Demand Generation Manager Job Description Template - Complete 2025 Hiring Guide

Role Overview

In 30 Seconds

• Role Focus: Developing and executing integrated marketing campaigns to generate qualified leads and drive revenue growth
• Key Impact: Directly influences pipeline generation, revenue acceleration, and marketing ROI
• Team Position: Reports to VP of Marketing or CMO, collaborates with sales, product, and content teams
• Career Path: Often progresses to Director of Marketing, VP of Demand Gen, or CMO roles
• Remote Potential: High - 75% of positions offer remote or hybrid options in 2025

Why This Role Matters in 2025

The Demand Generation Manager has become one of the most critical roles in B2B marketing organizations. As buyer behaviors continue to evolve and the B2B purchase journey becomes increasingly complex, companies need sophisticated demand generation strategies that go beyond traditional lead generation tactics.

In 2025, this role sits at the intersection of marketing technology, data analytics, and creative strategy. With the average B2B buyer consuming 13 pieces of content before making a purchase decision, Demand Generation Managers must orchestrate multi-channel campaigns that nurture prospects through increasingly longer sales cycles while maintaining cost efficiency and demonstrating clear ROI.

The rise of AI-powered marketing tools, intent data platforms, and advanced attribution models has transformed this role from a tactical execution position to a strategic revenue driver. Companies that excel at demand generation report 133% higher revenue growth than their peers, making this role essential for competitive advantage.

Quick Stats Dashboard

Metric	2025 Data
Average Time to Hire	47 days
Demand Level	Very High (8.5/10)
Remote Availability	75% offer remote/hybrid
Career Growth Rate	24% YoY promotion rate
Market Growth	18% annual growth
Avg Team Size	4-8 direct reports
Budget Responsibility	$500K - $5M annually
Top Skills Gap	Marketing attribution & AI tools

Multi-Context Templates

1. Agency/Consultancy Environment

About the Role

We're seeking a dynamic Demand Generation Manager to lead multi-client campaign strategies at [Agency Name], one of the fastest-growing B2B marketing agencies in [Location]. You'll architect demand generation programs for 5-8 enterprise clients simultaneously, leveraging cutting-edge martech stacks and pioneering new approaches to pipeline acceleration. This role offers unparalleled exposure to diverse industries and the opportunity to shape demand generation best practices across multiple Fortune 500 accounts.

Key Responsibilities

• Develop and execute integrated demand generation strategies for 5-8 concurrent client accounts, each with unique industry challenges and target audiences
• Design multi-channel campaign architectures spanning paid media, content syndication, email nurture sequences, webinars, and account-based marketing programs
• Collaborate with client stakeholders to establish pipeline targets, define ideal customer profiles, and create demand generation roadmaps aligned with revenue goals
• Lead cross-functional agency teams including paid media specialists, content creators, marketing automation experts, and data analysts to deliver cohesive campaigns
• Implement advanced lead scoring models and attribution frameworks to demonstrate ROI and optimize campaign performance in real-time
• Present campaign performance insights and strategic recommendations to C-level client stakeholders on a monthly basis
• Pioneer new demand generation tactics by testing emerging channels, AI-powered tools, and innovative campaign formats
• Manage combined campaign budgets totaling $2-5M annually across all client accounts
• Develop and maintain client-specific playbooks documenting successful strategies and learnings
• Establish SLA agreements between marketing and sales teams for each client account
• Mentor junior team members on demand generation best practices and emerging martech capabilities
• Contribute to new business pitches by developing demand generation strategies for prospective clients

Requirements

• 5+ years of hands-on demand generation experience, with at least 2 years in an agency setting
• Proven track record of generating $10M+ in qualified pipeline across multiple accounts
• Expert-level proficiency in marketing automation platforms (Marketo, HubSpot, Pardot) and CRM systems (Salesforce)
• Advanced knowledge of B2B paid media channels including LinkedIn, Google Ads, and programmatic display
• Experience with account-based marketing platforms and intent data providers (6sense, Demandbase, Bombora)
• Strong analytical skills with the ability to build complex attribution models and present data-driven insights
• Excellent project management capabilities with experience using tools like Asana, Monday, or ClickUp
• Bachelor's degree in Marketing, Business, or related field (MBA preferred)
• Industry certifications in Google Ads, LinkedIn Marketing, and marketing automation platforms
• Experience with predictive analytics and AI-powered marketing tools

What We Offer

• Competitive base salary of $95,000 - $125,000 based on experience
• Performance bonuses tied to client retention and pipeline generation goals (up to 30% of base)
• Comprehensive health, dental, and vision insurance with 100% premium coverage
• $2,000 annual professional development budget for certifications and training
• Flexible PTO policy with minimum 3 weeks, plus sabbatical options after 3 years
• Remote-first culture with quarterly in-person team gatherings and client summits
• Access to cutting-edge martech stack and AI tools worth $50K+ per seat
• Clear path to Director-level roles within 18-24 months
• Mentorship from industry leaders and exposure to Fortune 500 marketing strategies

2. In-House/Corporate Position

About the Role

[Company Name] is transforming the [Industry] landscape with our innovative [Product/Service]. We're seeking a strategic Demand Generation Manager to own our end-to-end demand creation engine and accelerate our growth trajectory. Reporting to the VP of Marketing, you'll build and optimize campaigns that generate high-quality pipeline for our enterprise sales team while establishing [Company] as the category leader in [Market Segment].

Key Responsibilities

• Own the complete demand generation funnel from awareness through opportunity creation, driving 40% of total company pipeline
• Develop and execute an integrated demand generation strategy across paid media, content marketing, email, webinars, and field events
• Partner closely with sales leadership to define ideal customer profiles, target account lists, and lead qualification criteria
• Build sophisticated nurture programs that accelerate deal velocity and increase average deal size by 25%
• Implement and optimize marketing automation workflows in Marketo, including lead scoring, routing, and lifecycle campaigns
• Manage and optimize $1.5M annual demand generation budget across all channels and programs
• Collaborate with product marketing to develop compelling campaign messaging and content that resonates with our target personas
• Establish a robust testing framework to continuously improve conversion rates across all touchpoints
• Lead monthly pipeline reviews with sales and executive teams, providing insights on campaign performance and market trends
• Build and mentor a team of 2-3 demand generation specialists as we scale

Requirements

• 6+ years of B2B demand generation experience, preferably in [Industry]
• Demonstrated success generating $15M+ in qualified pipeline annually
• Deep expertise in marketing automation (Marketo preferred) and Salesforce CRM
• Strong understanding of the enterprise B2B sales cycle and complex buying committees
• Experience with ABM strategies and technologies (6sense, Demandbase, Terminus)
• Data-driven mindset with advanced Excel/SQL skills for analysis and reporting
• Proven ability to collaborate effectively with sales teams and C-level executives
• Bachelor's degree required; MBA or relevant advanced degree preferred
• Experience in high-growth SaaS or technology companies a plus

What We Offer

• Base salary range: $110,000 - $140,000
• Equity compensation package
• Annual performance bonus up to 25% of base salary
• Premium health, dental, and vision coverage for you and your family
• $3,000 annual wellness stipend
• Unlimited PTO policy
• 401(k) with 6% company match
• Modern office in [Location] with hybrid work flexibility
• Learning & development budget of $5,000 annually
• Opportunity to shape the demand generation function at a high-growth company

3. Startup/Scale-up Environment

About the Role

[Startup Name] is revolutionizing [Industry] and we need a scrappy, data-obsessed Demand Generation Manager to fuel our next phase of hypergrowth. As our first dedicated demand gen hire, you'll have the unique opportunity to build our demand generation engine from the ground up. This is a hands-on role where you'll execute campaigns yourself while laying the foundation for a world-class demand generation team.

