VP of Growth Content
for section headings (About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)
2. Use - for lists,
for prose
3. Do NOT repeat job title as heading
4. Do NOT put Job ID/requisition numbers as headings
5. Preserve ALL substantive information
6. Remove boilerplate (cookie/navigation/legal/EEO/scam-warning, duplicated lines, application instructions)
7. Include section ONLY when posting has real, specific content for it
8. Never emit heading followed by filler/placeholder text
9. Never create Pay/Schedule/Benefits sections unless posting actually states them
10. Output ONLY HTML fragment - no /, no markdown code fences
Let me analyze the content:
The posting has:
- "About Xero" - company description
- "About The Role" - role overview
- "What you'll do" - responsibilities (multiple subsections)
- "Success in the role looks like" - success criteria
- "What you'll bring" - requirements (Core requirements and Nice to have)
- "Compensation & Total Rewards" - pay and benefits details
I need to structure this into appropriate sections. The rules mention specific heading names: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule.
I'll map:
- "About Xero" + "About The Role" → "About the role" section (prose)
- "What you'll do" → "Responsibilities" section (list)
- "Success in the role looks like" → could be part of Responsibilities or separate, but it's success criteria - maybe include in Responsibilities or as separate? The rules don't have "Success criteria" heading. I'll include as part of Responsibilities or as a subsection. Since it's a list, I'll make it a list under Responsibilities.
- "What you'll bring" → "Requirements" section (Core requirements and Nice to have as sub-lists)
- "Compensation & Total Rewards" → "Pay" and "Benefits" sections (since it has both salary ranges and benefits details)
Note: The posting has specific salary ranges for different states and benefits details. So Pay and Benefits sections are warranted.
I need to avoid duplicating the job title (GM/VP of Growth Content) as heading. The page already shows it.
Also, there's a line about Xero using AI to screen applications - that's boilerplate/application instruction, should remove.
Now, let's craft the HTML.
I'll start with
About the role
then prose paragraphs for About Xero and About The Role.
Then Responsibilities
with a list. The "What you'll do" has multiple bullet points with sub-points. I'll need to structure as nested lists or separate list items. The content has several main bullets each with sub-bullets. I'll make each main bullet a list item, and sub-bullets as nested ul.
Similarly, "Success in the role looks like" is a list of outcomes. I'll include as part of Responsibilities or separate? The rules say "Responsibilities" heading. I'll include success criteria as a sub-list under Responsibilities or as a separate list after the main duties. Since it's a distinct section in the posting, I could make it a separate list under Responsibilities heading. But the heading is "Responsibilities". I'll include both "What you'll do" and "Success in the role looks like" under Responsibilities, maybe with a subheading? But rules say only use for section headings, not subheadings. I could use but not specified. Better to keep flat: use Responsibilities
then a list that includes both duties and success criteria. However, the success criteria are not duties but outcomes. Might be better to have a separate section? The allowed headings don't include "Success criteria". I'll include as part of Responsibilities list, maybe as a separate list after the duties.
Alternatively, I could create a "Qualifications" section for "What you'll bring". The rules mention "Qualifications" as a possible heading. I'll use "Requirements" for core requirements and "Qualifications" for nice-to-have? But the posting says "Core requirements" and "Nice to have". I'll use "Requirements" heading and list both.
The rules: "Use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." So I can use Requirements and Qualifications as separate headings. But the posting has "Core requirements" and "Nice to have". I'll make "Requirements" for core, and "Qualifications" for nice-to-have? Or combine under "Requirements". I think combine under "Requirements" with two sub-lists.
But the rules say "Prefer a few substantive sections over many thin ones." So maybe just "Requirements" with both.
Similarly, "Skills" heading could be used but not needed.
Now, "Compensation & Total Rewards" includes base salary ranges and variable pay and benefits. I'll create "Pay" section for salary ranges and variable pay, and "Benefits" section for benefits details.
Let's write.
I'll output only the HTML fragment.
Note: The posting has "At Xero, we value the impact and skills you bring to the team..." etc. That's part of compensation section.
I'll structure:
About the role
About Xero...
About The Role...
Responsibilities
- Unite, design & build the content operating model for an AI-native future
- Deliver the end-to-end content system...
- Build an AI-native operating model...
