Director, Demand Generation
for section headings. Use - for any list of duties/requirements/benefits. Use
for prose.
We need to parse the description.
First, we have a description paragraph about Dispatch. Then "The Role Reporting directly to the CEO..." etc. Then bullet-like paragraphs describing responsibilities. Then "Within The First Six Months, You Will ..." then "LOCATION: ..." then "Salary ..." then "Requirements ..." then "Benefits ..." then "STILL WITH US?" etc.
We need to extract sections.
We need to decide which sections to include: About the role (maybe a summary), Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule.
We have content for About the role: description of company and role? Could be the first paragraphs describing Dispatch and the role. Could be "About the role" as a short paragraph summarizing the role.
Responsibilities: The bullet list of duties: "Demand generation & growth - assess Dispatch's situation from first principles...", "Product-market fit & positioning - identify...", "Content - build a content engine...", "Team leadership - own strategy and targets for our BDR team...", "Diagnose marketing channel mix...", "Establish the processes, reporting, and KPIs...". Also "Within The First Six Months, You Will ..." could be responsibilities or early objectives. Could be part of responsibilities.
Requirements: The list under "Requirements": "5–10 years of marketing experience including specific focus on demand generation and program definition.", "A startup-tested operator - comfortable being hands-on...", "A proven track record of owning a marketing function or team from an early stage.", "Proven, hands-on experience managing a demand-generation/marketing function is required.", "Experience managing a team on a sales-style comp plan - such as a BDR, SDR, or inside-sales function - is a plus.", "An analytical, first-principles thinker who can diagnose which channels and tactics actually drive results for a given business...", "A strong written communicator who can turn technical or operational product value into compelling brand and content narratives.", "B2B SaaS experience preferred; experience in field service, home services, or enterprise software is a plus."
Qualifications: Might overlap with requirements; but we could treat qualifications as separate if there is any distinct content. The posting doesn't have a separate qualifications section; maybe we can skip Qualifications if no distinct content. But we need to include a section only when posting has real specific content. If we don't have distinct qualifications, we could omit.
Skills: Could be derived from requirements but maybe we treat as separate if there is explicit skills list. Not present. Could omit.
Benefits: The list under "Benefits WE HAVE:" includes many items. We'll list them.
Pay: Salary range: $160,000 - $170,000 annually, plus bonus eligibility. We'll include Pay section.
Schedule: Location and remote work info: "LOCATION: Dispatch fully accommodates remote work, as long as you have a permanent residence in the US and reside in one of our registered states. Want to spend a month in Italy? Great, do it! Live in Idaho? Sweet, we have another team member there! As long as you are crushing your goals and helping us drive the business forward, you do you. We also have an office in Boston that is open and available for you to use." This is about location/remote flexibility, not schedule per se, but could be considered Schedule. The instruction says include Schedule section only if posting actually states them. It does mention flexible work schedule? It mentions "flexible work schedule" in benefits? Actually benefits includes "Flexible Paid Time Off (PTO), 9 company holidays, and a flexible work schedule". So schedule info is in benefits. But we also have location info. Could treat location as Schedule? Might be better to include a "Location" but not requested. Since Schedule is requested, we could include info about flexible work schedule from benefits. However we already have Benefits section; we could include flexible work schedule there. But we need a Schedule section only if posting actually states them. The posting does state "flexible work schedule" under benefits. So we could extract that into Schedule section. However we should not duplicate content. We could keep flexible work schedule in Benefits and not create Schedule. But the instruction: "Prefer a few substantive sections over many thin ones." So maybe we combine location/flexibility into Benefits or Schedule? Since Schedule is about work hours, we have "flexible work schedule". We'll create a Schedule section with that detail.
But we also have location info; maybe we could put location under About the role? Not needed.
We'll create sections:
- About the role: a paragraph summarizing the role and company.
- Responsibilities: ul list of duties.
- Requirements: ul list.
- Benefits: ul list.
- Pay: p with salary range and bonus.
- Schedule: p with flexible work schedule (maybe also location? but we can keep location in About the role? Might be okay to include location in About the role as part of description). However we should not invent content. We can include location info in About the role as it's part of the posting. But About the role should be about the role, not location. But we can include location as a short paragraph under About the role if we want. However we risk adding filler. Better to keep About the role focused on role description.
We could create a separate "Location" section but not requested. So we might omit location details, but that would lose substantive info. The instruction says preserve ALL substantive information; do NOT invent or summarize away detail. So we must keep location info somewhere. Since we don't have a Location heading in the list, we could incorporate it into About the role or Benefits or Schedule. The location info is not about benefits or schedule; it's about where you can work. Could be considered part of Schedule (remote work flexibility). So we can include location and remote work policy in Schedule section.
