Roles we recruit
Seven practices, 27 functions. Start at the practice when you cannot yet name the title; go straight to the function when you can.
Browse all 229 roles Brief us on a seatFlat 15% of first-year base · shortlist in 10 working days
Eleven seats sit under demand generation, from the director who owns the pipeline target to the specialist who runs one paid channel. We split them by the stage of the funnel each one moves, screen for pipeline they can defend rather than lead volume, and charge a flat 15% only once your hire starts.
Most briefs arrive titled demand gen manager and describe three different jobs. We start with the stage of the funnel that is broken, then find the seat that owns it.
The pipeline motion, and the seat that owns each stage
Moves: pipeline target, channel mix and acquisition cost
1 seat
The pipeline number marketing commits to: the plan, the budget split across channels and the team that runs them, measured on pipeline sales accepts.
Brief us when marketing has a budget and nobody accountable for what it returns in pipeline.
Moves: new accounts reached and cost per acquisition
2 seats
New-customer acquisition across paid and partner channels, with a cost-per-acquisition target and the experiments to bring it down.
Brief us when growth depends on new logos and acquisition cost is rising faster than deal size.
The experiment backlog across the funnel: landing pages, offers, onboarding and pricing tests, judged on conversion and revenue rather than clicks.
Brief us when your funnel leaks at several points and you need one person running disciplined tests across all of them.
Hire a Growth Marketing ManagerMoves: qualified leads per dollar, by channel
5 seats
Paid acquisition run as a portfolio: channel mix, bidding strategy, creative testing and the reporting that ties spend to pipeline.
Brief us when paid spend is material and nobody can say which dollar produced which opportunity.
Hire a Performance Marketing ManagerBuying and managing paid placements across search, social and programmatic, including budgets, pacing and agency oversight.
Brief us when you spend across several platforms and need one owner for budget, pacing and vendors.
The paid search program end to end: strategy, budget, account structure and the specialists or agency doing the work.
Brief us when paid search has outgrown one specialist and needs an owner who sets strategy and manages the people running it.
Hands-on search campaign build and optimization: keywords, match types, ad copy, negatives, landing page tests and bids.
Brief us when search is a core channel and the account needs daily attention from someone who builds it themselves.
Hire a PPC SpecialistLinkedIn, Meta and other paid social programs: audiences, creative, offers and the measurement that separates engagement from pipeline.
Brief us when your buyers are reachable on social platforms and current spend produces engagement but no pipeline.
Moves: meetings and opportunities sales accepts
2 seats
Multi-channel programs that turn an audience into meetings and opportunities: campaigns, offers, routing and the handover rules with sales.
Brief us when you have channels running and nobody stitching them into pipeline the sales team believes.
Planning and running integrated campaigns from brief to launch to report: timelines, assets, channels and the post-mortem.
Brief us when good ideas stall between brief and launch, or campaigns ship without anyone measuring what they did.
Moves: conversion over time, expansion and reactivation
1 seat
Email, nurture and in-product journeys that move leads and customers to the next stage, from first conversion to renewal and expansion.
Brief us when leads go cold after the first touch, or customers never hear from marketing again once they sign.
Measured on
Demand generation interviews reward the best storyteller with the best screenshot. We screen for the evidence under the slide: pipeline sales accepted, money they chose not to spend, and what they changed when a channel stopped working.
We ask for sourced and influenced pipeline by quarter, how it was attributed and what sales said about it. MQL counts on their own tell us very little.
Candidates walk us through one program that worked and one that did not: budget, channel, conversion at each stage and the decision it led to.
We ask what they cut, when and why. Strong demand marketers can name the channel they stopped funding and what happened to pipeline afterwards.
We check how they agreed lead definitions and handover rules, and confirm it with a sales leader they worked with. Pipeline nobody in sales trusts is not pipeline.
Not sure which seat you need? Tell us where pipeline stalls, from first click to opportunity, and we will tell you which of the eleven owns it.
