Senior Lifecycle Marketing Manager

Description

The company helps small home service businesses, such as plumbers, painters and landscapers, run their work with software for quoting, scheduling, invoicing and taking payments.

Lifecycle Marketing builds personalized, end-to-end customer experiences with automation and data, so the right message reaches the right person at the right moment.

Marketing covers awareness, bringing in new customers and turning them into advocates.

The company works in a $400-billion industry with no dominant player yet.

Responsibilities

• You report to the Acquisition Manager, Lifecycle Marketing, and shape the ideal customer experience.
• You own strategy for acquiring, activating, retaining and expanding users on all platforms.
• You improve lead nurture and build experiences that benefit both customers and the company while capturing revenue.
• You work across functions to improve the customer journey and all customer communications, and you represent Lifecycle Marketing across the organization.
• You run experiments to test new ways of moving customers through the funnel.
• You work with Business Operations, Marketing, Sales, Success, Product and Growth to create strong user experiences at scale.
• You own the Leads portfolio end to end: strategy, programs and metrics for nurturing leads into trials and converting trials into paying customers.
• You own and expand AI-enriched lead journeys, using enrichment and orchestration tools (currently Clay and n8n) to build customer profiles and route leads into personalized experiences based on intent.
• You connect the lead and trial experiences into one continuous, personalized journey and work with Product on carrying that personalization into the app.
• You run test-and-learn work on lead-to-trial and trial-to-paid metrics: you form hypotheses, design tests, read results honestly and iterate.
• You set priorities for the portfolio by finding where leads and trials are lost, sizing the opportunities and recommending what comes first and what waits.
• You lead the acquisition pod linking lifecycle with outbound and demand generation partners, owning the plan and handoffs and keeping leadership informed.
• Depending on capacity, you configure journeys, write emails and set up automation yourself alongside the Revenue Communications team.
• You raise the standard for the Lifecycle team by bringing in outside insight, sharing what you learn and improving how the practice works.

Requirements

• You have deep experience owning lead nurture and trial-to-paid programs at a SaaS company, with results you can point to. B2B SaaS is the closest fit.
• You have hands-on experience using AI tools to enrich customer data and personalize communications at scale, beyond writing copy. You have built or configured enrichment, orchestration or journey logic and can explain what it changed.
• You test new AI tools in your own work, separate real value from hype, and stay practical when data is incomplete.
• You have led integrated acquisition work across outbound, demand generation, product and sales, owning the plan and handoffs rather than only the lifecycle piece.
• You know nurture and conversion metrics well and have improved them through experiments and program iteration, not just reporting.
• You take full ownership of outcomes tied to your KPIs, even when data is imperfect, and find ways to measure, ship and learn.
• You understand customer behaviour, barriers and motivations from first-hand sources and change the journey based on what you learn.
• You work with a high degree of autonomy, set your own priorities, keep your manager informed without being asked and flag risks early.
• You push for better ways of working and stay humble while doing it.

Conditions

The role is open to candidates based in Edmonton, Toronto, Vancouver or Kitchener-Waterloo, since the team sometimes meets in person to build, brainstorm and connect.

Base salary ranges from a minimum of $99,540 per year, through a midpoint of $142,200, to a maximum of $163,530.

Pay reflects skills, experience and the complexity of the role. Fully established hires typically start near the midpoint, the top of the range is for deep expertise and lasting contributions, and offers below the midpoint reflect strong potential with room to grow.

The company is happy to talk through its pay approach at any point in the hiring process.

The company is an equal opportunity employer that welcomes diverse backgrounds and accommodates applicants at any stage of hiring.

Benefits

• Total compensation includes equity rewards and stock options.
• Annual stipends for health and wellness.
• Retirement savings matching in an RRSP, TFSA or FHSA.
• An extended health package with fully paid premiums for body and mind.
• A Talent Development program with career coaching, learning and leadership programs.