Marketing Operations Manager
Key Skills for This Role
Full Job Posting
Success Outcomes
Create a measurable pipeline so we can point to the specific activities that create value within 6 months.
Create an inbound motion that produces qualified demand we didn't have to purchase within 12 months.
Build a system that takes existing customers and convert them into new revenue opportunities from digital product, dormant accounts, customer expansion, and cross-marketing within 12 months.
Produce quarterly reporting and documentation on which strategies and campaigns were successful and where we need to pivot within 9 months
Develop a self operating system and pipeline generation engines that allow the team to scale within 12 months.
Business Impact & Core Responsibilities
- Business Impact The Marketing Operations Manager makes marketing-sourced pipeline measurable and defensible, so the company can see what created revenue and what it cost. It turns our existing customer base into a revenue motion we can size and work systematically. That includes dormant practice locations, prospects and customers who haven't bought, and cross-product opportunities. We know these exist today. We just can't act on them at scale. It gives leadership evidence to make budget decisions against instead of opinion. And because what works gets documented and repeated, each quarter builds on the last rather than starting over.
- Core Responsibilities
- Own HubSpot as the system of record. You'll define lifecycle stages, build the journey tracking that shows a customer from first touch through expansion, and set the campaign architecture everything else runs inside. You'll make Hubpsot the place we go to answer questions.
- Build campaigns end to end. You'll take our strategies and turn them into something that runs on its own, including workflows, the landing page and form specs, the sequences, the event and webinar flows, and the handoff to sales. You won't design , but you'll decide how it has to work.
- Instrument at build time. UTMs, conversion events, and source attribution go in when the campaign is built, not after. If it ships without the tracking to explain itself, it isn't finished. This is the discipline that makes everything else on this list possible.
- Build the inbound motion. Our content comes from several places and currently has nowhere to go. You'll design the funnel, define the conversion path for each content type, route it across channels, and test where we should be investing next.
- Own lifecycle and expansion. Nurture and interest-based routing, cross-product marketing, converting proprietary platform users who don't buy from us, and activating dormant locations inside signed DSO agreements. This is our cheapest revenue.
- Seed the sales pipeline systems. Target lists, enrichment, outbound sequences, and lead scoring — enough to prove the motion and hand it to a dedicated ABM hire later. Time-boxed on purpose.
- Run experiments and report honestly. Every campaign is a hypothesis. You'll read the result, kill what isn't working, document what is, and report performance on a fixed cadence. We'd rather know something didn't work than believe it did.
Additional Details
The Character We Hire For
Humble
Steward
Discerning
Courageous
Transparent
Work Location This is a hybrid role — 3 days a week in our Centennial office, the rest from wherever you work best. Office days are for team alignment, personal development, and collaboration. During onboarding we do require any new team member to be fully onsite, we are deliberate about investing in you and ensuring you are setup for success. Then after onboarding you'll move to our hybrid rhythm: remote Mondays and Fridays, in-office Tuesday through Thursday. The Hiring Process Every hire is one of the most important decisions we make, so we put real time into this—and we'll ask real time from you. The road generally runs: Initial Interview → Hiring Leader Interview → Cross-Team Panel → Onsite. At the end, you'll get a clear yes or no, communicated directly. Salary & Benefits
Salary range of $105,000 to $130,000 plus annual bonus review
Employee Medical, Dental, & Vision + Spouse and Dependent contributions
4% Pre-Tax Employer Match 401k
Accrued paid time off (PTO) earning up to 4 weeks annually
1 Week of Paid Synchronized Organizational Rest at Year-End
6 Additional Paid Holidays
Employer-paid short-term and long-term disability insurance, paid life insurance
Application deadline: October 31, 2026. ProEdge is an equal opportunity employer. We're building a team of the right people, and the right people come from all kinds of places and backgrounds. Hiring decisions here are made on character, capability, and fit for the work—never on race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or anything else unrelated to doing this work with excellence.
About ProEdge Dental
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