Public US benchmarks, read October 2026. Titles in this function are used for very different jobs, so we show the closest published benchmarks rather than a number for every seat: the official bands for marketing managers and marketing specialists, plus growth marketing manager.
Each bar runs from the 25th to the 75th percentile, the middle half of reported pay.
Base salaryWages including commission (BLS)
Marketing managers
BLS, all industries, wages include commission
$123,020 to $216,410
Growth Marketing Manager
Salary.com base benchmark
$110,782 to $133,511 base
Marketing specialists
BLS, includes paid search and campaign specialists
$58,350 to $108,310
Marketing managers and marketing specialists: U.S. Bureau of Labor Statistics, Occupational Employment and Wage Statistics, May 2025, annual wage at the 25th and 75th percentiles (SOC 11-2021 and 13-1161), all industries. Growth Marketing Manager: Salary.com base salary benchmark, United States, as of October 1, 2026. Public aggregates, not ZaphyrRecruit placement data.
The clock starts when the brief is signed and stops when three to five calibrated candidates are in front of you. Most of that time is spent talking to people, not searching for them.
Day 1
Forty-five minutes with whoever the hire reports to. We leave with the number the seat owns, the range you can pay and the two or three things that genuinely disqualify.
Days 2 to 7
We build the list from people doing the job now, approach them directly and screen every name against the brief before it reaches you.
Days 8 to 10
Three to five people, each with a page: what they have run, why they fit this seat, pay expectations, notice period and where they are weak.
After the shortlist
Interviews run at your pace. We handle scheduling, references and the counter-offer conversation, and nothing is payable until your hire starts.
Three clients, quoted as they wrote to us about searches we ran for them. We publish no names or logos without permission.
Demand generation builds the pipeline a sales team works: programs, channels and offers aimed at accounts that buy through sales. Growth marketing runs experiments across the whole funnel, often including product signup, onboarding and pricing, and is common where customers can buy without talking to sales. Many B2B teams need some of both, so the brief should say which number the hire owns.
A flat 15% of the hire’s first-year base salary, payable only once they start. On a $120,000 base that is $18,000. There is no retainer, no exclusivity and nothing to pay if the search does not produce a hire.
Published benchmarks are thin because the title covers very different jobs. The closest official figure is the BLS band for marketing managers, $123,020 to $216,410 at the 25th to 75th percentile (May 2025, all industries), and Salary.com puts growth marketing managers at $110,782 to $133,511 base (October 2026). Seniority, budget size and whether the role owns a pipeline target move the number.
If sales needs pipeline this year, hire someone who has owned a pipeline target before, even if they are less polished on brand. A generalist who has never been measured on pipeline often builds a handsome program that sales ignores. Once pipeline is predictable, add specialists for the channels that are working: paid search, paid social or lifecycle.
Ten working days from a signed brief to a shortlist of three to five calibrated candidates. Interviews and the offer then run at your pace. Strong candidates are usually mid-quarter on live programs, so plan for their notice period and a clean handover of what they are running.
Both. PPC, paid social and SEM specialists are hands-on builders, so we screen them with a live account review rather than a conversation about strategy. Managers and directors are screened on budget ownership, team results and how they decide where money goes. The fee is the same 15% at every level.
Yes. Several seats hired as one structure is how we run a pod, for example a demand generation manager, a paid media specialist and a marketing operations hire briefed together, so the second and third searches do not restart. Each hire is billed at the same 15%, payable as each one starts.
Tell us the pipeline target, the channels you run and where the funnel leaks. We reply within one business day with which of the eleven seats it is and what it pays.
Most of our marketing searches are filled from people we already know, the week an employer briefs us. Set up a job alert for marketing roles, or send your CV and we will come to you when a seat opens.
Demand Generation sits in our Demand, Search & Content practice, next to the functions that feed it. If the gap is search, content or the website itself, start there.