Head of Marketing, Coverflex

• 5+ years in B2B SaaS Marketing at a high-growth company, with real ownership over a marketing function or a significant department
• Proven track record building a Growth strategy from scratch, specifically for the German market
• Full-funnel demand generation expertise: pipeline building, performance marketing, ABM
• Deep understanding of the German business landscape, buyer personas, and cultural nuances
• Data-literate: you pull your own reports, track conversion rates, and make budget decisions based on ROI and CAC
• Fluent in German and English
• Scrappy strategist: you think big picture but aren't too senior to write a blog post or set up an event booth yourself
• Radically proactive: you don't wait for a playbook — you write it, own it, and improve it
• Curious: you spend more time listening to customers than reviewing your own decks
• Data-driven: decisions come from metrics, not intuition alone
• Bridge-builder: you see Marketing and Sales as two sides of the same coin, and you operate accordingly

Desirable

• Role: Head of Marketing
• Seniority Level: Head of
• Type: Manager
• Main Tools: HubSpot, LinkedIn Sales Navigator, Notion, Slack
• You'll be Coverflex's first marketing hire in Germany — the architect and operator of our entire local Growth and Marketing engine
• No inherited playbook. No warm audience. No historical data. Just a blank canvas, a clear mission, and the autonomy to build
• Your job is to make Coverflex visible, credible, and trusted in the German market: educating HR buyers on why modern compensation management matters, generating qualified pipeline, and establishing a brand presence that earns attention in a traditional, compliance-first landscape
• You'll know you're successful when, after 90 days, you've…
• Mapped the German competitive landscape and defined your initial go-to-market approach
• Launched your first local demand generation initiatives — events, content, paid, or all three
• Built a strong working rhythm with the local Sales and BDR teams
• Started moving the needle on MQLs and early pipeline contribution
• How we’ll measure success:
• Main KPI 1: MQLs generated
• Main KPI 2: SAL (Sales Accepted Lead) conversion rate
• Main KPI 3: Pipeline value contributed by Marketing
• Reality Check - What Makes This Role Hard:
• Let’s be real — here’s what makes this role challenging, you're building a brand in a country where we have zero footprint, zero historical data, and zero local proof points
• 0 to 1: No local case studies, no benchmarks, no warm audiences. Every win in the first six months is earned from scratch through grit and creative experimentation
• The Mittelstand mindset: Germany's payroll and benefits landscape is traditional and tightly regulated
• You'll be introducing a modern, digital-first product to buyers who trust established processes and compliance above everything
• Category creation vs. pipeline pressure: You're not just selling software — you're convincing German HR leaders that a new category of compensation management exists and matters. At the same time as hitting monthly targets
• The global-local bridge: You'll be the voice of Germany inside a global company
• That means knowing when to adapt, when to push back, and when to fight for the product changes that make us genuinely relevant to German customers
• Your Team:
• You’ll work day-to-day with:
• Nelson Ferreira, Growth Expansion Manager, https://www.linkedin.com/in/nelson-ferreira/
• German Growth and Marketing Managers (To Be Hired)
• Key Stakeholders:
• Max Feider, Head of International Expansion, https://www.linkedin.com/in/max-feider/
• Miguel Fraga, Global Head of Marketing, https://www.linkedin.com/in/miguelptfraga/
• Pedro Costa, Global Head of Growth, https://www.linkedin.com/in/pedrocosta18/
• German Country Manager
• German Heads of Sales and CSM
• Team Rituals:
• Weekly Team Meeting
• Ongoing 1:1s focused on activity, follow-up, and improvement

• Hiring Manager: Luís Rocha - Chief Marketing Officer
• No cover letter required
• Apply with your LinkedIn or upload your CV
• You may be asked a few short, relevant questions
• Total candidate time investment: ~6 hours end-to-end
• Hiring Stages (What to Expect, Why & How Long):
• 1. CV / LinkedIn Screen — Signal check vs must-haves. Done by People + Hiring Manager. You’ll hear from us within 10 business days
• 2. Hiring Manager Interview - Deep dive into your work - 45 min. Structured around outcomes, decisions, and collaboration
• 3. People Interview - Show how you think - 45 min With People. Stress-free virtual coffee, focused on getting to know you as a person. We talk about culture, beliefs, and purpose
• 4. Case Study - Let's peak into this role's challenges - 60 min. Exercises that represent potential challenges this role would have and how you'd approach them.
• 5. Team Chat - Get to know the team - 30 min. Conversation with our Global Head of Marketing and Global Head of Growth.
• 6. Final Conversation (CEO / C-Level) — Values, strategy, and your growth -30 min
• Speed & Communication:
• Decision: within 4 weeks of your application
• Updates: weekly if the process runs longer
• Scheduling: interviews between 10:00–16:00 CET (flexible across Europe)
• Feedback: from the Case stage onwards, you’ll always receive written or verbal feedback - what went well, and what to strengthen next time