Director of Growth Marketing (Maternity Cover)

We're looking for a Director of Growth Marketing to lead our global new logo pipeline engine for twelve months while our current Director is on maternity leave. This is a full-scope cover. You'll own the number, lead the team, and run an engine we've spent years building: a regionally differentiated paid model, a fully built-out B2B creators motion, and an organic program that wins in search and in AI answers alike. Operate it, sharpen it, and hand it back stronger than you found it.

About the Role

AppsFlyer is the modern marketing cloud trusted by more than 15,000 brands worldwide. Growth Marketing owns new logo pipeline creation here - every region, every segment, one number.

The team runs four functions: Paid Acquisition, Organic Growth (SEO, AEO, content, and email), a B2B Creators Program, and Growth Strategy. Behind them sits an operating model built over the past year: an account-list-driven GTM motion, a multi-touch attribution stack, and AI-powered workflows that carry the operational load so the team can focus on judgment calls.

You'll step in through a structured handoff and take full ownership - strategy, budget, team, and the pipeline target - reporting to the VP of Revenue Marketing. The 2026 plan is approved, resourced, and running; your first job is to run it well. Your second: build the 2027 plan on the foundations this team has laid. We want a leader who can take a working system and make it measurably better.

What You'll Do

Own the pipeline number

• Carry the global new logo pipeline target - volume and quality - across every region and segment.
• Run quarterly planning and weekly pacing. Report pipeline coverage to leadership, and when it drifts, pinpoint where - which region, which segment, which funnel stage - then bring the fix and the buy-in to act on it.
• Set targets and shape budget allocation across functions, regions, and verticals - together with your leads. Their bottoms-up plans carry real weight; allocation is a joint call, not a decree.

Lead the leaders

• Lead the function leads, plus a freelance network. Give direction, set priorities, unblock - and keep ownership lines clean. Scope collisions get resolved by you, fast.
• Run the cadence: weekly function reviews, a monthly Growth Marketing review, quarterly exec readouts.
• Coach, don't just manage. Give direct, pattern-level feedback, hold the line when it's uncomfortable, and be the person your leads think out loud with. Advocate for them on leveling, recognition, and resources. Own hiring and performance calls through the year.
• Invest a level down, too. Skip-level time with the team behind your leads, and coach your leads on developing their own people.
• Raise the team's game. Bring best practices, fresh ideas, and outside inspiration - and keep the bar moving as the market shifts.

Stay hands-on

• We're a small team, so strategy comes with sleeves rolled up. From reviewing the ad and pushing back on the headline. Rewriting the brief that isn't landing. Opening the attribution tool and checking the numbers yourself.
• Draft the first version when that's the fastest path - a campaign concept, a messaging angle, a net-new play - and hand it to a lead to run.
• Have a point of view across the whole range: creative, copy, channel mix, vertical plays, measurement. Your leads want opinions, not just approvals.
• Champion initiatives yourself. Some work has no natural owner, and on a team this size the answer is sometimes you.

Run the operating model

• Run a GTM motion built on a defined target account list: account selection, vertical prioritization, and activation across seven regional business units, each with its own playbook.
• Keep executing on defined scope through 2026 - the model is in its operating phase, and protecting what the team built is part of the job. Then evolve or adapt it together with the team according to business priorities and strategy for 2027
• Be the team's AI force multiplier. Improve the automation and agentic workflows behind the team's output, and upskill everyone as you go - by year-end the team should be operating at a higher level because you were here.

Own measurement and the story it tells

• Own pipeline reporting to leadership and across functions and departments: coverage against target, conversion through the funnel, and where to step in when numbers slip.
• Use multi-touch attribution to drive channel and content calls. Know the difference between what worked and what looked like it worked.
• Troubleshoot data and performance issues yourself: a misattributed channel, a mistagged campaign, a Salesforce report that disagrees with the BI layer. You don't wait for an analyst to flag it.

Partner across the business

• Work closely with Sales, GTM Operations, regional marketing, and Product Marketing to keep pipeline creation aligned with how we sell.
• Turn broad company vision into the team's concrete priorities. When direction is still forming, you define the plan rather than wait for one.
• Represent Growth Marketing to leadership. Bring decisions, not problems: options framed, a recommendation, a deadline. Protect leadership's trust in the numbers - when in doubt, report conservatively and restate later.

What You Bring

• 10+ years in B2B SaaS demand generation or growth marketing, at least 5 of them leading the function - and its leaders - at a global company.
• Leader of leaders experience with player-coach instincts. You've held senior channel owners accountable to a shared number, and you still get into the work yourself.
• Hands-on depth in both paid and organic. You've personally run the channels, not just managed people who do - and you can still build, edit, and diagnose in both.
• Direct pipeline accountability. You measure impact in opportunities and revenue, not clicks and MQLs.
• At home in grey areas. Hand you a wide, half-formed vision and you'll extract what matters for pipeline and turn it into a plan with owners and dates - even when inputs are messy and direction shifts mid-quarter.
• AI-native, not AI-curious. You've built AI-powered systems for a team, you work this way daily, and you can teach it - upskilling the team is part of the job, not a side quest.
• Fluent in B2B funnel dynamics and diagnostics. You can find the leak between MQL and opportunity, name the likely cause, and know which fix is worth the effort.
• Deep working knowledge of Salesforce and strong data and analytics fluency. You've used a multi-touch attribution tool like HockeyStack at depth, or can get there fast.
• Executive-grade communication. You can present a number, a miss, and a plan to a CMO in one breath.
• Familiarity with the mobile marketing and martech ecosystem is a strong advantage.
• Fluent, professional English with strong written and verbal communication.

As a global company operating in 19 countries across 5 continents, we reflect the human mosaic of the diverse and multicultural world in which we live. We ensure equal opportunities for all of our employees and promote the recruitment of diverse talents to our global teams without consideration of race, gender, culture, or sexual orientation. We value and encourage curiosity, diversity, and innovation from all our employees, customers, and partners.

“As a Customer Obsessed company, we must first be Employee Obsessed. We need to make sure that we provide the team with the tools and resources they need to go All-In.” Oren Kaniel, CEO