Head of Growth Marketing

Sambatv; San Francisco (CA); On-site; USD 180,000 - 230,000; Full time

Job summary

Samba is seeking a Head of Growth Marketing to own the demand engine end to end, including strategy, budget, martech and attribution. You will lead a multi-disciplinary team and drive pipeline commitments with the CRO and Sales, balancing AI adoption with human-centered quality.

You will oversee ABM, lifecycle, paid media, and marketing operations, set annual and quarterly plans, and defend them with data. A strong track record of revenue impact and cross-functional collaboration is essential.

Qualifications

• 8+ to 12+ years in B2B growth marketing or demand generation
• 3+ years managing a team of four or more people
• Proven track record of owning and hitting a pipeline number
• Hands-on with marketing tech stack and data-driven reporting

Responsibilities

• Own the growth marketing function end to end including demand gen, ABM, lifecycle and paid.
• Build and lead a multi-disciplinary marketing team and scale capabilities.
• Set growth strategy and operating plan with quantified revenue targets.
• Own the budget across channels and vendors with clear ROI reporting.
• Lead ABM motions with alignment to Sales and joint pipeline planning.
• Ensure AI-native processes and tools are integrated responsibly and effectively.

Skills

Growth leadership

Demand generation

ABM

Lifecycle marketing

Budget management

AI-native marketing

Cross-functional leadership

Pipeline ownership

Education

Bachelor's degree in Marketing or related field

Tools

HubSpot

Salesforce

Demandbase

Clay

Job description

Samba is a media intelligence company. We know what the world is watching, reading, and thinking about — in real time, at scale, across every screen. Our data exists with the consent of over a billion people, organized into the most complete picture of consumer attention ever built. The biggest brands in the world use that picture to make smarter decisions. We think it’s the most interesting data asset on the planet, because it’s the most culturally relevant.

The Head of Growth Marketing owns Samba's demand engine end to end: strategy, budget, martech and attribution, and a team of four or more spanning demand gen, ABM, lifecycle and paid. They carry a pipeline number alongside the sales org, and they're accountable for whether marketing delivers its share of revenue, not for how many campaigns shipped.

• Own the growth marketing function end to end: demand generation, ABM, lifecycle, paid media, and marketing operations. You own the pipeline number that comes out of it, and you are accountable for sourced and influenced pipeline, not for activity.

• Build and lead the team. You'll manage a group of campaign, lifecycle, and ops marketers, hire against the gaps, set the bar for quality, and grow people into bigger roles. Player-coach energy is welcome; passivity is not.

• Set the growth strategy and the annual and quarterly operating plan. You reverse-engineer revenue targets into pipeline math: coverage ratios, conversion rates by stage, channel mix, CAC and payback. You defend that plan with numbers in front of the exec team.

• Own the growth budget. You decide where every dollar goes across paid, syndication, events support, tooling, and vendors, and you can show the return on each line without being asked twice.

• Run the ABM motion at Samba. You define tiering and account selection with sales, orchestrate multi-channel plays against target accounts, and hold the org accountable to the account list rather than to a lead volume vanity metric.

• Own the martech stack and the attribution model: HubSpot, Salesforce, Demandbase, Clay, and whatever you decide belongs in it. You are the person who decides what "sourced" means at Samba and makes the reporting trustworthy enough for the board deck.

• Partner as a peer with Sales leadership. You build the joint pipeline plan with the CRO org, sit in pipeline reviews, run enablement that sellers actually adopt, and take the heat when the number is short instead of routing it to the campaign manager.

• Align the growth calendar with product marketing, content, and events so launches, moments, and campaigns compound instead of colliding. Nothing significant ships without a growth plan attached.

• Make the hard prioritization calls. You understand our industry, buyer, and sales cycle well enough to kill programs that don't work, protect the ones that do, and say no to the loudest request in the room with a reason.

• Build the growth org as an AI-native operation. You use Claude/Cowork, AI agents, and generative tools as core infrastructure for audience research, copy, analysis, automation design, and reporting. You set the standard for how your team balances AI speed against human quality.

• Find innovative ways to tell our story and get attention in a world of AI slop. Your team's work stands out because it's sharp, human, and creative, not because it was generated by a prompt.

• Have 8 to 12+ years in B2B growth marketing or demand generation, including 3+ years managing a team of four or more, with a track record of owning a pipeline number and hitting it.

• Have built a growth function, not just inherited one. You've designed the operating cadence, hired the team, chosen the stack, and defined how performance gets measured.

• Can do the pipeline math in front of a CRO or CFO without a deck: coverage, stage conversion, velocity, CAC, payback, and what happens to each if you move spend.

• Are hands-on with the stack: HubSpot, Salesforce (including campaign attribution), Demandbase, and Clay. You can pull your own data and audit your team's reporting rather than trusting a dashboard you didn't build.

• Treat ABM as synonymous with B2B and have demonstrated results from an account-based motion, with named accounts, coordinated plays, and sales alignment you can describe specifically.

• Have run a real budget and can articulate where you cut, where you doubled down, and what you learned from the call that went wrong.

• Are deeply collaborative with sales. You've embedded with sellers, listened to Gong calls, and built enablement that got adopted rather than ignored.

• Have led multi-channel programs at scale: digital ads, content syndication, email nurture, direct mail and gifting, lead magnets, partner marketing, website-triggered plays, and whatever new channel you bring.

• Are AI-native. You use Claude, Cowork, or comparable tools daily, and you have real examples of how AI changed the output of a team you led, not just your own workflow. This is a strong preference.

• Have experience with or strong aptitude for product-led growth (PLG) motions and can think beyond traditional demand gen when the product supports it.

• Are scrappy and take ownership at the level of the number, not the task. You see the gap, own the fix, and don't wait for a mandate.

• Have a high bar for creative quality and enforce it on work you didn't make.

• Bonus: experience marketing data, measurement, or adtech products to advertisers, agencies, or publishers.

• A growth function that reliably delivers its share of pipeline every quarter, with forecast accuracy that leadership trusts.

• A pipeline plan built with sales that both orgs actually run against, reviewed weekly and adjusted with evidence.

• Attribution and reporting clean enough that "where did this pipeline come from" is a five-minute answer, not a two-week project.

• A team that's leveled up: people doing bigger work than when they joined, with clear ownership and a hiring bar that holds.

• An ABM motion producing measurable movement in target accounts: engagement, meetings, and opportunities in the accounts that matter, not just more leads.

• Budget allocation you can defend line by line, with programs cut and scaled on evidence.

• A growth calendar tightly aligned with product, content, and events, where launches land with campaigns already built behind them.

• Campaigns in market that people talk about internally and externally, creative enough to break through and disciplined enough to convert.

Samba is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.We strive to empower connection with one another, reflect the communities we serve, and tackle meaningful projects that make a real impact.

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