Senior Enterprise Partner Marketing Manager

About the role

Our enterprise marketing team helps sales close faster and more often across construction and insurance. These are long, relationship-driven deals with national contractors, distributors, manufacturers, and carriers, and account-based marketing is how we win them. The ABM function is new. We are hiring the second person on it. That means the account tiering frameworks, the vertical playbooks, and the co-marketing program are all either half-built or not built at all, and you would own a large share of building them. Co-marketing, acquisition, and expansion programs are all untapped opportunities that this person would help build and shape.

You will report to our Senior Director, Enterprise Marketing and work directly with sales leaders, customer success, product marketing, enablement, and our partner managers. The visibility is unusual for the level, and it is real: this work reaches the executive team because enterprise revenue depends on it.

Responsibilities

• Run and maintain vertical-specific ABM playbooks for insurance and construction, keeping them current against account priorities, business priorities, and campaign learnings.
• Build and refine account tiering frameworks and account-specific plans for our enterprise accounts.
• Build and run ABM campaigns across marketing channels alongside our channel owners.
• Evaluate and rearchitect our co-marketing program, turning existing relationships into genuine co-marketing engines.
• Track marketing-influenced revenue and campaign performance, then adjust plans on what the data says.
• Partner with sales, customer success, and partner managers to stay close to account status and align on priorities.
• Partner with product marketing and enablement to create custom account-specific materials to move deals forward.
• Use AI tooling to scale what this function can do without scaling headcount to match.

Requirements

• 8–12+ years of experience with B2B, enterprise, or related marketing.
• Experience partnering directly with sales on enterprise accounts.
• B2B marketing experience, ideally with long, relationship-driven enterprise sales cycles.
• A track record of building programs from the ground up rather than inheriting them.
• Comfort working across a marketing and sales stack, including pushing through data hygiene problems to produce a number you can defend.
• Genuine curiosity about AI tools and how they change marketing execution.

Nice-to-haves

• Construction, building products, or property insurance industry experience.
• Startup experience, particularly on a small or newly formed team.
• Hands-on experience with partner or channel co-marketing programs.
• Familiarity with ABM platforms and multi-touch attribution modeling.

Benefits

• Compensation – Competitive salary and meaningful equity in a fast-growing company
• Healthcare – Comprehensive medical, dental, and vision coverage for you and dependents
• Paid Time Off – Unlimited and flexible vacation policy
• Paid Family Leave – Generous paid parental and new child bonding leave
• Mandatory Self-Care Days – A day set aside each month to allow employees to recharge
• Remote Wellbeing Resources – Recurring fitness classes, meditation/mindfulness tools, virtual therapy, and family planning assistance
• Learning – Support for management training, conferences, workshops, or certifications

Hybrid roles at Hover

Hover has Hubs in San Francisco and New York City, where we expect that all employees living within a 50-mile radius of our offices will come into their local Hover office at least three times a week to build rapport and foster organic connection. At this time, Hover is not considering fully remote roles.

Pay

The US base salary range for this full-time position is $179,000–$220,000 annually. Our salary ranges are determined by role, level, and location. The range displayed on each job posting reflects the minimum and maximum target for new hire salaries for the position across all applicable US locations. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. Your recruiter can share more about the specific salary range for your preferred location during the hiring process.