- Simplify decision-making and review flows...
- Create repeatable ways to turn strategic inputs...
- Maintain total brand consistency...
- Be hands on tools to lead the evolution...
- Raise the bar on business impact and measurement
- Build a measurement approach that connects content performance to real business outcomes...
- Partner with analytics, product, performance marketing...
- Use data to shape investment decisions...
- Create visibility for senior leaders...
- Build a culture that seeks the truth on content effectiveness...
- Improve content quality, judgment, and channel fit
- Raise the standard of what great content and processes looks like...
- Improve how we match message, format, and depth to audience need...
- Partner closely with Product Marketing, Communications...
- Lead the organization and build capability
- Lead, coach, and develop a global content organization...
- Raise the bar on capability, performance, and leadership...
- Build a team culture that values clarity, quality, learning...
- Know when to stay at the strategic level and when to get into the details...
- Operate effectively in a complex global matrix
- Build strong partnerships across global, regional, and functional teams...
- Work effectively in an environment where ownership is shared...
- Balance global consistency with regional relevance...
- Help cross-functional teams make better content decisions...
- Success in the role looks like
- The content operating model has been materially redesigned for an AI-native future...
- Content is on brand and inline with our brand principles and guidelines.
- There is an effective and continuous “test and learn” system and culture.
- Content performance is measured in a rigorous way...
- The quality bar is visibly higher, and teams have clearer standards...
- The team is stronger, with sharper talent, clearer roles, and a structure better suited to where the business is going.
Requirements
- Core requirements:
- SaaS & Fintech Expertise: Deep leadership experience in SaaS, fintech, or complex B2B/B2B2C subscription ecosystem environments.
- Operating Model Transformation: Proven track record of redesigning operating models, not just optimizing existing workflows.
- AI Operational Integration: Demonstrated success using AI to rethink content systems, workflows, governance, and production economics at scale.
- Cross-Functional Alignment: Strong partnership experience with Product Marketing, Communications, Performance Marketing, SEO, and Sales Enablement.
- Business Impact & Measurement: Strong evidence of driving measurable business impact through content across multiple stages of the funnel and customer lifecycle.
- Global Matrix Leadership: Experience working in a large global matrix, with the ability to influence across teams and functions without relying on formal authority alone.
- Strategic & Operational Agility: Ability to move between strategy and execution, including comfort getting into the operational details when needed.
- People Leadership: Experience leading and upgrading teams through change, including talent assessment, coaching, organizational design, and raising standards.
- Navigating Ambiguity: High comfort with ambiguity, complexity, and building structure where it does not yet exist.
- Nice to have:
- Experience serving small business and partner audiences such as accountants, bookkeepers, or channel ecosystems.
- Experience building growth content systems that use proprietary data, customer insight, and research as differentiated inputs.
- Strong judgment on channel strategy, editorial and design quality, audience needs, and content effectiveness.
Pay
Expected Base Salary Range for this role:
- California and Washington: $229,300 to $315,300 USD
- Oregon: $208,800 to $287,800 USD
Individual pay is determined by various factors, including geography, level of experience, and the specific skills you bring to the role.
In addition to base pay, Xero’s roles are eligible for the following forms of variable compensation:
- Variable Pay: Permanent employees are eligible to participate in our annual bonus and equity (RSU) programs. You may also be eligible for performance-based cash or equity (RSUs) incentives depending on your role level, and company performance.
Benefits
- Comprehensive Benefits: Medical, dental, vision, 401(k) match, and 21 days PTO, 10 days of Wellbeing leave, 5 days of Xtra Leave, 1 volunteer day, 12 paid holidays, paid parental leave.
