Marketing & Growth Manager

Marketing & Growth Manager Demand Gen + Lead Qualification + Onboarding Coordination

Location: Remote (North America time zones preferred; fluent English required)

Seniority: Early-career to mid-level
Experience: 1–4 years in outbound, SDR/BDR, growth, or revenue ops

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VeraHire (www.verahire.ai) is a revolutionary company bringing the power to AI to HR recruiting and hiring. VeraHire’s innovative agentic AI systems automatically screen and interview job applicants, making the hiring process simple, consistent, and efficient. We’re rapidly expanding our Sales & Marketing programs and are looking for a new Marketing & Growth Manager to join our high-energy team.

As Marketing & Growth Manager, youwill generate qualified sales leads, qualify and progress opportunities, and coordinate smooth customer onboarding + follow-up. You’ll help build then fully run a high-volume, multi-channel outreach platform (LinkedIn/email/data platforms), engage decision-makers across enterprise, mid-market, and SMB, book and prep demos, and keep the sales pipeline populated and moving. This is an execution-heavy role for an aggressive, organized, think-on-your-feet, persuasive communicator who wants to advance his or her a career in fast-growth, high-tech environment.

Key Mission
Build and convert a predictable pipeline of quality leads into sales demos, platform trials, onboarding, and ensure customer satisfaction.

Core responsibilities

A. Lead generation - top-of-funnel pipeline creation

1. Build and continuously refine lead lists by segment: SMB, midmarket

2. Target key decision makers: HR leaders, recruiting leaders, talent acquisition managers, founders/COOs

3. Identify main cues for strong potential clients: hiring speed, open roles, growth events, ATS/HRIS platforms

B. Outbound execution

1. Coordinate LinkedIn (incl. Sales Navigator) mining, email sequences, selective calling/video messages

2. Personalize messaging at scale

3. Monitor deliverability, connection rates, reply rates, and meeting conversion

4. Run weekly iterative tests on copy, offers, and channel mix

C. Lead qualification - turn interest into real opportunities

1. Act on inbound and outbound opportunities quickly to drive to a clear next step

2. Qualify using a structured framework:

- Target fit - industry, hiring volume, roles, workflow complexity

- Need/urgency - screening time pain, candidate experience, consistency

- Authority - decision maker

- Timing - implementation window

3. Book demos, ensure clients are “sales-ready”

4. Confirm stakeholders, use case, ATS/HRIS context, success criteria

5. Provide short pre-sale summaries to sales team

6. Maintain pipeline data consistency

7. Log touchpoints, stage movement, reason codes, and next steps in CRM

D. Onboarding coordination + follow-up

1. Coordinate the handoff from “booked” → “started”

2. Coordinate kickoff logistics, stakeholder invites, and onboarding timeline

3. Confirm prerequisites (accounts, integrations context, success metrics)

4. Light customer success coordination

5. Track action items, keep momentum, ensure next meeting scheduled

6. Escalate risks quickly (no-shows, stalled onboarding, unclear decision owner)

F. Enablement + marketing support (support the revenue engine)

1. Maintain and improve outreach assets:

- Email templates, LinkedIn sequences, call scripts, follow-up library

- Basic lightweight content support (as needed):

- Short posts, targeted messages, “why now” angles, simple collateral routing

2. Weekly reporting to leadership:

Activity, conversion rates, pipeline created, bottlenecks, experiments

Tools & platforms (must-have familiarity)

A. Prospecting & data: LinkedIn / Sales Navigator, ZoomInfo, Apollo lead list building

B. Outreach: sequencing tools (e.g., Instantly/Lemlist/Apollo sequences)

C. CRM: HubSpot, Salesforce, Zoho

D. Meetings: Google Meet / Zoom, calendar scheduling efficient practices

E. Documentation: Google Docs/Sheets/Notion, clean handoff notes

Key performance indicators

A. Top-of-funnel

- New ICP accounts added/week

- New contacts added/week

- Connect rate / open rate / reply rate

B. Pipeline creation

- Qualified meetings booked/week

- Meeting show rate

- Sales-accepted leads (SAL) / qualified opportunities (SQL)

C. Speed/efficiency & quality

- Time-to-first-response (inbound/outbound replies)

- Qualification completeness score (internal rubric)

- Handoff success rate (demo → kickoff scheduled)

D. Onboarding coordination

- Kickoff scheduled within X days

- Onboarding completion rate / time-to-value proxy milestone

Required qualifications

A. Experience: 1–4 years in one or more: SDR/BDR, outbound lead gen, growth, B2B marketing ops, customer success with outbound elements

B. Core skills

1. Clear, persuasive business writing - short-form outreach

2. Confident phone/Zoom communication with senior stakeholders

3. Strong organization + follow-through

4. Comfort with metrics, experimentation, and process improvement

C. Mindset

1. Competitive, resilient, high-initiative “builder” attitude

2. Thrives in fast-paced startup ambiguity; takes ownership end-to-end

Preferred qualifications

A. Prior B2B SaaS selling into HR/Recruiting/Staffing, or adjacent workflow tools

B. Experience selling to multiple segments (SMB → enterprise) with different motions

C. Familiarity with ATS/HRIS ecosystems (integration-aware conversations)

D. Ability to run light ops: deliverability basics, CRM automation, sequence QA, simple dashboards

Target timeline expectations

A. Within 30 days

1. Understand ICP, messaging pillars, and objections

2. Launch first outbound sequences + list-building workflow

3. Consistent cadence of booked meetings begins

B. Within 60 days

1. Predictable weekly pipeline creation #s with measured conversion improvements

2. Clear qualification notes and clean CRM stages

3. Onboarding handoffs run smoothly with minimal founder intervention

C. Within 90 days

1. Manage the entire leadgen funnel: segmentation/targeting, contact/engagement, demo booking/showup, onboarding; reporting

2. Manage and report through monitored KPIs = volume & conversion metrics

3. Improve show rates and demo-to-kickoff conversion through better prep/follow-up

4. Identify 80/20 split

- 80% volume: 2–3 scalable channels that consistently produce qualified pipeline

- 20% volume: new/test channels to increase overall blended conversion rates

Work format/location/work hours

A. Format: part time

B. Location: remote, video-calls

C. Work hours: must cover North America business hours for rapid lead response and scheduling

Reporting cadence

A. Daily huddle and volume/metrics check-in/update report (with supervisor)

B. Weekly KPI and issue meeting/report (with mgt team)

C. Incidental opportunity or issue discussion/resolution meetings

Our culture and approach to work

We are a team of young, energetic, and creative entrepreneurs building an exciting AI-agentic platform to revolutionize workflows in the HR sector. We are fanatic about our mission to bring technology-based efficiency to recruiting, screening, hiring, and onboarding. We truly want to change the world and are driven to quickly scale to the next levels of growth in adoption and brand relevance. In the process building a sector leader and providing the dominant platform, we also have a great sense of humor and a lot of fun along the way. We come from diverse global backgrounds across North America, Asia, and the Middle East and bring a broad range of experiences but all share a common passion for delivering only top quality service and maximizing customer satisfaction. We are excited about bringing onboard new colleagues who smart, versatile, resourceful, eager to learn, and willing to dive in to help us enhance the sales and marketing foundation of our business.

Job Types: Part-time, Contract, Freelance

Pay: From $3,000.00 per month

Expected hours: 10 – 20 per week

Benefits:

• Flexible schedule
• Opportunities for advancement
• Work from home

Work Location: Remote