7shifts is a scheduling and payroll platform designed to help restaurant teams thrive. With an easy-to-use app and industry-specific solutions, 7shifts saves time, reduces errors, and helps keep costs in check for over 55,000 restaurants. Our mission is to simplify team management and improve performance for restaurants, with a long-term vision of creating a thriving restaurant industry through the power of connected & engaged teams.
As Director of Growth Marketing at 7shifts, you'll own the growth function end-to-end: pipeline for sales, self-serve activation, and ACV expansion across 55,000 customers. Reporting to the Chief Marketing Officer, you'll lead a team of 4–5 growth marketers across paid, organic, lifecycle, web, and and events, working shoulder-to-shoulder with GTM Engineering to turn campaigns into systems.
The job is to build a growth engine that does two things at once: run high-velocity, low-ACV motion that fits how SMB restaurants actually buy, and run targeted, multi-touch MM SaaS plays for the multi-location operators that make up our most valuable accounts. Most growth leaders can do one of those well. We need someone who can run both, allocate budget between them with conviction, and know which lever to pull when the pipeline mix shifts.
You'll own the budget, the targets, and the team. You'll set the strategy across acquisition and expansion, build the operating model your team runs against, and partner with GTM Engineering to ship automation that compounds. AI is not a side project here, it's how this function operates: agents that monitor spend, scripts that surface ICP segments, and workflows that personalize at scale. You're hiring builders, and you're building yourself
What you’ll do:
- Own the growth number: CAC, pipeline contribution, self-serve activation, and net revenue retention contribution from customer marketing. You set the targets with the CMO, you allocate budget across channels and team, and ownthe result
- Lead and develop a team of 4-5 growth marketers: Hire, coach, and unblock. Set clear ownership across paid, web/CRO, lifecycle, customer marketing, and emerging channels. Run a planning cadence that ties weekly execution to quarterly targets without drowning the team in process
- Set the acquisition strategy: Decide where the next dollar goes across paid (Google, LinkedIn, Meta, programmatic), partnerships, events, webinars, direct mail, organic, and self-serve funnel optimization. Build the test-and-scale framework that moves the team from $0 channel test to scaled program in a quarter
- Drive ACV expansion through customer marketing: Build the marketing motion that turns existing customers into multi-product, multi-location accounts. Partner with CS and Account Management on cross-sell campaigns, in-product nudges, and lifecycle programs that lift ARPL
- Build the system, not just the campaigns: Partner with GTM Engineering to ship automation that scales: real-time spend reallocation, ICP-aware campaign routing, signal-driven personalization, automated reporting that the team actually uses. Define what gets built, prioritize the roadmap , and make sure the team operates on top of the system instead of around it
- Run the AI playbook: This function is AI-native. You’ll set the standard for how the team uses LLMs, automation, and agents in daily work. You won’t tell them to “try AI.” You’ll show them how, ship workflows yourself, and hire people who already operate this way
- Be the GTM partner the rest of the org needs: Tight loop with Sales on lead quality, pipeline conversion, and feedback. Tight loop with PMM on positioning, messaging, and segment strategy. Tight loop with the GTM Data team on ICP scoring, intent signals, and attribution. You’re at the table where pipeline gets diagnosed and decisions get made
- Make the budget work harder every quarter: Build the reporting that shows where every dollar is going, what it’s returning, and what to kill. Pull the plug on what isn’t working without waiting for a planning cycle
What you bring:
- 8+ years in growth, performance, or demand generation, with at least 3 years managing a team of marketers in a B2B SaaS environment
- A track record of developing marketers, not just managing them. You set clear expectations, run 1:1s with intent, and people who've worked for you can point to how they grew. You've hired well and performance-managed when needed
- Direct experience running a meaningful annual budget ($2M+) across paid, lifecycle, web, and emerging channels, with a track record of hitting CAC and pipeline targets quarter over quarter
- Experience operating across both ends of the SaaS spectrum: high-velocity, low-ACV motion (where volume, automation, and self-serve dominate) and traditional MM SaaS motion (where ABM, multi-touch, and sales partnership dominate). You’ve built playbooks for both and know when each applies
- Hands-on enough to still write a Google Ads QBR yourself, debug a tracking break, or sketch a landing page before passing it off. You don’t lead from a deck
- Comfort writing code or building automations to solve problems your team can’t get to. Python, SQL, Zapier, LLM workflows, agent frameworks. You’ve shipped automations that ran in production and saved real time
- Strong analytical instincts. You’re fluent in dashboards, comfortable with marketing attribution debates, and you connect activity to revenue without hand-waving
- A point of view on positioning, segment priority, channel mix, and operating model. You bring opinions to the table, tell the truth fast, and back it with data. We don't need a Director who waits to be told what to think
It’d be even cooler if you had:
- Restaurant, multi-location SMB, or hospitality-tech experience is a strong plus. So is experience in companies that run both PLG and sales-assisted motions in parallel
This role is an existing vacancy and is part of our current hiring plan
Compensation
The base compensation range for this position is CAD $179,000-$219,000. This range reflects the full growth path for the role, from building core skills to accomplished performance, through to role mastery. We typically target the accomplished level when hiring externally. At this level, individuals bring relevant experience in the role, demonstrate strong job-related skills, operate with confidence and consistency, and are able to deliver impact with limited ramp-up while still having meaningful opportunity to grow.
Compensation at 7shifts is performance and growth-driven. As you develop your skills and expand your impact over time, your compensation grows with you. Your specific placement within this range is based on your job-related skills, knowledge, and experience, as well as our internal equity assessment. We are always happy to discuss our approach throughout the hiring process.