Thus Schedule section: p containing location flexibility and remote work policy.
Now Benefits section: list of benefits.
Now we need to ensure we don't include boilerplate like EEO, E-Verify, etc. Remove those lines.
Also remove "STILL WITH US? ..." and "Not a fit? Keep an eye..." and "#Dispatch". Also remove "We're ready to meet you if you wake up every day excited..." etc. That's fluff but maybe considered boilerplate? It's a call to action; we should remove application instructions and marketing fluff. The instruction: "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions." The "STILL WITH US?" paragraph is like a call to action; could be considered application instructions? It's not exactly instructions but it's promotional. Safer to remove it.
Also remove "Dispatch is an equal opportunity employer and participates in E-Verify..." etc.
Now we need to output only HTML fragment, no markdown fences.
Let's craft.
First, About the role: combine description of Dispatch and role.
We can write:
Dispatch is redefining how the world experiences home and field service. Founded in 2013 and trusted by leading brands and service providers, we power seamless, reliable service experiences through a modern platform built for scale. Our platform gives businesses the visibility, communication, and control they need to manage every step of the service journey, from job acceptance through completion. With the acquisition of Youreka in 2023, Dispatch expanded its capabilities to include a leading Salesforce-native Smart Forms application that equips mobile workers with guided workflows, improves field execution and customer service, and scales to support complex enterprise operations. As part of Manos Software, a Valsoft operating group, Dispatch combines the focus and agility of a specialized software company with the long-term support of a global vertical SaaS organization. We're investing in our product, our customers, and our team with a focus on sustainable, profitable growth. We're now investing in a dedicated marketing function to match the strength of our product and customer base, and we're hiring our first Director of Demand Generation to build it.
That seems fine.
Now Responsibilities: list items.
We need to capture each duty.
From text:
- Demand generation & growth - assess Dispatch's situation from first principles to determine where marketing should focus (paid acquisition, lifecycle/email, organic, and other channels); own the marketing automation and CRM stack; generate and manage a healthy, measurable pipeline in close partnership with sales.
- Product-market fit & positioning - identify, through testing and analysis, which segments, use cases, and messages actually convert; use that to sharpen demand-gen targeting and messaging, and share findings with our Product Marketing team to inform their formal positioning work.
- Content - build a content engine (website copy, case studies, thought leadership) that supports demand generation and conversion.
- Team leadership - own strategy and targets for our BDR team, working closely with the existing Lead BDR and aligning team output with the broader demand generation strategy. You will also manage an existing marketing team resource and help define future role additions over time.
- Diagnose marketing channel mix for Dispatch's products - prioritizing investment accordingly.
- Establish the processes, reporting, and KPIs the function will run on.
- Within The First Six Months, You Will: Build a functioning marketing engine - team, tools, and process, revamped from a lean starting point and working closely with our Senior Marketing Manager; Define a clear, data-backed point of view on where Dispatch should focus its marketing investment, measurable pipeline/revenue contribution from marketing, and BDR-driven programs; Develop sharper product positioning and messaging along with marketing support delivered for major product launches and market expansions; Be viewed internally and externally as a strategic leader for Dispatch's growth functions.
We can break into list items.
Now Requirements: list items.
- 5–10 years of marketing experience including specific focus on demand generation and program definition.
- A startup-tested operator - comfortable being hands-on and building programs with limited resources, not just directing an existing team.
- A proven track record of owning a marketing function or team from an early stage.
- Proven, hands-on experience managing a demand-generation/marketing function is required.
- Experience managing a team on a sales-style comp plan - such as a BDR, SDR, or inside-sales function - is a plus.
- An analytical, first-principles thinker who can diagnose which channels and tactics actually drive results for a given business, rather than defaulting to a standard playbook - we're counting on you to help define our ideal marketing mix, not just execute one.
- A strong written communicator who can turn technical or operational product value into compelling brand and content narratives.
- B2B SaaS experience preferred; experience in field service, home services, or enterprise software is a plus.
Now Benefits: list items.
