VP, Revenue Marketing

CaptivateIQ • Toronto, ON

4d • $305,000 - $385,000

About The Position

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.

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.

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.

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.

What This Job Offers

• Job Type: Full-time
• Career Level: Executive
• Education Level: No Education Listed