Director, Events
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: 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") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. We need to include sections only if they have real content. The posting includes "Who We Are" (company description). Should we include that as a section? The allowed headings list includes About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. "Who We Are" is not in that list. Should we include it? Possibly not, because they only gave examples but not exclusive list. They said use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It implies those are the expected headings. Probably we should stick to those. The "Who We Are" could be considered part of About the role? But it's separate. However they said do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. They didn't forbid other headings, but they gave examples. Safer to include only those sections that have content: About the role (we have that), Responsibilities (What You'll Do), Requirements (What You'll Bring), Benefits (What You'll Get), Pay (salary range). Possibly also Skills as part of Requirements? But we can combine Requirements and Qualifications. The posting has "Required Skills:" and "Preferred Skills:" under What You'll Bring. So we can put Requirements section with required skills, and maybe Qualifications with preferred? But they said prefer a few substantive sections over many thin ones. Could combine Requirements and Qualifications into one section? But they gave separate headings. Might be okay to have both if content exists. However we have both required and preferred skills; we could put them under Requirements (or Qualifications). To avoid thin sections, maybe combine into one "Requirements" section that includes both required and preferred. But they said use headings like Requirements, Qualifications, Skills. Could do Requirements for required, Qualifications for preferred. That's two sections but each substantive. Benefits: we have "What You’ll Get" describing benefits. So Benefits section. Pay: we have salary range. Schedule: not mentioned, so omit. We also need to include a short paragraph for metadata like location? Not given. So ignore. We must remove boilerplate like EEO etc. The posting includes a lot of EEO statements at the end; we must remove those. Also remove duplicated lines, application instructions (like "Further details will be provided by our Talent Acquisition team during the interview process.") That's maybe part of Pay section? It's about compensation details; we could keep it as part of Pay? It's not boilerplate; it's about compensation details. Might keep. We need to preserve ALL substantive information; do not invent or summarize away detail. So we need to keep the details from each section. Let's extract content: Who We Are: paragraph about Billtrust. Might be considered as introductory; but we may not include as a heading. Could we include it as a
before sections? The instruction: Output ONLY the HTML fragment — no /, no markdown code fences. It didn't say we cannot have introductory paragraphs before headings. It said use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can have a
for the Who We Are description before the first heading. That seems okay. But they said "Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it." So we can have a short
for metadata like location etc. But we have no location. So we can just start with a
containing the Who We Are description. Then sections:
About the role
then content from "About The Role" paragraph(s). Need to preserve all substantive information. Let's extract that block: "The Sr. Manager, Events is a pivotal role responsible for designing and executing Billtrust’s next generation event strategy — one that combines intimate, high-impact executive experiences alongside broad-reach tradeshows, field events and partner events. You will manage a team that will leverage AI tools and co-worker agents to plan event logistics, analyze attendee engagement data, and optimize program performance, while focusing you & your team’s expertise on building the relationships and experiences that create awareness and, engage senior buying groups and deepen customer loyalty. This role will report into the VP, Revenue Marketing, and own the full events portfolio: a curated executive field program (think invite-only CFO and VP-level gatherings built around marquee dining, performance driving, and cultural experiences), internal programs like Sales Kickoff, and Presidents Club, with the help of external agencies and/or contractors, and cross-functional moments like product launches and customer advisory events. This person will build and lead a team of field marketers, becoming the operational engine behind hosted events and key 3rd party events and tradeshows. The field marketing team that works underneath this role will focus on working closely with Sales to design events that serve the level below CFO, and entail networking activities, happy hours, lunch and learns, dinners. etc. You will work closely with the CMO, CEO, CPO, CCO, CRO and Sales leaders to design the executive level events and the field component. This is a builder role. You’ll define the strategy and the playbook as much as execute it." We need to keep that exactly (maybe minor punctuation). We'll put inside. Next Responsibilities: "What You’ll Do" section includes subparts: Executive Field Program, Internal and Cross-Functional Events, Team Leadership and Program Measurement. We'll combine into a
- list? The instruction: Use
