Head of Lifecycle Marketing

Remote; United Kingdom; Remote; GBP 134,000 - 228,000; Full time

Job summary

A leading HR technology company is seeking a Head of Lifecycle Marketing to drive engagement and retention strategies. This fully remote position requires strong lifecycle marketing experience and team leadership skills. The ideal candidate will own the entire marketing strategy, optimizing multi-channel programs and mentoring a high-performing team. A passion for innovation and exceptional analytical skills are essential.

Benefits

Budget for local in-person social events

Flexible work schedule

Qualifications

• Proven track record in lifecycle, CRM, or retention marketing with success at scale.
• Experience managing high-performing teams with a focus on accountability.
• Deep understanding of customer segmentation and personalization.

Responsibilities

• Own the end-to-end lifecycle marketing strategy, from onboarding to retention.
• Lead and mentor a team of lifecycle and CRM marketers.
• Design and optimize multi-channel lifecycle programs.

Skills

Lifecycle marketing experience

Analytical skills

Team management

Customer segmentation

Fluent English

Job description

Remote is solving modern organizations’ biggest challenge – navigating global employment compliantly with ease. We make it possible for businesses of all sizes to recruit, pay, and manage international teams. With our core values at heart and future focused work culture, our team works tirelessly on ambitious problems, asynchronously, around the world. You can find Remoters working from 6 different continents and all of our positions are fully remote.

We encourage every member of the Remote team to bring their talents, experiences and culture to the table to help us build the best-in-class HR platform.

If you are energetic, curious, motivated and ambitious, be part of our world. Apply now and define the future of work!

The Position

This is an exciting time to join Remote and make a personal difference in the global employment space as a Head of Lifecycle Marketing. The Marketing team is the engine that powers Remote's expansion. Through product marketing, performance marketing, events, communications, campaigns, and content, we tell the world about Remote to bring in revenue and establish Remote as the international leader in global HR and remote work.

You’ll design and own the strategies that drive engagement, retention, and long-term customer value. This role is both strategic and hands-on — building a high-performing team while innovating across the customer journey to maximize impact.

What You Bring

• Proven track record in lifecycle, CRM, or retention marketing, with success at scale in fast-paced environment.
• Expertise in building and scaling customer lifecycle programs across multiple channels.
• Strong analytical skills with a track record of leveraging data to inform strategy and execution.
• Experience managing and scaling high-performing teams with a focus on ownership and accountability.
• Deep understanding of customer segmentation, messaging, and personalization at scale.
• Entrepreneurial mindset with a balance of creative vision and operational rigor.
• Passion for innovation and elevating the digital customer experience.
• Writes and speaks fluent English.
• It’s not required to have experience working remotely, but considered a plus.

Key Responsibilities

• Own the end-to-end lifecycle marketing strategy, from onboarding to retention, upsell, and advocacy.
• Lead and mentor a team of lifecycle and CRM marketers, fostering a culture of innovation and accountability.
• Design and optimize multi-channel lifecycle programs (email, in-app, push, SMS, communities, etc.) that drive measurable impact.
• Partner with Product, Data, and Growth to deliver personalized, customer-centric experiences.
• Develop segmentation and targeting strategies to increase engagement, reduce churn, and grow LTV.
• Establish KPIs and ensure continuous testing, measurement, and iteration of lifecycle initiatives.
• Champion automation, personalization, and data-driven decision-making across the lifecycle function.

Application process

• Interview with recruiter
• Interview with future manager
• Interview with team members (no managers present)

Remote's Total Rewards philosophy is to ensure fair, unbiased compensation and fair equity pay along with competitive benefits in all locations in which we operate. We do not agree to or encourage cheap-labor practices and therefore we ensure to pay above in-location rates. We hope to inspire other companies to support global talent-hiring and bring local wealth to developing countries.

At first glance our salary bands seem quite wide - here is some context. At Remote we have international operations and a globally distributed workforce. We use geo ranges to consider geographic pay differentials as part of our global compensation strategy to remain competitive in various markets while we hiring globally.

Our salary ranges are determined by role, level and location, and our job titles may span more than one career level. The actual base pay for the successful candidate in this role is dependent upon many factors such as location, transferable or job-related skills, work experience, relevant training, business needs, and market demands. The base salary range may be subject to change.

At Remote, we foster internal mobility as a key element of our culture of employee growth and development, supported by a compensation philosophy that guarantees pay equity and fairness. Therefore, all compensation changes associated with an internal move will be reviewed by the Total Rewards & People Enablement team on a case by case basis.

The annual salary range for this full-time position is

$179,300 - $302,600 USD

Our full benefits & perks are explained in our handbook at remote.com/r/benefits. As a global company, each country works differently, but some benefits/perks are for all Remoters:

• budget for local in-person social events or co-working spaces

How you’ll plan your day (and life)

We work async at Remote which means you can plan your schedule around your life (and not around meetings). Read more at remote.com/async.

You will be empowered to take ownership and be proactive. When in doubt you will default to action instead of waiting. Your life-work balance is important and you will be encouraged to put yourself and your family first, and fit work around your needs.

If that sounds like something you want, apply now!

How to apply

• Please fill out the form below and upload your CV with a PDF format.
• We kindly ask you to submit your application and CV in English, as this is the standardised language we use here at Remote.
• If you don’t have an up to date CV but you are still interested in talking to us, please feel free to add a copy of your LinkedIn profile instead.

Not only do we encourage folks from all ethnic groups, genders, sexuality, age, abilities, disability status and any other under-represented group to apply, but we prioritize a sense of belonging. We have 4 ERGs (Women, Disability, Queer, Minorities in Tech) who meet regularly with the People team. During your interviews and beyond, we ask & encourage anybody who needs an accommodation to request one from their recruiter.

We will ask you to voluntarily tell us your pronouns at interview stage, and you will have the option to answer our anonymous demographic questionnaire when you apply below. As an equal employment opportunity employer it’s important to us that our workforce reflects people of all backgrounds, identities, and experiences and this data will help us to stay accountable. We thank you for providing this data, if you chose to.

At Remote, we embrace AI as a valuable tool while prioritizing human creativity and authenticity.We look forward to meeting candidates who balance innovation with genuine expertise and experience.To learn more about Remote's AI guidelines check seehere.

Please note we accept applications on an ongoing basis.

Voluntary Self-Identification Questions

Remote is an Equal Employment Opportunity employer and as such it’s important to us that our workforce reflects people of all backgrounds, identities, and experiences. Through the below self-identification survey, we invite you to share your demographic information. All answers are anonymous and will not be tied to your job application or candidate profile. The data will be aggregated and only used internally to inform our hiring strategies and processes to ensure we are actively working toward creating access to opportunities among under-represented groups and increasing our teams’ diversity. These questions are optional and voluntary, and will not have any impact on hiring outcomes.

Visit the Remote Handbook to read more about how diversity, equity, and inclusion are a way of life at Remote.

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