Demand Generation Manager (ABM Focus)

We need to output HTML fragment with sections: headings

for each section heading present. Must not repeat job title. Must not include Job ID etc. Must include only sections with real content. Must not include boilerplate like EEO, etc. Must remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, application instructions. Also must not create Pay/Schedule/Benefits sections unless posting actually states them. The posting includes "Our Compensation & Benefits" with details. So we need a Benefits section (maybe also Pay? It says "Competitive compensation based on experience and impact" - that's compensation info, but not specific numbers. The rule: never create Pay/Schedule/Benefits sections unless posting actually states them. It does state compensation and benefits, albeit generic. Should we include a Benefits section? The instruction: "Prefer a few substantive sections over many thin ones." Also "include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. 'commensurate with experience', 'not specified', 'N/A', 'varies', 'TBD')". The posting says "Competitive compensation based on experience and impact" which is vague but still some content. It also lists benefits specifics. So we can include a Benefits section with the details. Pay maybe not needed as separate; we could combine compensation into Benefits or have a Compensation subsection? The rule: Use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can have Benefits heading. Pay heading only if posting states pay specifics; it does not give numbers, just "Competitive compensation based on experience and impact". That's vague but still mentions compensation. However the instruction says never emit heading followed by filler/placeholder text like "commensurate with experience", "not specified", etc. "Competitive compensation based on experience and impact" is somewhat filler but maybe acceptable? It's not a specific number. Safer to omit Pay section and include compensation details within Benefits or maybe a "Compensation & Benefits" section? But the allowed headings list includes Benefits and Pay separate. We could make a Benefits section that includes both compensation and benefits details. That seems okay. We need sections: About the role (maybe from Job/Role Description), Responsibilities (Key Responsibilities), Requirements (Requirements), maybe Qualifications? The posting includes Requirements and Preferred requirements. Could combine into Requirements section with subpoints? Or separate Requirements and Preferred? The instruction: Use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can have Requirements and maybe Qualifications? The posting doesn't have a separate Qualifications heading; it's under Requirements. So we can just have Requirements. We also have "Work style & logistics" and "Our Compensation & Benefits". Could be part of Benefits or maybe a separate "Work Style" section? Not in allowed headings list. Could incorporate into Benefits or maybe a "Culture" section? Not allowed. Probably we should include only the standard headings that have content: About the role, Responsibilities, Requirements, Benefits. Possibly also "Skills"? Not explicitly listed but could be derived from Requirements. But we should not create thin sections. Thus output:

About the role

... (Job/Role Description paragraph)

Responsibilities

• ... each responsibility

Requirements

• ... each requirement

Maybe also include Preferred requirements as part of same list? Could separate but still under Requirements.

