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Vp Bdr Tech Jobs (NOW HIRING)

CaptivateIQ

VP, Revenue Marketing

Responsibilities include auditing the marketing tech stack to integrate advanced AI automation and ... Extend BDR scope to include post-sale/expansion support where it strengthens retention and cross ...

CFS

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Meriden, CT · On-site

Drive innovation as the VP Finance leading technology enhancements, data analytics initiatives, and process improvements. * Exceptional benefits package including a 6% 401(k) match that increases to ...

CFS

VP, Finance

Meriden, CT · Hybrid

Drive innovation as the VP Finance leading technology enhancements, data analytics initiatives, and process improvements. * Exceptional benefits package including a 6% 401(k) match that increases to ...

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Winter Services

Vice President of Technology

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$154K - $193K/yr

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Winter Services Inc

Vice President of Technology

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Vice President, Technology Services

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$152K - $190K/yr

Vice President, Technology Services Location: 231 Hill Road, Rome, NY (Hybrid) Position Type: Full-Time | Exempt Compensation: $152,565.75/year to $190,707.19/year. Actual compensation will depend on ...

The Greater Boston Food Bank, Inc.

$158K - $206K/yr

Vice President of Tech Operations Regular Full Time Senior Management Boston, MA, US 23 days ago Requisition ID: 1284 Salary Range: $158,500.00 To $206,100.00 Annually Job Title: Vice President of ...

Aeris Partners

Vice President

Boston, MA

$250K/yr

Aeris leverages extensive technology domain expertise and an unparalleled commitment to delivering ... Vice Presidents work directly with Managing Directors during all facets of the M&A advisory ...

PatientIQ

Vice President of Marketing

Build pre- and post-event outbound sequences in coordination with the BDR team and AEs to convert ... health technology marketing experience, with at least 3 years in a VP-level or equivalent ...

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VP, Revenue Marketing

Remote

CaptivateIQ
Software Development • 201 - 500 employees
Learn more about CaptivateIQexternal

Full-time

Medical, Dental, Vision, Retirement, PTO

Re-posted 18 days ago

Job description

CaptivateIQ is transforming the way companies plan, manage, and optimize sales performance. We started by revolutionizing incentive compensation management, and now we're expanding our platform to solve broader sales planning challenges. Recognized by industry analysts like Forrester and G2 and backed by top-tier investors, including Sequoia, ICONIQ, Accel, and Sapphire Ventures,  we empower high-growth companies like Netflix, Figma, and Stripe with the flexibility and insights needed to drive revenue performance.
 
Join a talented, fast-growing team committed to solving some of the most complex and impactful problems in sales performance management.
 
About the Role

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.
We are aware of active recruitment scams using the CaptivateIQ name, in which individuals pose as our recruiters and post fake remote job openings and make fake job offers on the Internet. Please note, we will never do the following:
  • 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.
$305,000 - $385,000 a year
The compensation offered for this position will depend on numerous factors, including individual proficiency, anticipated performance, and the location of the selected candidate. The OTE salary range for this role is $305,000-$385,000. Compensation for candidates hired in Canada will be provided in Canadian dollars and may differ from the ranges listed above due to currency conversion. Our OTE is just one component of CaptivateIQ's competitive total rewards package, which also includes equity, comprehensive health benefits, and other perks and benefits.
CaptivateIQ participates in E-Verify, web-based system that allows enrolled employers to confirm the eligibility of their employees to work in the United States
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
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