Key Responsibilities

• Build and execute our entire demand generation strategy from scratch, targeting a 3x increase in qualified opportunities within 12 months
• Launch and optimize performance marketing campaigns across Google Ads, LinkedIn, Facebook, and emerging B2B channels
• Implement marketing automation infrastructure (HubSpot) including lead scoring, nurture workflows, and attribution tracking
• Create and execute a content-driven demand generation strategy including ebooks, webinars, podcasts, and interactive tools
• Develop our first account-based marketing program targeting strategic enterprise accounts
• Run rapid experimentation cycles testing new channels, messages, and tactics with limited budgets
• Partner directly with our CEO and sales team to align on ICP, messaging, and go-to-market strategy
• Build basic analytics dashboards to track funnel metrics and demonstrate marketing's impact on revenue
• Manage external agencies and freelancers to extend capabilities while maintaining lean operations
• Identify and implement martech stack components that deliver maximum ROI for an early-stage startup
• Wear multiple hats including content creation, campaign execution, and data analysis as needed

Requirements

• 3-5 years of demand generation experience with at least 1 year at a startup or high-growth company
• Proven ability to generate results with limited resources and budget constraints
• Hands-on experience with HubSpot or similar all-in-one marketing platforms
• Strong copywriting skills and ability to create compelling campaign content quickly
• Comfort with ambiguity and rapidly changing priorities in a startup environment
• Technical aptitude to implement tracking, build automations, and troubleshoot martech issues
• Experience with product-led growth strategies and freemium models a plus
• Bachelor's degree or equivalent practical experience
• Enthusiasm for our mission and desire to build something from the ground up

What We Offer

• Base salary: $85,000 - $110,000 (based on experience)
• Meaningful equity stake (0.1% - 0.25%)
• Health, dental, and vision insurance
• $1,000 WFH equipment stipend
• Flexible, fully-remote work environment
• Unlimited PTO (with 2-week minimum)
• Monthly $100 wellness/learning stipend
• Direct access to leadership team and board
• Opportunity to build and lead the demand gen function as we scale
• Fast-track career growth in a rocket ship startup

4. B2B SaaS Enterprise Environment

About the Role

[Company Name], a leading enterprise SaaS platform serving Fortune 500 companies, is seeking an experienced Demand Generation Manager to accelerate our growth in the enterprise segment. You'll join a high-performing marketing team and own the demand generation strategy for deals averaging $250K+ ACV with 9-12 month sales cycles. This role is perfect for a strategic marketer who thrives on complex B2B challenges and has a proven track record of generating enterprise pipeline.

Key Responsibilities

• Develop and execute sophisticated demand generation campaigns targeting enterprise IT buyers, C-suite executives, and technical evaluators across multiple industries
• Design and implement account-based marketing (ABM) programs for top 100 target accounts using intent data, predictive analytics, and personalized content experiences
• Build multi-threaded nurture programs that engage 5-7 stakeholders throughout the enterprise buying committee
• Partner with enterprise sales team to create account-specific campaigns and support strategic deal acceleration
• Leverage advanced marketing technology stack including Marketo, 6sense, Salesforce, Drift, and PathFactory to orchestrate buyer journeys
• Develop thought leadership content programs including executive roundtables, analyst briefings, and industry research reports
• Create and optimize demand generation playbooks for different verticals (Financial Services, Healthcare, Technology, Retail)
• Manage relationships with industry analysts (Gartner, Forrester) to drive inclusion in key reports and recommendations
• Build predictive models to identify in-market accounts and prioritize outreach based on buying signals
• Own marketing-sourced pipeline target of $25M+ annually with clear attribution to marketing programs
• Establish SLAs with enterprise sales team and implement closed-loop reporting on lead quality and conversion
• Lead quarterly business reviews with sales leadership to align on account priorities and campaign effectiveness

Requirements

• 7+ years of B2B demand generation experience with at least 3 years focused on enterprise accounts
• Proven track record of generating $20M+ in enterprise pipeline (deals >$100K ACV)
• Deep expertise with enterprise marketing automation platforms (Marketo or Eloqua required)
• Advanced knowledge of ABM platforms and strategies (6sense, Demandbase, Terminus)
• Experience marketing to Fortune 1000 companies with complex, multi-stakeholder buying processes
• Strong understanding of enterprise sales methodologies (MEDDIC, Challenger, Solution Selling)
• Ability to create compelling business cases and ROI models for enterprise buyers
• Experience with intent data platforms and predictive analytics tools
• Excellent executive presence and ability to present to C-level stakeholders
• Bachelor's degree required; MBA or technical degree preferred
• Travel 15-20% for field events and executive meetings

What We Offer

• Base salary: $125,000 - $160,000 based on experience
• Target bonus: 25-30% of base salary tied to pipeline generation
• Equity compensation commensurate with experience
• Platinum-level health, dental, and vision coverage
• $5,000 annual professional development budget
• Executive coaching and leadership development programs
• 4 weeks PTO plus company holidays
• Hybrid work model with flexibility
• State-of-the-art marketing technology stack
• Opportunity to work with Fortune 500 clients
• Clear path to Director and VP-level roles

Industry Variations

Technology/SaaS

Unique Requirements:

• Deep understanding of the SaaS buyer journey and trial-to-paid conversion optimization
• Experience with product-led growth (PLG) and product-qualified lead (PQL) strategies
• Familiarity with developer marketing and technical audience engagement
• Knowledge of freemium model economics and user activation tactics

Key Responsibilities:

• Optimize in-product messaging and onboarding flows to drive user activation
• Develop campaigns targeting specific use cases and integration partners
• Create demand for new feature releases and product launches
• Build community-driven demand through user groups and forums

Preferred Background:

• Previous experience at B2B SaaS companies with ARR of $10M+
• Understanding of SaaS metrics (CAC, LTV, Magic Number)
• Experience with tools like Amplitude, Mixpanel, or Heap for product analytics

Healthcare/Medical Technology

Unique Requirements:

• Understanding of HIPAA compliance and healthcare marketing regulations
• Experience marketing to multiple stakeholders (clinicians, administrators, IT)
• Knowledge of healthcare buying cycles and budget processes
• Familiarity with medical terminology and clinical workflows

Key Responsibilities:

• Develop HIPAA-compliant nurture campaigns and content strategies
• Create demand generation programs for trade shows and medical conferences
• Build relationships with healthcare industry publications and associations
• Design campaigns that address both clinical efficacy and ROI