Benefits

• ... each benefit

We need to preserve all substantive information, not invent or summarize away detail. Must not repeat job title. Must not include boilerplate like EEO etc. Must remove duplicated lines. Let's extract content. Job/Role Description paragraph: "The Demand Generation Manager (ABM Focus) will play a pivotal role in expanding Phamily’s tech-enabled care transformation services across health systems, health networks, and large physician groups. This role works shoulder-to-shoulder with Enterprise Account Executives to put Phamily in front of key clinical, financial, and operational decision-makers at target accounts. The Demand Generation Manager will design, launch, and optimize creative, aggressive multi-channel campaigns tailored to complex healthcare buying committees. This marketer will utilize both traditional and innovative channels (from bespoke direct mail and micro-events to targeted digital playbooks) to penetrate key accounts. Additionally, they will manage broader demand campaigns to build upmarket brand awareness. Through tight alignment with AEs, this manager will turn target account lists into active pipeline. We are an AI company, and we expect this marketer to actively leverage modern AI tools to accelerate account research, personalize campaign messaging at scale, and rapidly iterate creative campaigns from the ground up." That's the About the role. Key Responsibilities list: - Design and execute high-impact, creative 1:1 and 1:Few ABM campaigns (direct mail, digital, micro-events, tailored content) targeting executive buying committees at tier-1 health systems and large medical groups. - Partner closely with Account Executives as a primary campaign channel, co-developing account penetration playbooks, customized outreach assets, and follow-up strategies. - Lead account tiering, buying committee mapping, and target account list prioritization in collaboration with Sales leadership and Sales Ops. - Develop and execute broader-based demand generation programs to capture upmarket market interest and build early top-of-funnel pipeline momentum within key ICP segments. - Establish continuous campaign testing loops, evaluating channel performance, messaging resonance, and account engagement to optimize conversion velocity. - Leverage AI tools (Claude, ChatGPT, Jasper, etc.) to accelerate account research, iterate personalized messaging variants, draft account briefs, and scale tailored campaign execution. - Own key performance metrics including target account engagement, account penetration rate, pipeline generation, and pipeline influence. Requirements: - 4+ years of experience in B2B demand generation or account-based marketing, preferably in healthcare technology or tech-enabled services. - Demonstrated track record of orchestrating successful ABM strategies that generate and accelerate high-ACV pipeline alongside enterprise sales teams. - Strong understanding of complex healthcare B2B buyer journeys and multi-stakeholder buying committees. - Exceptional project management, copy-editing, and creative execution skills. - Bachelor’s degree in marketing, business, communications, or a related field. Preferred requirements: - Deep experience working with CRM and ABM platforms (e.g., Salesforce, HubSpot, LinkedIn Campaign Manager, intent platforms). - Proven hands-on experience using AI tools to scale personalization, streamline campaign production, and accelerate market research. - Entrepreneurial DNA: A 'builder' mentality with the ability to operate effectively in high-ambiguity environments where processes may not be fully fleshed out. Work style & logistics paragraph: "We are a fast-growing, early-stage company with a bold mission and significant work ahead; every employee at Jaan Health must embody growth company DNA. This means you have proven success in a high-performing environment: high velocity, strong ownership, comfort with ambiguity, resilience, and a true growth mindset. You are both a playbook builder and executor, able to design scalable approaches for today while anticipating what the business will need tomorrow, and then follow through to deliver results. Our culture is built on five principles that shape how we work, lead, and grow: Care: We put patients, clients, teammates, and outcomes first. Curiosity: We ask better questions, challenge assumptions, and keep learning. Clarity: We simplify complexity, communicate directly, and create alignment. Co-Creation: We collaborate across teams, perspectives, and disciplines. Craftsmanship: We execute with excellence, ownership, and continuous improvement." Our Compensation & Benefits: "Competitive compensation based on experience and impact Comprehensive medical, dental, and vision coverage for employees and dependents at a low cost Generous Paid Time Off: up to 35 paid days off each year so you can recharge, recover, and give back, including: 12 vacation days accrued annually for rest, travel, and personal time Up to 9 sick/wellness days to prioritize your health and well-being 12 paid company holidays throughout the year 2 Paid Give-Back Days to volunteer and make a meaningful impact in the communities you care about HSA and FSA account options 401(k) with company match after 6 months of full-time employment 100% match on the first 3% contributed, and 50% match on the next 2% contributed A collaborative, mission-driven team helping transform healthcare at scale If you take pride in delivering results, embrace challenges, and proactively seek improvement, then this is the place for you. You’ll join a smart, humble, and collaborative team dedicated to improving healthcare." We need to strip boilerplate like Equal Employment Opportunity etc. Already removed. Now produce HTML. We must not include or . Just fragment. We'll put each section. Make sure to not repeat job title. Not include location etc? The location appears at top: "Location: Manhattan, NYC, on-site 5 days per week Job Type: Full Time Job Reports To: Director of Marketing". Should we include that? The instruction: do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

or drop it. Location, Job Type, Reports To are minor metadata. Could fold into a short

maybe under About the role? Or we could drop it. The instruction: "Prefer a few substantive sections over many thin ones." Could include a short paragraph at start with location etc. But they said "fold minor metadata into a short

or drop it." So we can include a

with location, job type, reports to before the sections. That seems okay. Thus output:

Location: Manhattan, NYC, on-site 5 days per week | Job Type: Full Time | Reports To: Director of Marketing

Then sections. Make sure to use

for headings. Now craft final HTML. Check for any duplicated lines: none. Ensure we preserve all substantive info: we included all responsibilities, requirements, preferred, benefits, compensation, work style? We omitted work style & logistics paragraph. Should we include it? It's substantive about culture. Could be included under a section like "Culture" but not in allowed headings. Could we incorporate into Benefits? Not really. Could we add a section "Work Style"? Not in allowed headings list but maybe allowed? The instruction gave examples but not exhaustive? It said "Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." The e.g. suggests those are examples, not exclusive list. However they also say "Prefer a few substantive sections over many thin ones." So we could add a section for "Work Style & Logistics" or "Culture". But to be safe, maybe we can incorporate that paragraph into Benefits? Not ideal. Could we add a section "Culture"? The examples didn't list Culture but it's plausible. However risk: they might consider it a thin section if we add many. But we already have About, Responsibilities, Requirements, Benefits. Adding Culture makes 5 sections, still few. It's substantive. I'd include a section "Culture" with the work style & logistics paragraph and the five principles. But the instruction: "Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It doesn't forbid other headings. So we can add Culture. Thus sections: About the role, Responsibilities, Requirements, Benefits, Culture. We must not create Pay/Schedule unless posting states them. We have compensation details in Benefits; we can include compensation within Benefits. Now craft Benefits list items: - Competitive compensation based on experience and impact - Comprehensive medical, dental