Demand Generation Manager, GoCardless
12 Month Fixed-Term Contract
Offers equity
1+ day a week in office
Making payments easier for everyone
Open for applications
Making payments easier for everyone
501-1000 employees
Open for applications
Offers equity
1+ day a week in office
501-1000 employees
Company mission
To become the world’s bank payment network.
Role
Who you are
- Experience : 4+ years of experience in B2B Marketing / ABM Strategies
- Drive : Data and experiment-driven
- Languages : Fluency in French, English and Spanish
- Success : Experience in creating and implementing successful demand generation and pipeline acceleration programs, including ABM programs
- Mindset : Autonomous, proactive, with an international mindset and strong business acumen
- Approach : Pragmatic and has the passion to measure the impact of one’s work
- Knowledge : Excellent understanding of marketing trends and tools/ tech stack (webinar platforms, email automation, etc.)
- Communication : Good communication skills. Able to work cross-functionally within multiple internal teams and external agencies and freelancers
- Organization : Strong organizational skills with attention to detail
- Agility : Proven ability to work under tight deadlines with limited resources
- Values : Aligns to GC’s values. Positive attitude and team player who thrives in a fast-paced, hyper growth environment
What the job involves
- As Demand Generation Manager - Europe you will create and manage demand generation programs for the region, specifically in France & Spain. This is a 12 months FTC role
- This individual contributor role focuses on generating marketing qualified accounts (MQAs) that convert through our Sales team, ensuring we target the right audience to create a pipeline that leads to bookings and revenue generation
- This role is ideal for a growth-minded marketer experienced in working autonomously to create and constantly iterate campaigns, using data to track performance and results
- You will be based in the Paris office, with the flexibility to work from home and travel as needed
- You will report to the Head of Demand Generation - International Markets and work closely with internal stakeholders, such as the EU General Manager and wider sales org to create demand generation plans aligned to commercial objectives
- You will be responsible for identifying the most attractive pockets of opportunity and developing the right marketing approaches to unlock them
- To do this, you will need to collaborate with our broader marketing functions (including Audience, Content, Partner Marketing, Revenue Operations, Product Marketing, etc.) and external agency partners
- GTM plan : Execute effective digital-first marketing strategies to scale volume of MQAs that influence opportunities that will generate revenue
- ROI : Co-manage the demand generation budget for the region.. Allocate resources to channels that yield a return on investment
- ABM : Execute a rolling plan of demand generation and pipeline acceleration programs aligned to target account lists. Define how/ when to speak to prospects per funnel stage
- Campaigns : Align and customize global campaigns to fit regional needs. Localize and create targeted campaigns to drive demand through a variety of channels including: paid ads, webinars, direct mailing, etc
- Track and analyze campaign activity, results and its impact to sales pipeline & revenue. Create local campaigns when/ where needed to make sure there are no gaps in local market needs
- Sales alignment : Support, enable, and collaborate with Inside Sales Reps, SDRs, and Account Executives.. Align marketing initiatives with the goal of generating high-quality MQAs that influence opportunities and generate revenue.. Monitor results closely by ensuring timely follow-up on inbound leads and MQAs to ensure a swift and effective conversion rate
- Internal Collaboration : Collaborate closely with all internal stakeholders/ teams: local EU team, international group, RevOps, and the wider marketing team: PR, Brand Comms, Content, Audience, Product Marketing, Partner Marketing, Customer Advocacy, etc. to make sure that our overall plan is relevant and consistent with our overall plan & strategy
- External Collaboration : Collaborate closely with external agencies to coordinate and execute activities such as paid media activities, content translation, for example
- Revenue & performance : Measure, analyze and report on the impact of programs and improve our performance when & where needed. Track our results to make sure the right investments are made and closely monitor which channels are working
- Tactics : Identify tactics/assets that are most impactful in generating demand in volume, value and pipeline acceleration
Our take
GoCardless has emerged to facilitate recurring payments, with a focus on streamlining the subscription economy. After securing $75M in 2019 for international expansion, the company now operates in key regions, processing over $35B annually for 80,000 businesses.
Recent advancements include the acquisition of Nordigen in 2022, enabling GoCardless to leverage OpenBanking functionality and establish a robust platform for direct bank-to-bank payments. The company also achieved an impressive $312 million in Series G funding in 2022.With a strategic eye on the future, GoCardless introduced GC Embed, a white-labeling product granting other payment providers access to its premier bank payment platform.