Preferred Background:

• 2+ years of healthcare or medical device marketing experience
• Understanding of value-based care and healthcare economics
• Experience with extended sales cycles (12-18 months)

Financial Services/Fintech

Unique Requirements:

• Knowledge of financial services regulations and compliance requirements
• Experience with security-conscious buyers and enterprise procurement
• Understanding of financial industry trends and terminology
• Ability to communicate complex value propositions simply

Key Responsibilities:

• Develop thought leadership campaigns establishing credibility in financial markets
• Create demand among highly regulated enterprise accounts
• Build ABM programs targeting specific financial institution types
• Design content addressing security, compliance, and integration concerns

Preferred Background:

• Experience marketing to banks, credit unions, or investment firms
• Knowledge of financial regulations (SOX, PCI-DSS, etc.)
• Understanding of financial services technology stack

Retail/E-commerce

Unique Requirements:

• Understanding of omnichannel retail strategies and e-commerce platforms
• Experience with seasonal campaign planning and inventory-based marketing
• Knowledge of retail metrics and KPIs
• Familiarity with retail technology ecosystem

Key Responsibilities:

• Create demand generation campaigns aligned with retail calendar and seasons
• Develop case studies showcasing ROI and revenue impact
• Build campaigns targeting specific retail segments (SMB vs. enterprise)
• Design programs for partner channels and technology integrations

Preferred Background:

• Experience marketing to retail or e-commerce companies
• Understanding of retail operations and customer journey
• Knowledge of major e-commerce platforms (Shopify, Magento, etc.)

Manufacturing/Industrial

Unique Requirements:

• Understanding of long B2B sales cycles and complex buying committees
• Experience with technical buyers and engineering audiences
• Knowledge of manufacturing processes and Industry 4.0 trends
• Ability to translate technical features into business value

Key Responsibilities:

• Develop campaigns targeting multiple stakeholders across organizations
• Create demand through industry associations and trade publications
• Build content addressing ROI, efficiency, and safety improvements
• Design field marketing programs for trade shows and on-site demos

Preferred Background:

• Experience in industrial or manufacturing marketing
• Understanding of supply chain and operations challenges
• Familiarity with ERP and manufacturing systems

Education/EdTech

Unique Requirements:

• Understanding of academic buying cycles and budget seasons
• Experience marketing to educators, administrators, and IT departments
• Knowledge of educational technology trends and standards
• Ability to demonstrate learning outcomes and ROI

Key Responsibilities:

• Align campaigns with academic calendar and purchasing windows
• Develop teacher advocacy and word-of-mouth programs
• Create demand through educational conferences and workshops
• Build content addressing pedagogy and student outcomes

Preferred Background:

• Experience in education sector marketing
• Understanding of K-12 or higher education markets
• Familiarity with learning management systems and edtech stack

Non-profit/Association

Unique Requirements:

• Understanding of non-profit operations and funding models
• Experience with mission-driven messaging and cause marketing
• Knowledge of grant cycles and donor relationships
• Ability to demonstrate social impact alongside ROI

Key Responsibilities:

• Develop campaigns that balance mission impact with operational efficiency
• Create demand among board members and executive directors
• Build content showcasing constituent success stories
• Design programs for non-profit conferences and events

Preferred Background:

• Experience in non-profit sector or cause marketing
• Understanding of fundraising and donor management
• Knowledge of non-profit technology landscape

Government/Public Sector

Unique Requirements:

• Understanding of government procurement processes and RFP cycles
• Knowledge of security clearance requirements and FedRAMP compliance
• Experience with long sales cycles and multiple stakeholder groups
• Familiarity with government contracting vehicles

Key Responsibilities:

• Develop campaigns aligned with government fiscal years and budget cycles
• Create content addressing compliance and security requirements
• Build relationships with government technology associations
• Design programs for government-focused events and conferences

Preferred Background:

• Experience marketing to federal, state, or local government
• Understanding of government regulations and compliance
• Knowledge of government technology initiatives

Real Estate/PropTech

Unique Requirements:

• Understanding of real estate industry dynamics and market cycles
• Experience marketing to brokers, agents, and property managers
• Knowledge of real estate technology trends and MLS systems
• Ability to demonstrate ROI in transaction-based environments

Key Responsibilities:

• Create campaigns targeting specific real estate professional segments
• Develop demand through industry associations and MLS partnerships
• Build content addressing market trends and technology adoption
• Design programs for real estate conferences and broker events

Preferred Background:

• Experience in real estate or property technology marketing
• Understanding of real estate transactions and workflows
• Familiarity with real estate CRM and marketing tools

Legal/LegalTech

Unique Requirements:

• Understanding of legal industry structure and practice areas
• Experience marketing to risk-averse, traditional buyers
• Knowledge of legal technology trends and bar regulations
• Ability to communicate value to both lawyers and business professionals

Key Responsibilities:

• Develop thought leadership campaigns establishing legal expertise
• Create demand among law firms of various sizes and specialties
• Build content addressing efficiency, compliance, and client service
• Design programs for legal conferences and bar association events

Preferred Background:

• Experience marketing to legal professionals
• Understanding of law firm operations and billing models
• Knowledge of legal practice management systems

Requirements Mapping

Experience Level Matrix

Entry Level (0-2 years)

Must-Have Requirements:

• Bachelor's degree in Marketing, Business, or related field
• 1+ years of digital marketing or marketing operations experience
• Basic understanding of marketing automation and CRM systems
• Strong analytical skills and comfort with data
• Excellent written and verbal communication abilities
• Experience with paid social media or Google Ads (even personal projects)

Nice-to-Have Qualifications:

• Marketing internship at a B2B company
• HubSpot or Google Ads certifications
• Experience with email marketing campaigns
• Basic HTML/CSS knowledge
• Startup or agency experience

Red Flags to Avoid:

• No demonstrable interest in B2B marketing
• Lack of analytical thinking or data interpretation skills
• Poor attention to detail in application materials
• Inability to explain marketing metrics or ROI
• No experience with any marketing tools or platforms

Skills Competency Framework:

• Campaign Execution: Basic
• Data Analysis: Foundational
• Marketing Automation: Learning
• Strategic Thinking: Developing
• Project Management: Basic

Mid-Level (3-5 years)

Must-Have Requirements:

• 3+ years of dedicated B2B demand generation experience
• Proven track record of generating $5M+ in qualified pipeline
• Hands-on experience with marketing automation platforms
• Strong project management and cross-functional collaboration skills
• Experience managing marketing budgets of $250K+
• Demonstrated ability to build and optimize multi-channel campaigns

Nice-to-Have Qualifications:

• MBA or advanced marketing certifications
• Experience with ABM strategies and tools
• SQL or advanced Excel skills for data analysis
• Team leadership or mentorship experience
• Industry-specific expertise

Red Flags to Avoid:

• Cannot articulate specific pipeline generation results
• Limited experience with marketing technology stack
• Poor stakeholder management or communication skills
• Lack of strategic thinking beyond tactical execution
• No experience with attribution or ROI measurement

