Cxo Jobs (NOW HIRING)

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Right now, in boardrooms everywhere, executives are making architectural decisions that will define their companies for the next decade: which platforms they trust, which vendors they build on, and how far they go with AI agents. Salesforce’s CxO Marketing team exists to win those decisions: marketing built specifically for C‑suite technology and business buyers, spanning executive thought leadership, first‑ and third‑party executive event content, an external executive advisory community, message development and testing for technical executive audiences, and the systems that turn executive engagement into pipeline.

You will lead this team as a player‑coach. It is small, senior, and high‑leverage: experienced individual contributors who own the message and the story, set the quality bar, and drive the work forward, in close collaboration with partners across the marketing organization rather than relying on owned resources. Your job is to give this function what scale alone cannot: a clear persona strategy grounded in a deep understanding of the executive buyer, a distinctive point of view and a demanding quality bar on every executive‑facing narrative, repeatable systems for engagement and follow‑through, and the development that turns strong individual contributors into a durable team.

The team’s work centers on the CIO and the broader technology‑executive audience today and is expanding into the CMO. You will build the bench that carries our message: external advisors, our own C‑suite leaders, and customers, each matched to the right stages and rigorously prepared.

• Own the executive messaging source of truth. Own the messaging and positioning that anchors how we speak to the CIO/CTO audience and, increasingly, the CMO, kept current on a quarterly cadence in partnership with customer insights and corporate marketing. Develop the differentiated points of view this audience engages with, such as maturity models, architectural guides, and research‑backed narratives, and set the quality bar on every talk track, deck, and asset that carries them, including the thought leadership that fuels campaigns run by our partner teams.
• Shape the content of our executive moments. Bring our core messaging to our first‑ and third‑party executive moments, including Dreamforce and World Tour executive programming, CIO summits, industry stages, and media partnerships, in close partnership with the events and sponsorship teams who run them. Source and prepare the right voices, and synthesize what we learn back into the message.
• Turn engagement into pipeline. Own the pipeline measures tied to the team’s executive events and content, with the reporting rigor to stand behind them in monthly business reviews, and build the follow‑through that converts executive attention into opportunity.
• Equip sellers for executive conversations. Own executive seller enablement, including persona guidance, discussion guides, and the self‑serve assets field teams reach for when a C‑suite meeting is on the calendar, so the team’s insights reach the field at scale.
• Lead and develop the team. Grow a small team of senior individual contributors through career development, coaching, and deliberate workload protection. Be the final quality check on executive‑facing work while developing the team’s own judgment so quality scales beyond you. Champion the way this team already works with AI: this group builds its own agents, automations, and dashboards, and you will push that further.
• Operate the matrix. Broker the partnerships this function ships through, and establish a shared way of working for executive‑audience marketing across product and corporate marketing, so it stays coherent and coordinated as the work grows.

• 12+ years in product marketing, executive‑audience marketing, or corporate marketing in enterprise B2B technology, including experience managing senior marketers.
• Genuine fluency with technical executive audiences: you can write, edit, and defend architecture‑level narrative for CIOs and CTOs, and you know the difference between a claim that inspires and one that overreaches.
• Player‑coach range: equally effective presenting a business review to a CxO audience and line‑editing a talk track the night before an executive dinner.
• Pipeline and operations rigor: you have owned marketing‑sourced pipeline measures, run business‑review machinery, and managed budgets with hard trade‑offs.
• Executive presence without ego: you can prep a keynote speaker and hold the room with customer executives, and you measure success by the strength of the bench, not the spotlight.
• Matrixed influence: a track record of shipping through teams you don’t control, in a large, fast‑moving organization.
• An AI‑forward operator’s mindset: hands‑on enthusiasm for agents and automation as how a small team punches above its weight.
• Care for people: this team is small, senior, and carries a heavy load. It needs a leader who develops, protects, and retains it.

Salesforce offers a variety of benefits to help you live well including: time off programmes, medical, dental, vision, mental health support, paid parental leave, life and disability insurance, 401(k), and an employee stock purchasing programme. More details about company benefits can be found at the following link: https://www.salesforcebenefits.com. Pursuant to the San Francisco Fair Chance Ordinance and the Los Angeles Fair Chance Initiative for Hiring, Salesforce will consider for employment qualified applicants with arrest and conviction records. At Salesforce, we believe in equitable compensation practices that reflect the dynamic nature of labour markets across various regions. The typical base salary range for this position is $181,700 - $304,700 annually. In select cities within the San Francisco and New York City metropolitan area, the base salary range for this role is $218,100 - $332,600 annually. The range represents base salary only, and does not include company bonus, incentive for sales roles, equity or benefits, as applicable.

Salesforce is an equal opportunity employer and maintains a policy of non‑discrimination with all employees and applicants for employment. What does that mean exactly? It means that at Salesforce, we believe in equality for all. And we believe we can lead the path to equality in part by creating a workplace that’s inclusive, and free from discrimination. Any employee or potential employee will be assessed on the basis of merit, competence and qualifications - without regard to race, religion, colour, national origin, sex, sexual orientation, gender expression or identity, transgender status, age, disability, veteran or marital status, political viewpoint, or other classifications protected by law. This policy applies to current and prospective employees, no matter where they are in their Salesforce employment journey. It also applies to recruiting, hiring, job assignment, compensation, promotion, benefits, training, assessment of job performance, discipline, termination, and everything in between. Recruiting, hiring, and promotion decisions at Salesforce are fair and based on merit. The same goes for compensation, benefits, promotions, transfers, reduction in workforce, recall, training, and education.