Further information included on our X
for prose 3. Do NOT repeat job title as heading 4. Do NOT put Job ID/requisition numbers as headings 5. Preserve ALL substantive information 6. Remove boilerplate (cookie/navigation/legal/EEO/scam-warning, duplicated lines, application instructions) 7. Include section ONLY when posting has real, specific content for it 8. Never emit heading followed by filler/placeholder text 9. Never create Pay/Schedule/Benefits sections unless posting actually states them 10. Output ONLY HTML fragment - no /, no markdown code fences Let me analyze the content: The posting has: - "About Xero" - company description - "About The Role" - role overview - "What you'll do" - responsibilities (multiple subsections) - "Success in the role looks like" - success criteria - "What you'll bring" - requirements (Core requirements and Nice to have) - "Compensation & Total Rewards" - pay and benefits details I need to structure this into appropriate sections. The rules mention specific heading names: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. I'll map: - "About Xero" + "About The Role" → "About the role" section (prose) - "What you'll do" → "Responsibilities" section (list) - "Success in the role looks like" → could be part of Responsibilities or separate, but it's success criteria - maybe include in Responsibilities or as separate? The rules don't have "Success criteria" heading. I'll include as part of Responsibilities or as a subsection. Since it's a list, I'll make it a list under Responsibilities. - "What you'll bring" → "Requirements" section (Core requirements and Nice to have as sub-lists) - "Compensation & Total Rewards" → "Pay" and "Benefits" sections (since it has both salary ranges and benefits details) Note: The posting has specific salary ranges for different states and benefits details. So Pay and Benefits sections are warranted. I need to avoid duplicating the job title (GM/VP of Growth Content) as heading. The page already shows it. Also, there's a line about Xero using AI to screen applications - that's boilerplate/application instruction, should remove. Now, let's craft the HTML. I'll start with
About the role
then prose paragraphs for About Xero and About The Role. ThenResponsibilities
with a list. The "What you'll do" has multiple bullet points with sub-points. I'll need to structure as nested lists or separate list items. The content has several main bullets each with sub-bullets. I'll make each main bullet a list item, and sub-bullets as nested ul. Similarly, "Success in the role looks like" is a list of outcomes. I'll include as part of Responsibilities or separate? The rules say "Responsibilities" heading. I'll include success criteria as a sub-list under Responsibilities or as a separate list after the main duties. Since it's a distinct section in the posting, I could make it a separate list under Responsibilities heading. But the heading is "Responsibilities". I'll include both "What you'll do" and "Success in the role looks like" under Responsibilities, maybe with a subheading? But rules say only use for section headings, not subheadings. I could use but not specified. Better to keep flat: use Responsibilities
then a list that includes both duties and success criteria. However, the success criteria are not duties but outcomes. Might be better to have a separate section? The allowed headings don't include "Success criteria". I'll include as part of Responsibilities list, maybe as a separate list after the duties.
Alternatively, I could create a "Qualifications" section for "What you'll bring". The rules mention "Qualifications" as a possible heading. I'll use "Requirements" for core requirements and "Qualifications" for nice-to-have? But the posting says "Core requirements" and "Nice to have". I'll use "Requirements" heading and list both.
The rules: "Use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." So I can use Requirements and Qualifications as separate headings. But the posting has "Core requirements" and "Nice to have". I'll make "Requirements" for core, and "Qualifications" for nice-to-have? Or combine under "Requirements". I think combine under "Requirements" with two sub-lists.
But the rules say "Prefer a few substantive sections over many thin ones." So maybe just "Requirements" with both.
Similarly, "Skills" heading could be used but not needed.
Now, "Compensation & Total Rewards" includes base salary ranges and variable pay and benefits. I'll create "Pay" section for salary ranges and variable pay, and "Benefits" section for benefits details.
Let's write.
I'll output only the HTML fragment.
Note: The posting has "At Xero, we value the impact and skills you bring to the team..." etc. That's part of compensation section.
I'll structure:
About the role
Responsibilities
then a list that includes both duties and success criteria. However, the success criteria are not duties but outcomes. Might be better to have a separate section? The allowed headings don't include "Success criteria". I'll include as part of Responsibilities list, maybe as a separate list after the duties. Alternatively, I could create a "Qualifications" section for "What you'll bring". The rules mention "Qualifications" as a possible heading. I'll use "Requirements" for core requirements and "Qualifications" for nice-to-have? But the posting says "Core requirements" and "Nice to have". I'll use "Requirements" heading and list both. The rules: "Use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." So I can use Requirements and Qualifications as separate headings. But the posting has "Core requirements" and "Nice to have". I'll make "Requirements" for core, and "Qualifications" for nice-to-have? Or combine under "Requirements". I think combine under "Requirements" with two sub-lists.
But the rules say "Prefer a few substantive sections over many thin ones." So maybe just "Requirements" with both.