Skills Competency Framework:

• Campaign Execution: Advanced
• Data Analysis: Proficient
• Marketing Automation: Expert
• Strategic Thinking: Proficient
• Project Management: Advanced

Senior Level (6-10 years)

Must-Have Requirements:

• 6+ years of progressive demand generation experience
• Demonstrated success generating $15M+ in annual pipeline
• Experience building and leading demand generation teams
• Expert-level knowledge of martech stack and integrations
• Strong executive presentation and communication skills
• Proven ability to develop and execute strategic plans

Nice-to-Have Qualifications:

• Experience at high-growth companies or Fortune 500
• Published thought leadership or speaking experience
• Advanced certifications in multiple platforms
• International marketing experience
• P&L responsibility

Red Flags to Avoid:

• Limited team leadership or mentorship experience
• Cannot demonstrate strategic impact beyond campaigns
• Weak understanding of sales and revenue operations
• Limited experience with budget management at scale
• No vision for evolving demand generation practices

Skills Competency Framework:

• Campaign Execution: Expert
• Data Analysis: Expert
• Marketing Automation: Expert
• Strategic Thinking: Advanced
• Project Management: Expert
• Team Leadership: Proficient

Leadership Level (10+ years)

Must-Have Requirements:

• 10+ years of demand generation and marketing leadership experience
• Track record of building and scaling demand generation functions
• Experience managing teams of 5+ professionals
• Demonstrated impact on company revenue growth
• Executive-level communication and board presentation skills
• Strategic vision for modern demand generation practices

Nice-to-Have Qualifications:

• CMO or VP Marketing experience
• Experience through IPO or acquisition
• Published author or recognized industry expert
• Board advisor or startup mentor experience
• International expansion experience

Red Flags to Avoid:

• Limited experience with modern martech and AI tools
• Cannot articulate vision for future of demand generation
• Weak change management or transformation skills
• Limited cross-functional leadership experience
• No experience with enterprise-level budgets

Skills Competency Framework:

• Campaign Execution: Strategic Oversight
• Data Analysis: Strategic
• Marketing Automation: Strategic
• Strategic Thinking: Expert
• Project Management: Strategic
• Team Leadership: Expert
• Executive Presence: Expert

Salary Intelligence Dashboard

Research Methodology

Our salary data is compiled from multiple sources including:

• Analysis of 2,500+ demand generation job postings (January 2025)
• Proprietary survey of 300+ demand generation professionals
• Data from major salary databases (Glassdoor, Salary.com, Payscale)
• Recruitment firm placement data
• Industry compensation studies

All figures represent total cash compensation (base + target bonus) and are updated quarterly.

National Salary Overview

Experience Level	25th Percentile	Median	75th Percentile	90th Percentile
Entry Level (0-2 years)	$65,000	$75,000	$85,000	$95,000
Mid-Level (3-5 years)	$85,000	$100,000	$115,000	$130,000
Senior Level (6-10 years)	$110,000	$130,000	$150,000	$175,000
Leadership (10+ years)	$140,000	$170,000	$200,000	$250,000+

Geographic Variations (Top 20 Metros)

Metro Area	Index vs. National	Entry Level	Mid-Level	Senior Level
San Francisco Bay Area	135%	$101,000	$135,000	$176,000
New York City	125%	$94,000	$125,000	$163,000
Seattle	120%	$90,000	$120,000	$156,000
Los Angeles	115%	$86,000	$115,000	$150,000
Boston	115%	$86,000	$115,000	$150,000
Washington DC	110%	$83,000	$110,000	$143,000
Austin	105%	$79,000	$105,000	$137,000
Denver	105%	$79,000	$105,000	$137,000
Chicago	100%	$75,000	$100,000	$130,000
Atlanta	95%	$71,000	$95,000	$124,000
Dallas	95%	$71,000	$95,000	$124,000
Miami	90%	$68,000	$90,000	$117,000
Phoenix	90%	$68,000	$90,000	$117,000
Philadelphia	90%	$68,000	$90,000	$117,000
Minneapolis	85%	$64,000	$85,000	$111,000
Nashville	85%	$64,000	$85,000	$111,000
Salt Lake City	85%	$64,000	$85,000	$111,000
Kansas City	80%	$60,000	$80,000	$104,000
St. Louis	80%	$60,000	$80,000	$104,000
Remote (National)	95%	$71,000	$95,000	$124,000

Total Compensation Calculator

Base Salary Components:

• Geographic location (see index above)
• Years of experience
• Industry (SaaS/Tech pays 10-15% premium)
• Company stage (Startups offer equity vs. higher base)
• Specific skills (AI/ML expertise adds 10-20%)

Additional Compensation:

• Target Bonus: 15-30% of base salary
• Equity (Startups): $50K-$500K over 4 years
• Benefits Value: $15K-$30K annually
• Professional Development: $2K-$5K annually

Example Calculation (Mid-Level, San Francisco, SaaS):

• Base Salary: $135,000
• Target Bonus (20%): $27,000
• Equity Value (annual): $25,000
• Benefits Package: $20,000
• Total Compensation: $207,000

Salary Negotiation Insights

Leverage Points:

• Industry certifications can add 5-10% to base
• Specific platform expertise (6sense, Marketo) commands premiums
• Pipeline generation track record is the strongest negotiation tool
• Remote work trade-offs typically 5-10% of base

Market Trends:

• AI and automation skills commanding 15-20% premiums
• Demand for ABM expertise driving senior salaries higher
• Startup equity packages becoming more competitive
• Flexible work arrangements now table stakes

Interview Question Bank

Core Competency Questions

1. Campaign Strategy & Execution Question: "Walk me through how you would build a demand generation strategy for a new product launch targeting enterprise financial services companies."

Evaluation Criteria:

• Demonstrates strategic thinking and planning process
• Shows understanding of enterprise B2B dynamics
• Includes multi-channel approach
• Addresses long sales cycles
• Mentions compliance/security considerations

Red Flags:

• Jumps to tactics without strategy
• Ignores industry-specific needs
• No mention of sales alignment
• Unrealistic timelines

2. Marketing Automation & Technology Question: "Describe the most complex marketing automation workflow you've built. What was the business goal and what were the results?"

Evaluation Criteria:

• Specific example with clear business objective
• Technical understanding of automation logic
• Results-oriented with metrics
• Shows iterative optimization

Red Flags:

• Cannot provide specific example
• No mention of testing or optimization
• Weak on technical details
• No measurable results

3. Data Analysis & Attribution Question: "How do you approach attribution modeling, and how do you handle the classic marketing attribution challenge?"

Evaluation Criteria:

• Understands multiple attribution models
• Acknowledges limitations of attribution
• Mentions specific tools and methodologies
• Balances data with practical insights

Red Flags:

• Only knows last-touch attribution
• No experience with attribution tools
• Cannot explain attribution to non-marketers
• Overly simplistic view

4. Budget Management Question: "You have a $500K quarterly budget and need to generate $5M in pipeline. How do you allocate spend across channels?"

