Head of SMB Growth Marketing
Who We Are
CrashPlan® provides cyber-ready data resilience and governance in a single platform for organizations whose ideas power their revenue. Trusted worldwide, CrashPlan's solutions ensure the safety and compliance of your data without disruption.
What You Will Be Doing
We're looking for a hands-on growth marketer who loves demand generation, driving conversion, experimenting relentlessly, and using AI to build smarter, more efficient growth programs. As Head of SMB Growth Marketing, you'll own CrashPlan's SMB growth engine across acquisition, conversion, and pipeline acceleration.
- Scale SMB trial starts and improve trial-to-paid conversion performance
- Create and scale high-performing campaigns across email, paid media, landing pages, lifecycle channels, and emerging content formats
- Lead experimentation and A/B testing across messaging, creative, digital channels, and conversion flows
- Build and optimize lifecycle marketing programs across onboarding, nurture, re-engagement, and conversion
- Leverage AI tools and automation to improve execution speed, streamline workflows, reduce manual work, and scale growth programs more efficiently
- Partner cross-functionally with Sales, RevOps, Product Marketing, and Content teams to improve customer journey performance and pipeline outcomes
Who You Are
- 7+ years of experience in growth marketing, demand generation, or related SaaS growth roles
- Proven experience driving measurable pipeline growth and improving conversion performance
- Strong understanding of customer acquisition, lifecycle marketing, funnel optimization, and conversion strategy
- Experience scaling trial acquisition and improving trial-to-paid conversion
- Experience building and scaling high-performing growth campaigns with measurable business impact
The total on-target compensation for this position is up to $205,000, which includes a variable target based on assigned metrics, in addition to a full range of benefits.
Final compensation will be dependent on various factors relevant to the position and the candidate such as geographical location, candidate qualifications, certifications, relevant job-related work experience, education, skillset and other relevant business and organizational factors, consistent with applicable law.
This information is provided per the relevant state and local pay transparency laws for the location in which this position will be performed.