- An amazing team focused on innovating and improving every day
- Room for growth and an emphasis on talent development, including a professional development reimbursement program
- A fun, casual team environment with co-workers who will make you feel like an important part of our team, engage you in developing new solutions to challenging problems, and help you leverage your strengths
- A generous medical, dental, and vision package
- Paid parental leave
- 401(k) with company match
- Company-sponsored life insurance coverage, short-term disability, and long-term disability
- Additional perks including a wellness and adventure fund, as well as monthly personal Uber credits
- Flexible Paid Time Off (PTO), 9 company holidays, and a flexible work schedule
Now Pay: p: The base salary range for this role is between $160,000 - $170,000 annually. Actual pay within the range is influenced by multiple factors, including but not limited to skill set, residence location, and prior work experience. In addition
for prose. We need to parse the description. First, we have a description paragraph about Dispatch. Then "The Role Reporting directly to the CEO..." etc. Then bullet-like paragraphs describing responsibilities. Then "Within The First Six Months, You Will ..." then "LOCATION: ..." then "Salary ..." then "Requirements ..." then "Benefits ..." then "STILL WITH US?" etc. We need to extract sections. We need to decide which sections to include: About the role (maybe a summary), Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We have content for About the role: description of company and role? Could be the first paragraphs describing Dispatch and the role. Could be "About the role" as a short paragraph summarizing the role. Responsibilities: The bullet list of duties: "Demand generation & growth - assess Dispatch's situation from first principles...", "Product-market fit & positioning - identify...", "Content - build a content engine...", "Team leadership - own strategy and targets for our BDR team...", "Diagnose marketing channel mix...", "Establish the processes, reporting, and KPIs...". Also "Within The First Six Months, You Will ..." could be responsibilities or early objectives. Could be part of responsibilities. Requirements: The list under "Requirements": "5–10 years of marketing experience including specific focus on demand generation and program definition.", "A startup-tested operator - comfortable being hands-on...", "A proven track record of owning a marketing function or team from an early stage.", "Proven, hands-on experience managing a demand-generation/marketing function is required.", "Experience managing a team on a sales-style comp plan - such as a BDR, SDR, or inside-sales function - is a plus.", "An analytical, first-principles thinker who can diagnose which channels and tactics actually drive results for a given business...", "A strong written communicator who can turn technical or operational product value into compelling brand and content narratives.", "B2B SaaS experience preferred; experience in field service, home services, or enterprise software is a plus." Qualifications: Might overlap with requirements; but we could treat qualifications as separate if there is any distinct content. The posting doesn't have a separate qualifications section; maybe we can skip Qualifications if no distinct content. But we need to include a section only when posting has real specific content. If we don't have distinct qualifications, we could omit. Skills: Could be derived from requirements but maybe we treat as separate if there is explicit skills list. Not present. Could omit. Benefits: The list under "Benefits WE HAVE:" includes many items. We'll list them. Pay: Salary range: $160,000 - $170,000 annually, plus bonus eligibility. We'll include Pay section. Schedule: Location and remote work info: "LOCATION: Dispatch fully accommodates remote work, as long as you have a permanent residence in the US and reside in one of our registered states. Want to spend a month in Italy? Great, do it! Live in Idaho? Sweet, we have another team member there! As long as you are crushing your goals and helping us drive the business forward, you do you. We also have an office in Boston that is open and available for you to use." This is about location/remote flexibility, not schedule per se, but could be considered Schedule. The instruction says include Schedule section only if posting actually states them. It does mention flexible work schedule? It mentions "flexible work schedule" in benefits? Actually benefits includes "Flexible Paid Time Off (PTO), 9 company holidays, and a flexible work schedule". So schedule info is in benefits. But we also have location info. Could treat location as Schedule? Might be better to include a "Location" but not requested. Since Schedule is requested, we could include info about flexible work schedule from benefits. However we already have Benefits section; we could include flexible work schedule there. But we need a Schedule section only if posting actually states them. The posting does state "flexible work schedule" under benefits. So we could extract that into Schedule section. However we should not duplicate content. We could keep flexible work schedule in Benefits and not create Schedule. But the instruction: "Prefer a few substantive sections over many thin ones." So maybe we combine location/flexibility into Benefits or Schedule? Since Schedule is about work hours, we have "flexible work schedule". We'll create a Schedule section with that detail. But we also have location info; maybe we could put location under About the role? Not needed. We'll create sections: - About the role: a paragraph summarizing the role and company. - Responsibilities: ul list of duties. - Requirements: ul list. - Benefits: ul list. - Pay: p with salary range and bonus. - Schedule: p with flexible work schedule (maybe also location? but we can keep location in About the role? Might be okay to include location in About the role as part of description). However we should not invent content. We can include location info in About the role as it's part of the posting. But About the role should be about the role, not location. But we can include location as a short paragraph under About the role if we want. However we risk adding filler. Better to keep About the role focused on role description. We could create a separate "Location" section but not requested. So we might omit location details, but that would lose substantive info. The instruction says preserve ALL substantive information; do NOT