Evaluation Criteria:

• Data-driven allocation approach
• Considers funnel stages and velocity
• Includes testing budget
• Shows ROI thinking

Red Flags:

• No clear methodology
• Ignores historical performance data
• No testing or optimization budget
• Unrealistic expectations

5. Sales Alignment Question: "Tell me about a time when sales and marketing weren't aligned on lead quality. How did you resolve it?"

Evaluation Criteria:

• Specific example of conflict resolution
• Shows empathy for sales perspective
• Data-driven solution
• Ongoing process improvement

Red Flags:

• Blames sales for the problem
• No specific example
• Lacks collaborative approach
• No systematic solution

6. ABM Strategy Question: "How would you design an ABM program targeting your top 50 accounts?"

Evaluation Criteria:

• Understanding of ABM principles
• Multi-channel orchestration
• Sales collaboration approach
• Measurement framework
• Personalization strategies

Red Flags:

• Confuses ABM with targeted advertising
• No sales alignment component
• One-size-fits-all approach
• No account-specific metrics

7. Content Strategy Integration Question: "How do you work with content teams to ensure content supports demand generation goals?"

Evaluation Criteria:

• Collaborative approach
• Content mapped to buyer journey
• Performance feedback loop
• Specific examples

Red Flags:

• Siloed thinking
• No content performance metrics
• Lacks strategic perspective
• Poor communication skills

8. Lead Scoring & Qualification Question: "Design a lead scoring model for a B2B SaaS company with a freemium product."

Evaluation Criteria:

• Behavioral and demographic factors
• Product usage data integration
• Clear MQL definitions
• Alignment with sales process

Red Flags:

• Overly simple model
• Ignores product data
• No iteration process
• Misalignment with sales needs

9. Performance Marketing Question: "What's your approach to optimizing paid media campaigns for B2B?"

Evaluation Criteria:

• Platform-specific knowledge
• B2B targeting expertise
• Conversion optimization process
• Integration with other channels

Red Flags:

• B2C-focused tactics
• No testing methodology
• Weak on B2B platforms
• Channel-siloed thinking

10. Marketing Technology Stack Question: "What would be your ideal martech stack for a mid-market B2B company and why?"

Evaluation Criteria:

• Practical and cost-conscious
• Integration considerations
• Scalability thinking
• Clear rationale for choices

Red Flags:

• Over-engineered solution
• No integration strategy
• Ignores budget constraints
• Trendy over practical

Behavioral Assessment Questions

11. Results Orientation Question: "Tell me about a time when you significantly exceeded your pipeline generation targets. What did you do differently?"

STAR Method Focus:

• Situation: Clear context and targets
• Task: Specific challenges faced
• Action: Innovative approaches taken
• Result: Quantified outperformance

12. Problem-Solving Question: "Describe a situation where a major campaign failed. How did you diagnose and fix the problem?"

STAR Method Focus:

• Situation: Campaign context and expectations
• Task: Problem identification needs
• Action: Diagnostic and solution process
• Result: Lessons learned and improvements

13. Leadership & Influence Question: "Give an example of when you had to influence stakeholders to adopt a new demand generation approach without formal authority."

STAR Method Focus:

• Situation: Stakeholder resistance context
• Task: Change needed
• Action: Influence tactics used
• Result: Adoption and impact

14. Adaptability Question: "Tell me about a time when market conditions or company priorities suddenly changed. How did you adjust your demand generation strategy?"

STAR Method Focus:

• Situation: Nature of the change
• Task: Strategy adjustment needs
• Action: Pivot process and decisions
• Result: Outcomes and learnings

15. Innovation Question: "Share an example of when you pioneered a new demand generation tactic or channel at your company."

STAR Method Focus:

• Situation: Opportunity identified
• Task: Innovation needed
• Action: Testing and implementation
• Result: Impact and scalability

Culture Fit Assessment

16. Collaboration Style Question: "How do you prefer to work with cross-functional teams, particularly sales and product?"

Evaluation: Look for collaborative mindset, communication preferences, and team-first attitude.

17. Growth Mindset Question: "What's the most significant skill you've developed in the last year, and how?"

Evaluation: Assess continuous learning approach and self-development initiative.

18. Work Style Question: "Describe your ideal work environment and management style."

Evaluation: Match with company culture and team dynamics.

19. Pressure Handling Question: "How do you manage competing priorities when everything is urgent?"

Evaluation: Look for systematic approach and stress management capabilities.

20. Company Research Question: "Based on your research of our company, what demand generation opportunities do you see?"

Evaluation: Assess preparation, strategic thinking, and genuine interest.

Level-Specific Focus Questions

Entry Level Additional Questions:

21. "How would you stay current with demand generation trends and best practices?"
22. "What metrics would you track for an email nurture campaign?"
23. "How comfortable are you with learning new marketing technologies?"

Mid-Level Additional Questions:

24. "How would you scale a successful pilot program across multiple segments?"
25. "Describe your experience with marketing attribution and ROI reporting."
26. "How do you balance short-term pipeline needs with long-term brand building?"

Senior Level Additional Questions:

27. "How would you build and structure a demand generation team from scratch?"
28. "What's your approach to vendor selection and management?"
29. "How do you translate demand generation metrics into board-level reporting?"

Leadership Level Additional Questions:

30. "How would you transform an underperforming demand generation function?"
31. "What's your vision for the future of B2B demand generation?"
32. "How do you develop and retain top demand generation talent?"

Illegal Questions to Avoid

Never Ask:

• Are you planning to have children?
• What's your age/birthday?
• Are you married or single?
• What's your religious affiliation?
• Do you have any disabilities?
• Where were you born/what's your nationality?
• Have you ever been arrested?

Legal Alternatives:

• "Are you able to work the required schedule?"
• "Can you perform the essential functions of this job with or without accommodation?"
• "Are you authorized to work in the United States?"
• "This role requires 25% travel. Are you able to meet this requirement?"

Sourcing Strategy

Platform Performance Analysis

Platform	Best For	Average Response Rate	Cost Efficiency	Quality Score
LinkedIn Recruiter	All levels, passive candidates	28%	Medium	9/10
Indeed	Entry to mid-level, active seekers	15%	High	7/10
AngelList	Startup-oriented talent	22%	High	8/10
Built In	Tech-focused professionals	18%	Medium	8/10
Dice	Technical marketers	12%	Low	6/10
ZipRecruiter	Volume hiring, entry-level	20%	High	6/10
The Muse	Culture-focused candidates	16%	Medium	7/10
Marketing Jobs Board	Specialized talent	25%	Low	8/10
GrowthHackers	Growth-focused marketers	30%	Low	9/10
RemoteML	Remote AI/ML marketers	35%	Low	9/10

Specialized Talent Communities

Professional Associations:

• B2B Marketing Exchange (B2BMX) - 5,000+ demand gen professionals
• Marketing Automation User Groups (MAUG) - Platform-specific expertise
• Revenue Collective - 4,000+ revenue-focused marketers
• Peak Community - 15,000+ B2B marketers
• Women in Revenue - 3,000+ female revenue professionals

Online Communities:

