Director, Demand Generation

About the role

We are seeking a data-driven and results-oriented Director of Demand Generation to lead and scale our global demand generation efforts. This role is pivotal in driving inbound pipeline growth, increasing brand awareness, and optimizing marketing strategies that contribute directly to revenue. Reporting to the CMO, you will lead a high-performing team, set the strategic direction for demand generation, and work cross-functionally to align marketing with sales objectives.

This position is laser-focused on achieving pipeline targets for our mid-market and SMB segments, emphasizing high-velocity sales cycles. As a player-coach, you’ll lead a team and execute key initiatives yourself—developing and executing multi-channel demand generation strategies, tracking and optimizing performance, and refining efforts to maximize impact. As a leader, you will build and mentor a global team, fostering a culture of experimentation, accountability, and continuous improvement. This role offers an exciting opportunity to make a tangible impact in a fast-growing company with $55M in revenue and a dynamic team of 100-500 employees.

• Lead, develop, and scale a high-performing global demand generation team, fostering a results-driven culture
• Own and optimize multi-channel demand generation campaigns (Google Ads, social ads, email, content marketing, webinars, and events) to drive inbound pipeline and revenue growth
• Align closely with Sales and BDR teams to address pipeline challenges, improve conversion rates, and enhance marketing-sales collaboration
• Shift the focus from MQLs to pipeline contribution, ensuring campaign efforts directly impact revenue objectives
• Leverage Salesforce, HubSpot, and analytics tools to monitor inbound pipeline performance, analyze sources, and identify optimization opportunities
• Develop and execute testing strategies to refine messaging, targeting, and channels for continuous improvement
• Own and manage demand generation budgets, ensuring efficient resource allocation to maximize ROI
• Stay ahead of industry trends, emerging technologies, and best practices to elevate our marketing strategies

• 8-10 years of experience in demand generation, growth marketing, or related fields, with a proven track record of meeting and exceeding pipeline targets
• 3+ years of experience leading and developing high-performing marketing teams
• Strong expertise in mid-market and SMB sales cycles, with a deep understanding of high-velocity inbound pipeline generation
• Proficiency in marketing automation tools (HubSpot, Marketo), Google Ads, paid social, and CRM platforms like Salesforce
• Data-driven mindset with strong quantitative skills and experience leveraging analytics for campaign optimization
• Collaborative leader who excels in working cross-functionally with Sales, BDRs, and other key stakeholders
• Experience scaling demand generation in fast-growing companies (100-500 employees) with dynamic, growth-focused environments
• International experience is a plus but not required

• Medical coverage for employees and dependents (80-90% covered by employer)
• Employer HSA contribution with HDHP
• 401(k) match up to 3.5% 
• Dependent Care Flexible Spending Account (FSA)
• Dental & Vision coverage available 
• Basic Life and AD&D Insurance
• Short and Long Term Disability
• Flexible Time Off & 13 Paid Annual Holidays
• Paid Parental Leave
• Pawternity Leave, Financial Pet Adoption Support & Subsidized Pet Insurance
• $250 Annual Stipend for Learning and Development

Petvisor operates through two main divisions: PetDesk in North America and Vetstoria in EMEA and APAC. The company offers an ecosystem of top-tier client engagement solutions for the pet healthcare and services communities, enhancing communication, service quality, and client retention. With its cutting-edge solutions, Petvisor supports more than 10,000 veterinary clinics, over 400 grooming facilities, and serves over 20 million pet parents worldwide.

Our recruiting process is rooted in “Who: The A Method of Hiring” and consists of an average 2-week hiring timeline. This standardized interview process allows candidates to answer the same questions, experience the same process, and ensure a fair performance review from multiple perspectives.

Please, no external recruiters—candidate profiles submitted from external recruiting agencies will not be considered.

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