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Director, Full Stack Growth Marketing

Waltham, MA or Remote

At Constant Contact, we are seriously awesome people who take ownership and make an impact by operating with the mindset, integrity and courage of a small business owner. There’s something so profoundly rewarding about knowing that your work is empowering people everywhere to pursue their dreams.  Here, we all play an integral part in helping business owners, entrepreneurs, non-profits and individuals to succeed by giving them all the help and tools they need to grow online. We’re energized by new challenges and new possibilities-and we’re just getting started!

 

Constant Contact is looking for a Director, Full Stack Growth Marketing to own the end-to-end growth motion for our non-core lines of business. This is a single-threaded leadership role: one-person, full funnel ownership, from acquisition through activation and conversion. You will operate as a builder and experimenter first, running structured tests, identifying what scales, and expanding what works across new and emerging product lines.

This role sits at the intersection of marketing, product, and data. You will not inherit a mature playbook. You will build one. If you want a role where the line between your decisions and business outcomes is direct and visible, this is it.

What You'll Own:

Build the Growth Engine from Scratch

  • Identify and validate the highest-leverage acquisition channels for assigned lines of business across paid, organic, product-led, and referral motions
  • Design and run rapid experimentation cycles across channel mix, landing pages, messaging frameworks, and pricing nudges
  • Own product-market fit testing for new features and AI capabilities launching on your LOBs
  • Build lightweight feedback loops between marketing signals and product decisions, representing what the market is signaling in cross-functional discussions
  • Move fast: launch a working hypothesis in days, not quarters

Own the Full Funnel

  • Paid acquisition: develop channel strategy, creative testing frameworks, and performance optimization across Meta, Google, LinkedIn, and emerging channels
  • Organic and content: build SEO and thought leadership presence that reduces reliance on paid for your LOBs over time
  • Product-led growth: partner with Product to develop in-product viral loops, referral mechanics, and freemium-to-paid conversion improvements
  • Lifecycle and onboarding: reduce churn in the first 90 days by partnering with Product and CS on activation flows and in-product messaging
  • Revenue attribution: own the model that connects marketing spend to customer LTV for your portfolio, not just lead volume

Operate with AI as a Native Advantage

  • Use AI tools as your default workflow for content, creative, audience modeling, automated reporting, and performance forecasting
  • Build AI-powered systems that enable personalization at scale and dynamic creative across your LOBs
  • Stay ahead of the AI marketing curve and bring that intelligence back in the form of better positioning, product feedback, and internal playbooks

Build and Lead a Lean, High-Output Team

  • Manage a small, focused growth team with startup-level budget discipline: every dollar tested, every test documented, every lesson compounded
  • Work closely with the VP, Growth Marketing, CPO, and cross-functional peers in Product, RevOps, and Data Science
  • Represent the growth perspective in product roadmap discussions and contribute LOB learnings to the broader growth team's channel playbook

What Success Looks Like:

  • First 30 days: full audit of current acquisition channels and funnel performance across LOBs; identification of the three highest-leverage hypotheses to test; first experiment live
  • First 90 days: at least two validated growth channels with clear unit economics; AI marketing workflows adopted across the team; onboarding funnel improved on at least one measurable activation metric
  • First 6 months: scalable paid acquisition model with improving CPAs; content and SEO program showing early organic traction; growth team hired and operating independently
  • First year: new customer acquisition up materially year-over-year on owned channels; full-funnel attribution model in place and trusted by leadership; a documented, repeatable playbook ready to hand off or expand

What You'll Bring:

Required

  • 12 years of growth or performance marketing experience, with at least 2 years in a senior IC or leadership role
  • Demonstrated 0-to-1 experience: you have built a growth function, channel, or engine from scratch and can walk through exactly how you did it
  • Full-funnel fluency across paid media, SEO, product-led growth, and lifecycle; you have real reps across the stack, not depth in a single lane
  • Strong experimentation instincts: you know how to design a test, read results honestly, and scale or kill based on evidence
  • Hands-on attribution and measurement capability, including funnel analytics and CAC tracking, without relying on a dedicated analytics partner for every question
  • Experience operating in a PLG or dual-funnel environment, with understanding of how trial behavior and in-product signals connect to acquisition strategy
  • Comfort with ambiguity and limited resources; you build playbooks from scratch rather than inheriting established systems
  • SMB or prosumer experience: you understand the psychology, economics, and marketing dynamics of selling to small business owners

Strong Signal

  • Experience at a SaaS company in the $50M to $500M ARR range
  • Paid acquisition experience at meaningful scale ($500K+ per month) and the ability to speak to what broke and what you did about it
  • Startup or founding experience, including side projects with real product-market fit learnings
  • Experience marketing AI products to non-technical audiences
  • Ability to build dashboards and write SQL independently, without waiting for analyst support

The specific salary offered to a candidate may be influenced by a variety of factors including the candidate’s experience, their education and work location. In addition, some roles may be eligible for additional on target commission pay or bonus. The compensation package includes health and welfare benefits including paid leave.

Pay Transparency - All Full Time Employees

$151,200 - $189,000 USD

Why You’ll Love Us:

  • We celebrate one another’s differences. We are proud of our culture of diversity and inclusion, and we're always working hard to strengthen and improve this culture. We have programs in place that bring us together on important issues and provide educational opportunities for all employees. 
  • Join the experts. If you're passionate about supporting businesses and organizations, you won’t find a better spot to share your talent. We’re dedicated to improving the quality of our product from a customer standpoint and have a true desire to enable the success of businesses, non-profit organizations, and community groups.
  • You’ll have opportunities to grow your career. We encourage and support our team members to learn different aspects of the business, take on stretch assignments, seek coaching opportunities and professional development opportunities.
  • A generous paid time off policy and a competitive benefits package that supports the health and well-being of you and your family

At Constant Contact, we’re all about work flexibility and are proud to serve our customers as a hybrid workforce. Our hybrid work model combines the convenience of remote work with access to our great office locations to collaborate in-person, participate in live trainings, and socialize with colleagues.

Application Deadline: 30 days. We may fill this job opening prior to the deadline if a candidate is selected by us.

Vision6 Pty Limited is an affiliate of Constant Contact, Inc. and a part of the Constant Contact group of brands.

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The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

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