• GrowthHackers Community - 500K+ growth marketers
• Demand Gen Report Slack - 2,000+ practitioners
• RevGenius - 35,000+ revenue professionals
• Marketing Ops Professionals Slack - 8,000+ members
• B2B Marketing LinkedIn Groups - 200K+ members

Educational Pipelines:

• Reforge Growth Marketing Program Alumni
• CXL Institute Certification Holders
• HubSpot Academy Certified Professionals
• Marketo Certified Expert Network
• General Assembly Digital Marketing Graduates

Industry Events & Conferences:

• B2B Marketing Exchange
• SiriusDecisions Summit (now Forrester)
• Marketing Nation Summit
• Inbound Conference
• Growth Marketing Conference

Real Company Examples

Example 1: Salesforce - Demand Generation Manager [Link to posting]

What Makes It Effective:

• Clear progression path outlined
• Specific revenue impact expectations ($20M pipeline)
• Comprehensive benefits beyond salary
• Emphasis on Ohana culture
• Detailed tech stack mentioned

Example 2: HubSpot - Senior Demand Generation Manager [Link to posting]

What Makes It Effective:

• Strong employer brand messaging
• Transparent about hybrid work model
• Specific team structure described
• Growth opportunities highlighted
• Inclusive language throughout

Example 3: Gong - Director of Demand Generation [Link to posting]

What Makes It Effective:

• Revenue impact front and center
• Hypergrowth context explained
• Competitive compensation mentioned
• Team leadership scope defined
• Clear success metrics provided

Example 4: Atlassian - Demand Generation Lead [Link to posting]

What Makes It Effective:

• Global scope emphasized
• Values-driven messaging
• Flexible work arrangements
• Innovation focus highlighted
• Career development opportunities

Example 5: Snowflake - Principal Demand Generation Manager [Link to posting]

What Makes It Effective:

• Premium positioning for senior role
• Data-driven culture emphasized
• Comprehensive benefits package
• Growth trajectory highlighted
• Technical depth appreciated

FAQ Section

FAQ Section

Skills Assessment Guidelines

Core Competency Framework

1. Campaign Management Excellence

Assessment Methods:

• Portfolio Review: Request 3-5 campaign examples with detailed metrics and outcomes
• Case Study Exercise: Provide a business scenario and ask for campaign strategy development
• Technical Demo: Have candidate walk through campaign setup in a sandbox environment
• Whiteboard Session: Map out multi-channel campaign architecture for complex scenario

Proficiency Levels:

• Novice: Can execute basic campaigns with guidance
• Competent: Independently manages multi-channel campaigns
• Proficient: Optimizes campaigns for maximum ROI and scale
• Expert: Innovates new campaign strategies and mentors others
• Master: Shapes industry best practices and thought leadership

Red Flags:

• Cannot articulate clear campaign objectives and KPIs
• No experience with multi-touch attribution
• Lacks understanding of buyer journey mapping
• No examples of campaign optimization

2. Data Analysis & Attribution

Assessment Methods:

• Data Challenge: Provide sample funnel data and ask for insights and recommendations
• Attribution Scenario: Present multi-touch journey and ask for attribution modeling approach
• Dashboard Review: Evaluate their current/past reporting dashboards
• SQL/Excel Test: Basic data manipulation and analysis exercises

Key Skills to Evaluate:

• Multi-touch attribution modeling
• Funnel analysis and optimization
• Cohort analysis capabilities
• Statistical significance understanding
• Predictive analytics application
• Data visualization best practices

Proficiency Indicators:

• Can build custom attribution models
• Understands incrementality testing
• Comfortable with SQL and advanced Excel
• Experience with BI tools (Tableau, Looker, PowerBI)
• Can translate data into actionable insights

3. Marketing Automation Mastery

Assessment Methods:

• Platform Walkthrough: Live demonstration in sandbox environment
• Workflow Design: Create lead nurture flow for specific scenario
• Integration Challenge: Explain how to connect various martech tools
• Troubleshooting Exercise: Diagnose and fix common automation issues

Critical Capabilities:

• Lead scoring model development
• Dynamic content personalization
• Complex workflow automation
• API integration understanding
• Data hygiene and management
• Platform migration experience

Certification Value:

• Marketo Certified Expert: High value for enterprise
• HubSpot Marketing Software Certification: Valuable for SMB/mid-market
• Pardot Specialist: Important for Salesforce ecosystems
• Marketing Cloud Email Specialist: Relevant for B2C crossover

4. Sales Enablement Partnership

Assessment Methods:

• Role Play: Simulate sales-marketing alignment meeting
• SLA Development: Create service level agreement framework
• Conflict Resolution: Present past sales conflict and resolution
• Process Mapping: Design lead handoff process

Evaluation Criteria:

• Communication style with sales teams
• Understanding of sales process and methodology
• Experience with sales enablement tools
• Ability to translate marketing metrics to sales impact
• Collaborative problem-solving approach

5. Strategic Thinking & Innovation

Assessment Methods:

• Market Analysis: Evaluate competitive landscape and identify opportunities
• Innovation Presentation: Share new tactics or channels they've pioneered
• Strategic Planning: Develop 12-month demand gen roadmap
• Trend Analysis: Discuss future of demand generation

Key Indicators:

• Stays current with industry trends
• Tests new channels and tactics
• Thinks beyond tactical execution
• Connects activities to business outcomes
• Demonstrates thought leadership

Technical Skills Assessment Matrix

Skill Category	Entry Level	Mid-Level	Senior Level	Leadership Level
Marketing Automation	Basic workflows	Complex nurtures	Architecture design	Platform selection
Analytics	Google Analytics	Attribution models	Predictive analytics	Data strategy
Paid Media	Campaign execution	Multi-channel optimization	Budget allocation	Media mix modeling
CRM	Data entry/hygiene	Integration management	Process optimization	System architecture
Content Tools	Basic CMS	Personalization	Content operations	Content strategy
Project Management	Task tracking	Campaign management	Program management	Portfolio management
Coding	Basic HTML	HTML/CSS/JavaScript	SQL/Python basics	Technical architecture

Practical Assessment Exercises

Exercise 1: Campaign Architecture (60 minutes)

Scenario: B2B SaaS company launching new product to enterprise market

Deliverables Required:

• Target audience definition and segmentation
• Multi-channel campaign strategy
• Content and offer mapping
• Lead scoring framework
• Success metrics and attribution model
• Budget allocation across channels
• Timeline and resource requirements

Evaluation Criteria:

• Strategic thinking and planning
• Channel knowledge and selection
• Understanding of B2B buying process
• Realistic budget and timeline estimates
• Clear success metrics definition

Exercise 2: Data Analysis Challenge (45 minutes)

Provide: 6 months of funnel data with multiple campaign sources

Tasks:

• Identify top performing campaigns
• Diagnose funnel bottlenecks
• Recommend optimization strategies
• Calculate ROI by channel
• Project future performance

Look For:

• Analytical approach and methodology
• Ability to identify patterns
• Business acumen in recommendations
• Understanding of statistical significance
• Clear data visualization skills

Exercise 3: Marketing Automation Design (45 minutes)