Similarly, "Skills" heading could be used but not needed.
Now, "Compensation & Total Rewards" includes base salary ranges and variable pay and benefits. I'll create "Pay" section for salary ranges and variable pay, and "Benefits" section for benefits details.
Let's write.
I'll output only the HTML fragment.
Note: The posting has "At Xero, we value the impact and skills you bring to the team..." etc. That's part of compensation section.
I'll structure:
About the role
About Xero...
About The Role...
Responsibilities
- Unite, design & build the content operating model for an AI-native future
- Deliver the end-to-end content system...
- Build an AI-native operating model...
- Simplify decision-making and review flows...
- Create repeatable ways to turn strategic inputs...
- Maintain total brand consistency...
- Be hands on tools to lead the evolution...
- Raise the bar on business impact and measurement
- Build a measurement approach that connects content performance to real business outcomes...
- Partner with analytics, product, performance marketing...
- Use data to shape investment decisions...
- Create visibility for senior leaders...
- Build a culture that seeks the truth on content effectiveness...
- Improve content quality, judgment, and channel fit
- Raise the standard of what great content and processes looks like...
- Improve how we match message, format, and depth to audience need...
- Partner closely with Product Marketing, Communications...
- Lead the organization and build capability
- Lead, coach, and develop a global content organization...
- Raise the bar on capability, performance, and leadership...
- Build a team culture that values clarity, quality, learning...
- Know when to stay at the strategic level and when to get into the details...
- Operate effectively in a complex global matrix
- Build strong partnerships across global, regional, and functional teams...
- Work effectively in an environment where ownership is shared...
- Balance global consistency with regional relevance...
- Help cross-functional teams make better content decisions...
- Success in the role looks like
- The content operating model has been materially redesigned for an AI-native future...
- Content is on brand and inline with our brand principles and guidelines.
- There is an effective and continuous “test and learn” system and culture.
- Content performance is measured in a rigorous way...
- The quality bar is visibly higher, and teams have clearer standards...
- The team is stronger, with sharper talent, clearer roles, and a structure better suited to where the business is going.
Requirements
- Core requirements:
- SaaS & Fintech Expertise: Deep leadership experience in SaaS, fintech, or complex B2B/B2B2C subscription ecosystem environments.
- Operating Model Transformation: Proven track record of redesigning operating models, not just optimizing existing workflows.
- AI Operational Integration: Demonstrated success using AI to rethink content systems, workflows, governance, and production economics at scale.
- Cross-Functional Alignment: Strong partnership experience with Product Marketing, Communications, Performance Marketing, SEO, and Sales Enablement.
- Business Impact & Measurement: Strong evidence of driving measurable business impact through content across multiple stages of the funnel and customer lifecycle.
- Global Matrix Leadership: Experience working in a large global matrix, with the ability to influence across teams and functions without relying on formal authority alone.
- Strategic & Operational Agility: Ability to move between strategy and execution, including comfort getting into the operational details when needed.
- People Leadership: Experience leading and upgrading teams through change, including talent assessment, coaching, organizational design, and raising standards.
- Navigating Ambiguity: High comfort with ambiguity, complexity, and building structure where it does not yet exist.
- Nice to have:
- Experience serving small business and partner audiences such as accountants, bookkeepers, or channel ecosystems.
- Experience building growth content systems that use proprietary data, customer insight, and research as differentiated inputs.
- Strong judgment on channel strategy, editorial and design quality, audience needs, and content effectiveness.
Pay
Expected Base Salary Range for this role:
- California and Washington: $229,300 to $315,300 USD
- Oregon: $208,800 to $287,800 USD
Individual pay is determined by various factors, including geography, level of experience, and the specific skills you bring to the role.
In addition to base pay, Xero’s roles are eligible for the following forms of variable compensation:
- Variable Pay: Permanent employees are eligible to participate in our annual bonus and equity (RSU) programs. You may also be eligible for performance-based cash or equity (RSUs) incentives depending on your role level, and company performance.
Benefits
- Comprehensive Benefits: Medical, dental, vision, 401(k) match, and 21 days PTO, 10 days of Wellbeing leave, 5 days of Xtra Leave, 1 volunteer day, 12 paid holidays, paid parental leave.
Further information included on our X