invent or summarize away detail. So we must keep location info somewhere. Since we don't have a Location heading in the list, we could incorporate it into About the role or Benefits or Schedule. The location info is not about benefits or schedule; it's about where you can work. Could be considered part of Schedule (remote work flexibility). So we can include location and remote work policy in Schedule section. Thus Schedule section: p containing location flexibility and remote work policy. Now Benefits section: list of benefits. Now we need to ensure we don't include boilerplate like EEO, E-Verify, etc. Remove those lines. Also remove "STILL WITH US? ..." and "Not a fit? Keep an eye..." and "#Dispatch". Also remove "We're ready to meet you if you wake up every day excited..." etc. That's fluff but maybe considered boilerplate? It's a call to action; we should remove application instructions and marketing fluff. The instruction: "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions." The "STILL WITH US?" paragraph is like a call to action; could be considered application instructions? It's not exactly instructions but it's promotional. Safer to remove it. Also remove "Dispatch is an equal opportunity employer and participates in E-Verify..." etc. Now we need to output only HTML fragment, no markdown fences. Let's craft. First, About the role: combine description of Dispatch and role. We can write:
Dispatch is redefining how the world experiences home and field service. Founded in 2013 and trusted by leading brands and service providers, we power seamless, reliable service experiences through a modern platform built for scale. Our platform gives businesses the visibility, communication, and control they need to manage every step of the service journey, from job acceptance through completion. With the acquisition of Youreka in 2023, Dispatch expanded its capabilities to include a leading Salesforce-native Smart Forms application that equips mobile workers with guided workflows, improves field execution and customer service, and scales to support complex enterprise operations. As part of Manos Software, a Valsoft operating group, Dispatch combines the focus and agility of a specialized software company with the long-term support of a global vertical SaaS organization. We're investing in our product, our customers, and our team with a focus on sustainable, profitable growth. We're now investing in a dedicated marketing function to match the strength of our product and customer base, and we're hiring our first Director of Demand Generation to build it.
That seems fine. Now Responsibilities: list items. We need to capture each duty. From text: - Demand generation & growth - assess Dispatch's situation from first principles to determine where marketing should focus (paid acquisition, lifecycle/email, organic, and other channels); own the marketing automation and CRM stack; generate and manage a healthy, measurable pipeline in close partnership with sales. - Product-market fit & positioning - identify, through testing and analysis, which segments, use cases, and messages actually convert; use that to sharpen demand-gen targeting and messaging, and share findings with our Product Marketing team to inform their formal positioning work. - Content - build a content engine (website copy, case studies, thought leadership) that supports demand generation and conversion. - Team leadership - own strategy and targets for our BDR team, working closely with the existing Lead BDR and aligning team output with the broader demand generation strategy. You will also manage an existing marketing team resource and help define future role additions over time. - Diagnose marketing channel mix for Dispatch's products - prioritizing investment accordingly. - Establish the processes, reporting, and KPIs the function will run on. - Within The First Six Months, You Will: Build a functioning marketing engine - team, tools, and process, revamped from a lean starting point and working closely with our Senior Marketing Manager; Define a clear, data-backed point of view on where Dispatch should focus its marketing investment, measurable pipeline/revenue contribution from marketing, and BDR-driven programs; Develop sharper product positioning and messaging along with marketing support delivered for major product launches and market expansions; Be viewed internally and externally as a strategic leader for Dispatch's growth functions. We can break into list items. Now Requirements: list items. - 5–10 years of marketing experience including specific focus on demand generation and program definition. - A startup-tested operator - comfortable being hands-on and building programs with limited resources, not just directing an existing team. - A proven track record of owning a marketing function or team from an early stage. - Proven, hands-on experience managing a demand-generation/marketing function is required. - Experience managing a team on a sales-style comp plan - such as a BDR, SDR, or inside-sales function - is a plus. - An analytical, first-principles thinker who can diagnose which channels and tactics actually drive results for a given business, rather than defaulting to a standard playbook - we're counting on you to help define our ideal marketing mix, not just execute one. - A strong written communicator who can turn technical or operational product value into compelling brand and content narratives. - B2B SaaS experience preferred; experience in field service, home services, or enterprise software is a plus. Now Benefits: list items. - An amazing team focused on innovating and improving every day - Room for growth and an emphasis on talent development, including a professional development reimbursement program - A fun, casual team environment with co-workers who will make you feel like an important part of our team, engage you in developing new solutions to challenging problems, and help you leverage your strengths - A generous medical, dental, and vision package - Paid parental leave - 401(k) with company match - Company-sponsored life insurance coverage, short-term disability, and long-term disability - Additional perks including a wellness and adventure fund, as well as monthly personal Uber credits - Flexible Paid Time Off (PTO), 9 company holidays, and a flexible work schedule Now Pay: p: The base salary range for this role is between $160,000 - $170,000 annually. Actual pay within the range is influenced by multiple factors, including but not limited to skill set, residence location, and prior work experience. In addition