- for any list of duties/requirements/benefits. So we should turn each duty into list items. However the content includes paragraphs with details; we could break into list items for each major duty. But we must preserve ALL substantive information; we can keep the prose inside each
- . So we can create
- with
- for each bullet: Executive Field Program, Internal and Cross-Functional Events, Team Leadership and Program Measurement. Within each
- we can include the detailed paragraphs. Let's extract each: Executive Field Program: - Own the end-to-end strategy, planning, and execution of Billtrust’s curated executive event program; intimate, CFO and VP-level gatherings built around distinctive experiences such as rare wine tastings, private track days, and after-hours cultural events across the U.S. and Western Europe. - Partner closely with Sales, Revenue Operations, and the CRO’s organization to map every event seat to a live sales cycle or named expansion target, applying the 60/40 prospect-to-curated-peer mix that keeps gatherings commercially useful and genuinely peer-feeling. - Manage the full logistics lifecycle for each event — vendor sourcing, venue contracting, invitation and guest-list curation, C-suite host coordination, on-site execution, and post-event follow-through using AI tools to automate repeatable workflow and focus your judgment on guest experience and relationship quality. - Other duties as assigned. Internal and Cross-Functional Events: - Lead planning and execution of major internal events, including the annual Sales Kickoff, managing agenda design, venue logistics, vendor relationships, and executive programming to deliver a high-energy, mission-aligned experience for the go-to-market organization. - Partner with Product Marketing and Product leadership to plan customer- and prospect-facing product events: launches, advisory sessions, and innovation showcases, ensuring event format, audience mix, and messaging are tightly aligned with go-to-market priorities. - Partner with the CCO org and customer lifecycle marketing manager to develop customer events. - Bring a creative and strategic approach to how we create presence at core industry events without always following the booth sponsorship route and develop critical must-haves for sponsorships that will ensure positive ROI. Prep and plan with those attending well in advance to ensure the investment is maximized. - Serve as the internal center of excellence for event standards, templates, and runbooks building reusable frameworks that enable consistent, high-quality execution across all event types and stakeholder audiences. Team Leadership and Program Measurement: - Hire, develop, and lead a growing team of field marketers, setting clear priorities, coaching on event craft and stakeholder management, and driving AI adoption across the team’s planning and reporting workflows. - Own event program measurement: track pipeline acceleration (stage progression and cycle-time compression on attended deals), install-base expansion (net-new opportunities within existing clients within 60–90 days of an event), and cost-per-senior-executive-engaged, reporting results to the CMO and CRO on a regular cadence. - Manage the events budget across the full portfolio including Flagship, Standard, and Signature tiered events, building transparent reporting against budget, delivering value within per-event cost targets, and making data-informed recommendations on program investment and reallocation. We'll put each as
- .
Next Requirements/Qualifications: "What You’ll Bring" includes Required Skills and Preferred Skills. We'll split into Requirements (required) and Qualifications (preferred). Use
- for each. Required Skills list: - 10+ years of experience in B2B field marketing, event management, or demand generation, with a focus on senior executive audiences. - Proven track record planning and executing intimate, high-touch executive events, not just large conferences, where the guest experience and business outcome are equally deliberate. - Strong cross-functional collaboration skills; comfortable working with Sales, CRO, Product, and C-suite stakeholders to align event strategy to pipeline and revenue objectives. - Track record driving AI adoption across a team’s workflows, using AI tools to automate logistics, generate personalized communications, synthesize post-event data, and improve program efficiency. - Experience managing and growing a team, including hiring, coaching, and setting performance expectations for field marketers or event coordinators. - Strong budget management and vendor negotiation skills with the discipline to hold per-event cost targets while protecting experience quality. Preferred Skills list: - Experience in B2B SaaS or fintech, particularly with enterprise sales cycles involving CFO, CAO, or VP of Finance buying groups. - Familiarity with event technology and marketing automation platforms (e.g., Splash, Cvent, HubSpot, Salesforce) and comfort using AI to enhance those workflows. - Experience planning events in Western Europe (London, Paris, Amsterdam) and navigating the logistical and cost considerations of international executive programs. - Background coordinating large-scale internal events such as Sales Kickoff or company all-hands, with strong project management instincts and the ability to manage multiple concurrent programs without dropping details. We'll put each as
- under appropriate headings. Next Benefits: "What You’ll Get At Billtrust, we believe your total rewards should reflect the impact you make. Our benefits package includes comprehensive health coverage, competitive retirement, generous