Head of Marketing Operations

Description

The company is a global technology company with a security-first focus on enterprise AI. It builds foundation models and end-to-end products that help businesses solve practical problems.

It trains and deploys frontier models for enterprises that are building their own AI systems, and it sees that work as central to wider AI adoption.

The team includes researchers, engineers, designers and others, and the company is headquartered in Toronto with offices in London, New York City, San Francisco, Montreal, Paris, Berlin and Seoul.

Responsibilities

• You will lead marketing operations and analytics, covering the team, the martech stack, how marketing's contribution to pipeline is measured, and the budget and pipeline figures marketing plans against.
• You report to the VP of Brand and work closely with the Marketing Chief of Staff and the heads of Growth and Demand and Product Marketing. You will also work every week with Revenue Operations, Sales Operations and Finance. Web operations sits within marketing but does not report to this role.
• You will manage the marketing operations, automation, and analytics and data operations staff, and hire where gaps exist. As marketing grows quickly, you will bring acquired companies' systems and data into the stack.
• You own the attribution methodology, documenting it and getting sign-off from Marketing, Revenue Operations and Finance. Each quarter you will present marketing's pipeline contribution to the executive team with recommended changes. Your analysts will give the same kind of review to the Growth and Demand, Events and Product Marketing teams, showing which campaigns and channels pay back their spend.
• You are fully responsible for Marketo, Looker, GA4 and 6sense, and for the campaign and lead side of Salesforce, including forms, nurture, lead lifecycle, scoring and routing. Campaign data must be structured so analysts never need workarounds, and target-account data must reconcile to the governed account list. Working with Revenue Operations, you will make sure the data behind marketing's pipeline numbers cannot change without a record. You also own A/B testing for nurture and forms, sized so results can be read.
• Over time the aim is fewer tools and fewer dashboards, with one governed source for each metric.
• You will own the martech and operations budget and track budget and headcount across marketing. You will build the pipeline and capacity models marketing plans against. The Marketing Chief of Staff runs planning and business reviews and leads trade-off discussions, using your numbers. Marketing and Sales must count pipeline the same way every time.
• In your first 90 days, document the attribution methodology and get it signed off by Marketing, Revenue Operations and Finance. You should also have an inventory of every reporting surface, each with a named owner, and a prioritised plan for the data problems you inherit.
• By three months, one governed executive dashboard should replace the competing decks in business reviews, and rebuilt lead routing should be live in production.
• By six months, target-account reporting should reconcile to the governed list, and anyone on the team should be able to reproduce quarterly attribution from the documented method, with change control over the underlying data. The stack should be smaller than when you started, some marketing workflows should run on agents in production, and annual planning should run on your budget, headcount and pipeline models.

Requirements

• 10+ years in marketing operations or marketing analytics in B2B or enterprise software, including at least one high-growth company.
• You have managed a marketing operations and analytics team and its martech budget, set priorities across ops, automation and analytics specialists, and hired to fill gaps.
• You have hands-on Marketo and Salesforce experience, covering lead lifecycle, campaign structure, routing and the sync between them, and you have configured these systems yourself.
• You have owned a multi-touch attribution model end to end and defended its definitions to a CFO or executive team.
• You know SQL and can use a governed BI layer such as Looker well enough to check a number yourself before presenting it.
• You have run the data side of an account-based motion, including the hygiene needed to make a target account list reportable.
• You have worked closely with Revenue Operations and Sales Operations without duplicating their work.
• You have experience in enterprise, regulated or public-sector buying environments, including GDPR and CASL as they apply to lead handling.
• You already use AI and automation in your own team's work.
• You have experience in enterprise AI, infrastructure or developer-platform marketing.
• You have built agentic or LLM-based workflows in GTM operations and measured what they saved.
• You have instrumented a product-led funnel alongside a sales-led pipeline.
• You have consolidated an inherited martech stack or merged systems after an acquisition.

Conditions

The role is remote-friendly, with offices in Toronto, London, New York City, San Francisco, Montreal, Paris, Berlin and Seoul, and more opening soon.

Office-based staff get a daily lunch program, plenty of snacks, and regular community and social events.

Remote staff near no office get a co-working benefit to work alongside others in their city.

Everyone receives a $500 home office stipend for their workspace.

The company may use AI-enabled tools to screen applicants against the role's criteria. These tools help recruiters find potentially qualified candidates but do not limit what recruiters review or consider.

The company is committed to equal opportunity and welcomes applicants from all backgrounds. Candidates who do not match every point are still encouraged to apply.

Benefits

• A weekly lunch stipend of $75/£75, or the equivalent in local currency.
• Full health and dental coverage, plus a separate mental health budget.
• RRSP matching, 401K and a Pension Scheme.
• 100% parental leave top-up for up to 6 months, for either parent.
• Annual enrichment budget for arts and culture, fitness and wellness, quality time, and a workspace improvement credit.
• An education and learning stipend for conferences, courses and coaching.
• 6 weeks of paid vacation (30 working days).
• A travel budget to visit other offices if you are remote, plus an annual company offsite.