption, and expansion.
  • Use performance data and experimentation to improve results and guide investment.
  • Identify gaps in the funnel and lead cross-functional efforts to address them.

Team & Cross-Functional Leadership

  • Hire, manage, and develop a multidisciplinary growth marketing team.
  • Set clear goals, priorities, and accountability for direct reports.
  • Develop team members into strategic owners of their channels and programs.
  • Build the processes and operating rhythms required for effective execution.
  • Represent Growth Marketing in company planning, budget development, and quarterly OKRs.

Qualifications

  • 8 or more years of experience in growth marketing, demand generation, or integrated marketing within B2B SaaS.
  • Experience owning pipeline strategy, budget, and performance for a sales-led mid-market motion.
  • Demonstrated success generating qualified opportunities and pipeline.
  • Experience leading integrated programs through internal teams, agencies, and cross-functional partners.
  • Proven experience building ABM programs in partnership with Sales.
  • Strong track record working with Sales leadership on pipeline planning, funnel performance, and account strategy.
  • Experience managing and developing marketers across multiple disciplines.
  • Strong command of marketing performance, funnel metrics, and investment decisions.
  • Fluency with marketing automation, CRM, attribution, and ABM or intent platforms. Experience with HubSpot, Salesforce, and 6sense is helpful.
  • Experience adapting marketing strategies across multiple verticals, industries, or buyer segments.
  • Comfortable operating as both a strategist and hands-on leader.

Benefits

  • Unlimited paid time off and mental health days
  • Health, Dental, and Vision insurance coverage from day one
  • 401(k) with company match
  • Award-winning culture
  • Hybrid office downtown Chicago
  • External learning budget
  • Amazing growth opportunities

Compensation

  • Base Salary: $130,000–$150,000 (Plus 15% Company Bonus)

Hireology is committed to equal employment opportunities regardless of race, color, genetic information, creed, religion, sex, sexual orientation, gender identity, national origin, age, marital status, disability status or protected veteran status, or any other category protected under the law. All employment decisions are solely based on business needs, job requirements, and individual qualifications. We support an inclusive workplace where Hireologists excel based on personal merit, qualifications, experience, ability, and job performance.

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Other Information

Equal Employment Opportunity Information (Voluntary Disclosures)

Hireology is proud to be an Equal Employment Opportunity and Affirmative Action employer. All employment decisions at Hireology are based on business needs, job requirements and individual qualifications, without regard to an applicant’s race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, past or present military service, or any other characteristic protected by law. The purpose of this Self-Identification Form is to comply with federal government record-keeping and reporting requirements, and to ensure equal employment opportunity at Hireology. The data you provide on this form will be kept confidential and used solely for analytical and reporting requirement purposes. When reported, data will not identify any specific individuals. Moreover, this information will be kept separate from your application.

Answering these questions is optional and voluntary and your refusal to provide it will not subject you to any adverse treatment.

Ethnic and Race identification

Hispanic or Latino - A person of Cuban, Mexican, Puerto Rican, South or Central American, or other Spanish culture or origin regardless of race.

White (Not Hispanic or Latino) - A person having origins in any of the original peoples of Europe, the Middle East, or North Africa.

Black or African American (Not Hispanic or Latino) - A person having origins in any of the black racial groups of Africa.

Native Hawaiian or Pacific Islander (Not Hispanic or Latino) - A person having origins in any of the peoples of Hawaii, Guam, Samoa, or other Pacific Islands.

Asian (Not Hispanic or Latino) - A person having origins in any of the original peoples of the Far East, Southeast Asia, or the Indian Subcontinent, including, for example, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, Thailand, and Vietnam.

American Indian or Alaska Native (Not Hispanic or Latino) - A person having origins in any of the original peoples of North and South America (including Central America), and who maintain tribal affiliation or community attachment.

Two or More Races (Not Hispanic or Latino) - All persons who identify with more than one of the above five races.

Veteran status

Hireology is subject to the Vietnam Era Veterans’ Readjustment Assistance Act of 1975, as amended by the Jobs for Veterans Act of 2002, 38 U.S.C. 4212 (VEVRAA), which requires Hireology to take affirmative action to employ and advance in employment veterans in the following classifications.

A “disabled veteran” is one of the following: A veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs or a person who was discharged or released from active duty because of a service-connected disability.

A “recently-separated veteran” means any veteran during the three-year period beginning on the date of such veteran’s discharge or release from active duty in the U.S. military, ground, naval or air service.

An “active duty wartime or campaign badge veteran” means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An “Armed forces service medal veteran” means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Protected veterans may have additional rights under USERRA—the Uniformed Services Employment and Reemployment Rights Act. In particular, if you were absent from employment in order to perform service in the uniformed service, you may be entitled to be reemployed by your employer in the position you would have obtained with reasonable certainty if not for the absence due to service. For more information, call the U.S. Department of Labor's Veterans Employment and Training Service (VETS), toll-free, at 1-866-4-USA-DOL.

If you believe you belong to any of the categories of protected veterans listed above, please indicate by checking the appropriate box below. As an employer subject to VEVRAA, we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Submission of this information is voluntary and refusal to provide it will not subject you to any adverse treatment. The information provided will be used only in ways that are not inconsistent with VEVRAA.

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