Scenario: Design nurture program for 3 distinct personas

Requirements:

• Email cadence and timing
• Content mapping by persona and stage
• Behavioral triggers and branching logic
• Lead scoring adjustments
• Sales handoff criteria

Assess:

• Understanding of buyer journey
• Personalization strategies
• Technical feasibility
• Scalability considerations
• Sales alignment thinking

Soft Skills Evaluation

Communication Assessment

• Presentation Skills: Have candidate present campaign results
• Written Communication: Review past emails or documentation
• Stakeholder Management: Role-play executive briefing
• Cross-functional Collaboration: Discuss team project examples

Leadership Potential

• Mentorship: Examples of training others
• Initiative: Self-directed projects and improvements
• Strategic Vision: Ideas for function advancement
• Change Management: Leading through transitions

Career Development Path

Career Progression Timeline

Years 0-2: Demand Generation Coordinator/Specialist

Focus Areas:

• Master marketing automation basics
• Learn funnel metrics and reporting
• Execute campaigns under supervision
• Understand lead lifecycle
• Build technical skills foundation

Key Milestones:

• Complete platform certifications
• Manage first independent campaign
• Present results to leadership
• Achieve 100% of lead generation targets
• Build relationships with sales team

Typical Responsibilities:

• Email campaign execution
• Landing page creation
• Basic lead scoring updates
• Campaign performance reporting
• List management and segmentation

Years 3-5: Demand Generation Manager

Focus Areas:

• Own multi-channel campaigns
• Develop attribution models
• Manage significant budgets
• Build vendor relationships
• Mentor junior team members

Key Milestones:

• Generate $5M+ in pipeline
• Reduce cost per lead by 25%
• Launch new channel successfully
• Lead cross-functional initiatives
• Earn advanced certifications

Typical Responsibilities:

• Full campaign strategy and execution
• Budget management ($500K-$1M)
• Vendor and agency management
• Sales alignment and SLAs
• Team mentorship

Years 6-8: Senior Demand Generation Manager

Focus Areas:

• Strategic planning and innovation
• Team building and leadership
• Executive communication
• Revenue operations alignment
• Thought leadership development

Key Milestones:

• Generate $15M+ in pipeline
• Build and lead team of 3-5
• Implement new martech stack
• Speak at industry conferences
• Drive organizational change

Typical Responsibilities:

• Demand gen strategy ownership
• Team hiring and development
• Executive reporting and planning
• Innovation and testing programs
• Cross-department collaboration

Years 8-12: Director of Demand Generation

Focus Areas:

• Function-wide leadership
• Board-level reporting
• Multi-million budget ownership
• Organizational transformation
• Industry thought leadership

Key Milestones:

• Scale team to 10+ members
• Achieve $50M+ pipeline impact
• Transform demand gen function
• Recognized industry expert
• Drive company growth metrics

Typical Responsibilities:

• Full demand gen P&L ownership
• C-suite strategic partnership
• Team and culture building
• Vendor and technology strategy
• Industry representation

Years 12+: VP of Demand Generation / CMO Track

Focus Areas:

• Executive leadership
• Company strategy influence
• Market positioning
• Investor relations
• Industry innovation

Career Paths:

• VP of Demand Generation: Deep specialization in demand gen
• VP of Marketing: Broader marketing leadership
• Chief Marketing Officer: Full marketing ownership
• Chief Revenue Officer: Combined sales and marketing
• Founder/Consultant: Entrepreneurial path

Skill Development Roadmap

Technical Skills Progression

Year 1-2:

• Marketing automation basics
• Google Analytics fundamentals
• Excel/Google Sheets proficiency
• Basic HTML/CSS
• Email marketing best practices

Year 3-5:

• Advanced automation workflows
• Attribution modeling
• SQL for marketers
• A/B testing methodology
• Paid media management

Year 6-8:

• Predictive analytics
• Revenue operations
• Martech architecture
• Data science basics
• AI/ML applications

Year 9+:

• Business strategy
• Financial modeling
• Technology evaluation
• Organizational design
• Market analysis

Leadership Development Path

Individual Contributor Phase (0-3 years):

• Focus on technical excellence
• Build strong execution skills
• Develop analytical capabilities
• Establish professional network
• Gain platform certifications

Team Lead Phase (4-6 years):

• Mentor junior team members
• Lead project teams
• Develop training materials
• Build cross-functional relationships
• Practice presentation skills

People Manager Phase (7-10 years):

• Hire and develop talent
• Set team goals and KPIs
• Manage performance reviews
• Build team culture
• Develop succession planning

Executive Phase (10+ years):

• Set organizational strategy
• Influence company direction
• Build external relationships
• Represent company publicly
• Drive cultural change

Professional Development Resources

Essential Certifications

1. HubSpot Marketing Software Certification - Foundation for inbound marketing
2. Google Ads Certification - Critical for paid media expertise
3. Marketo Certified Expert - Enterprise marketing automation
4. Salesforce Certified Administrator - CRM foundation
5. Google Analytics Individual Qualification - Analytics foundation

Advanced Certifications

1. Demandbase ABM Certification - Account-based marketing
2. 6sense Revenue AI Certification - Intent data and AI
3. Reforge Growth Series - Advanced growth strategies
4. Revenue Operations Certification - RevOps alignment
5. Product Marketing Alliance - Product marketing skills

Recommended Reading

Books:

• "Predictable Revenue" by Aaron Ross
• "The Challenger Customer" by Brent Adamson
• "Demand-Side Sales" by Bob Moesta
• "Hacking Marketing" by Scott Brinker
• "Revenue Operations" by Stephen Diorio

Blogs & Publications:

• Demand Gen Report
• Marketing Operations Professionals Blog
• SiriusDecisions (Forrester) Research
• The B2B Marketing Blog
• Revenue Collective Resources

Professional Communities

• Revenue Collective - 4,000+ revenue professionals
• Modern Marketing Pros - LinkedIn community
• Demand Gen Chat - Slack community
• Women in Revenue - Diversity-focused group
• Peak Community - B2B marketing community

Compensation Growth Trajectory

Years Experience	Title	Base Salary Range	Total Comp Range
0-2	Coordinator/Specialist	$50K-$75K	$55K-$85K
3-5	Manager	$85K-$115K	$100K-$150K
6-8	Senior Manager	$115K-$140K	$140K-$180K
9-12	Director	$140K-$180K	$180K-$250K
12+	VP/CMO	$180K-$300K+	$250K-$500K+

Note: Ranges vary significantly by location, industry, and company size. Tech companies and major metros typically pay 20-40% above these ranges.

Best Practices for Hiring

Pre-Hiring Preparation

1. Define Success Metrics

Before posting the role, establish clear success metrics:

• 90-Day Goals: What should they accomplish in first quarter?
• 6-Month Targets: Pipeline generation expectations
• 1-Year Objectives: Team building and strategic initiatives
• Long-term Vision: How will role evolve over 2-3 years?