This success is underscored by the company's commitment to innovation, exemplified by its 2019 partnership with TransferWise, integrating foreign exchange rates into its services. GoCardless continues to evolve, navigating the complex landscape of recurring payments and staying ahead of competitors like Stripe and Square, who are beginning to enter the subscription economy. With a global footprint spanning the UK, France, the US, and ANZ, GoCardless remains at the forefront of reshaping how businesses manage and process recurring payments on a massive scale.
Steph
Company Specialist
Insights
Many candidates hear
back within 2 weeks
45% female employees
4% employee growth in 12 months
Company
Employee endorsements
Opportunities to learn
"I love that we have an environment of trying new things and if it doesn't work, it's okay, as long as you learn from it. This has enabled me to..."
Funding (last 2 of 9 rounds)
Feb 2022
$312m
SERIES G
Feb 2021
$105m
SERIES F
Total funding: $634.3m
Company benefits
- Enhanced maternity, paternity and shared parental pay
- 27 days holiday (excl. bank holidays)
- Work-away scheme
- Health insurance
- 4 additional wellbeing days off per year
- Equity grant for all employees
Company values
- Start With Why: We believe you can only do a job properly when you know why you are doing it. Understanding why we care about the problem motivates us to keep going until we’ve solved it
- Make it Happen: We work with urgency, and take personal accountability for getting things done in pursuit of our vision.
- Care Deeply: We care deeply about our impact on the world and those around us
- Act with Integrity: We do what’s right even when no one is watching. We don't see doing the right things as a choice — we act with integrity regardless of the cost
- Be Humble: We act without ego and don’t let excuses get in the way of achieving our goals. We believe life's too short for self-importance
Company HQ
Clerkenwell, London, UK
Articles
Leadership
Hiroki Takeuchi
(CEO)Hiroki and Matt met when they were consultants. They started GoCardless during Y Combinator. After a number of years as co-founder, Matt left to start Nested.
Matt Robinson
(Board Member)Started company supplying waiters to events while at school, before joining McKinsey. Founded Nested Estate Agents in 2015 where they currently serve as CEO.
People progressing
Beccy joined GoCardless as a Sales Development Representative in May 2018 and has since had 3 promotions to become Senior Manager.
Steph joined GoCardless as an Intern in the Compliance team 4 years ago and she's now the Manager of the team.
Salary benchmarks
We don't have enough data yet to provide salary benchmarks for this role.
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Diversity & Inclusion at GoCardless
Lena Tailor (Director of D&I)
- Given the large number of hires we have been making in recent months, we have continuously reviewed both our hiring processes and channels to eliminate bias. We’ve introduced programs that attract diverse talent and we continuously seek to create hiring experiences that are fair, transparent and accessible by all
- We are working on creating a transparent framework for how we grow and develop talent in a scaling organisation. This will include bringing more clarity on internal career opportunities and provide clear expectations on the behaviours we want to see aligned to our values and commitment to building an inclusive organisation
- We have introduced systematic processes to help ensure compensation decisions are data-driven, fair and competitive. We have also invested in Reward capability and expertise to ensure we bring pay equity into every step of the employee journey
- Thanks to these employee-led groups we have been able to further our efforts in voluntary diversity data collection this year, to develop support for parents and carers, offer community mentoring opportunities in partnership with Career Accelerator, help to raise awareness and empathy during significant events of the past year, and importantly, offer more employees a community of people with whom they share experiences and interests
- To strengthen our commitment to D&I we have recently appointed our first Director of Diversity & Inclusion, an experienced culture change leader, which will allow us to have a more strategic and systematic approach to building a diverse and inclusive organisation for the long term and as we scale
- The Director will work with the executive team and ERGs to define clear D&I targets that GoCardless will commit to achieving over the next three years, and to develop a structured roadmap of initiatives aligned with those targets
- This will create greater clarity and accountability across the entire organisation on D&I progress
- We’ve got a long way to go, but here’s how we’re doing as of June 2022 - Female Employees - 46% - Ethnic background - 32% - Identify as LGBTQIA - 10% - Neurodivergent - 9%
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