Senior Manager, Paid Media and Lifecycle

About DAT

DAT is an award-winning employer of choice and a next-generation SaaS technology company that has been at the leading edge of innovation in transportation supply chain logistics for 45 years. We continue to transform the industry year over year, by deploying a suite of software solutions to millions of customers every day - customers who depend on DAT for the most relevant data and most accurate insights to help them make smarter business decisions and run their companies more profitably. We operate the largest marketplace of its kind in North America, with 400 million freights posted in 2022, and a database of $150 billion of annual global shipment market transaction data. Our headquarters are in Denver, CO, with additional offices in Missouri, Oregon, and Bangalore, India. For additional information, see www.DAT.com/company.

The Opportunity

The Senior Manager, Paid Media and Lifecycle directs DAT's paid media program, owns the channel budget, and owns lifecycle and email marketing. The role leads the acquisition team, and will hire to fill out the team in 2027. It is a hands-on channel role and a people-leadership role at the same time.
You do not need a freight background. The right candidate will need to have run paid media against unit economics, managed agencies to a output, run email at scale, and have successfully managed and built teams out.

What You’ll Do

• Own paid acquisition across search, paid social, and B2B intent platforms, scaling what performs within cost targets and cutting what does not.
• Manage external agency and vendor relationships, including scope, spend pacing, and performance accountability.
• Oversee lifecycle and email marketing, from audience strategy and program design through governance and performance.
• Own channel budgets in partnership with Finance.
• Set the standards and intake process segment marketing teams use for paid and lifecycle work.
• Partner with Marketing Analytics on measurement, test design, and channel performance reviews.
• Oversee the affiliate program on strategy and partner growth.
• Hire, coach, and lead a team of talented specialists.

The Skills and Experience You’ll Bring

• 8+ years in acquisition or performance marketing, including 3+ years managing people and agency relationships.
• Deep hands-on paid media background across search and paid social, with demonstrated CPL and CAC discipline.
• Experience managing a paid media agency relationship, including scope, spend fees, and performance accountability.
• Working knowledge of lifecycle and email marketing platforms; SFMC familiarity a plus.
• Working knowledge of affiliate marketing; B2B affiliate marketing familiarity a plus. 
• Comfort with attribution limitations and the discipline to report against ceilings rather than vanity metrics.
• Track record of building and coaching a multi-channel team.
• Bachelor's degree or equivalent practical experience

*This position is not eligible for visa sponsorship**

For Washington-based candidates, in compliance with the Washington State Pay Transparency Law, the salary range for this role is $162,000.00 - 206,000.00 + target bonus.  DAT considers factors such as scope and responsibilities of the position, candidate's work experience, education and training, core skills, internal equity, and market and business elements when extending an offer.

DAT embraces the value of a diverse workforce, and believes it is a core strength of our company that we encourage those values in every DAT employee, at every level of our organization, regardless of tenure or rank. We provide equal employment opportunities (EEO) to all employees and applicants without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state, and local laws.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

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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