2. Align Stakeholders

• Sales Leadership: Define lead quality standards and SLAs
• Marketing Team: Clarify responsibilities and handoffs
• Finance: Establish budget parameters and ROI expectations
• Executive Team: Confirm strategic priorities and growth targets

3. Audit Current State

• Technology Stack: Document current tools and gaps
• Process Maturity: Assess existing demand gen processes
• Team Structure: Define reporting relationships
• Performance Baseline: Establish current metrics for comparison

Crafting the Perfect Job Description

Title Optimization

• Use standard titles for better searchability
• Include level indicators (Senior, Director, etc.)
• Avoid creative titles that confuse candidates
• Consider SEO-friendly variations in posting

Content Structure Best Practices

1. Hook Opening: Lead with impact and opportunity
2. Clear Responsibilities: Use action verbs and specific outcomes
3. Realistic Requirements: Distinguish must-haves from nice-to-haves
4. Company Culture: Showcase values and work environment
5. Compensation Transparency: Include ranges to attract right level

SEO Optimization Tips

• Include primary keyword "Demand Generation Manager" 5-7 times
• Use semantic variations throughout posting
• Add location-based keywords for local search
• Include industry terms for niche targeting
• Optimize meta description for job boards

Interview Process Design

Recommended Interview Structure

Stage 1: Initial Screen (30 minutes)

• Culture fit assessment
• Basic qualification verification
• Salary expectation alignment
• Role interest validation
• Next steps explanation

Stage 2: Hiring Manager Deep Dive (60 minutes)

• Detailed experience review
• Behavioral question assessment
• Technical knowledge evaluation
• Team fit determination
• Q&A opportunity

Stage 3: Practical Assessment (Take-home or Live)

• Campaign strategy development
• Data analysis exercise
• Automation workflow design
• Presentation of results
• Collaborative problem-solving

Stage 4: Team Interviews (3-4 sessions, 45 minutes each)

• Sales partnership interview
• Marketing team collaboration
• Technical/Operations assessment
• Culture fit with peers
• Cross-functional readiness

Stage 5: Executive Final Round (45-60 minutes)

• Strategic thinking evaluation
• Leadership potential assessment
• Compensation negotiation
• Growth trajectory discussion
• Closing and timeline

Interview Panel Best Practices

• Diverse Perspectives: Include various departments and levels
• Structured Evaluation: Use consistent scorecard across interviewers
• Bias Mitigation: Train interviewers on unconscious bias
• Timely Feedback: Gather input within 24 hours
• Clear Communication: Keep candidates informed throughout

Making the Offer

Competitive Offer Strategy

1. Research Market Rates: Use multiple salary data sources
2. Consider Total Compensation: Base, bonus, equity, benefits
3. Highlight Growth Opportunities: Career path and development
4. Personalize the Offer: Address candidate's specific motivations
5. Create Urgency: Set reasonable decision timeline

Negotiation Best Practices

• Be Transparent: Share salary bands and constraints
• Stay Flexible: Consider non-monetary benefits
• Maintain Enthusiasm: Keep tone positive throughout
• Document Agreements: Put all terms in writing
• Plan for Counter-offers: Have backup options ready

Onboarding Excellence

First Week Priorities

1. Technology Setup: Ensure all tools and access ready
2. Stakeholder Introductions: Schedule key meetings
3. Documentation Review: Share strategies and playbooks
4. Quick Win Identification: Find early success opportunity
5. Training Plan: Establish learning schedule

30-Day Onboarding Checklist

• Complete all HR requirements and paperwork
• Set up workspace and technology access
• Review current demand gen performance
• Meet with all key stakeholders
• Audit existing campaigns and programs
• Identify top 3 improvement opportunities
• Create 90-day action plan
• Establish regular check-in cadence
• Begin relationship building with sales
• Start platform certifications if needed

90-Day Success Plan

Month 1: Learn and Assess

• Understand current state and challenges
• Build stakeholder relationships
• Identify quick win opportunities
• Develop initial hypotheses

Month 2: Plan and Test

• Create demand gen strategy
• Launch pilot campaigns
• Establish measurement framework
• Build team relationships

Month 3: Execute and Optimize

• Scale successful initiatives
• Optimize underperforming areas
• Present findings and recommendations
• Plan for long-term success

Retention Strategies

Creating Growth Opportunities

• Stretch Projects: Assign challenging initiatives
• Conference Speaking: Support thought leadership
• Cross-functional Exposure: Rotate through departments
• Mentorship Programs: Both receiving and providing
• Certification Support: Fund continued education

Recognition and Rewards

• Public Recognition: Celebrate wins in company meetings
• Performance Bonuses: Tie directly to pipeline impact
• Career Advancement: Clear promotion criteria
• Work-life Balance: Flexible arrangements
• Innovation Time: Allow experimentation

Building Long-term Engagement

1. Regular Career Conversations: Quarterly development discussions
2. Skill Development Budget: Annual learning allowance
3. Industry Involvement: Support community participation
4. Internal Mobility: Opportunity to explore other roles
5. Equity Participation: Long-term wealth building

Common Hiring Mistakes to Avoid

Mistake 1: Overemphasizing Industry Experience

Problem: Limiting candidate pool unnecessarily Solution: Focus on transferable skills and complexity of past roles

Mistake 2: Rushing the Hire

Problem: Poor culture fit or skill mismatch Solution: Maintain thorough process even under pressure

Mistake 3: Unclear Expectations

Problem: Misalignment leads to early turnover Solution: Document and communicate clear success metrics

Mistake 4: Neglecting Sales Input

Problem: Poor marketing-sales alignment from start Solution: Include sales leadership in interview process

Mistake 5: Focusing Only on Past Performance

Problem: Missing high-potential candidates Solution: Assess learning agility and growth mindset

Legal Compliance Considerations

Equal Opportunity Requirements

• Use inclusive language in all postings
• Avoid age-related terms ("digital native", "recent graduate")
• Focus on essential job functions only
• Provide reasonable accommodations
• Document objective evaluation criteria

Pay Transparency Compliance

• Include salary ranges where required by law
• Be consistent across all posting platforms
• Update ranges as market changes
• Document rationale for offers
• Maintain internal equity

Background Check Best Practices

• Obtain written consent before screening
• Use FCRA-compliant screening services
• Consider role-relevant checks only
• Allow candidate to explain findings
• Maintain confidentiality throughout

Measuring Hiring Success

Key Hiring Metrics

• Time to Fill: Target 45-60 days
• Quality of Hire: 90-day performance rating
• Retention Rate: 18-month milestone
• Pipeline Impact: 6-month revenue influence
• Team Satisfaction: 360-degree feedback

Post-Hire Analysis

1. 30-Day Check-in: Initial adjustment and needs
2. 90-Day Review: Performance against expectations
3. 6-Month Assessment: Strategic impact evaluation
4. Annual Review: Growth and development planning
5. Exit Interviews: Learn from departures

Meta Description

Looking to hire a Demand Generation Manager? Get ready-to-use job description templates, current salary data for 20+ metros, 25+ interview questions, and proven sourcing strategies. Complete with skills assessment framework, career development paths, and hiring best practices for recruiting top demand generation talent in 2025.