Marketing Manager - Online II

Bill: $102.30
Pay: $70-66
Spread:718-910.8
Duration:1 year

HM: Brett Poncsak + Molly Ford

Manager Updates 9/22:

Day in the life: Two fold – Working with recruiting business partner they will do intake of what is our hiring need, ex looking to hire small business AEs in these three cities in US, this person creates webinar, ads, campaigns, ask me anything, create a video of day in the life of sales person already doing the role,  or events to attract these candidates. Working across greater teams to understand functions already happening to create multi channel messaging. 1) Who are we trying to hire 2) Execute messaging.

Salesforce is best place to work and it is this person's job to make sure everyone knows it.
This person creating lead generation and giving them to recruiters (talent acquisition leaders). The TA will determine the quality of the lead. Would like to know how their campaigns person and also feedback from the recruiters.

Writing, drafting and employer branding. Taking an EVP (acronym for a template they have) that has tag lines, headlines and photos and create ads from this.

We do have full time events ppl that will help this person. For ex need sales ppl in San Fran office, after work happy hour in building and there will be events support but would be nice this person to have some events exp to help.

Public sector is a big focus to hire in right now. This person likely starting out targeting public sector, if we can find someone with this already, this is what our ideal profile would look like.

Required: Prior experience in this area a must (recruitment marketing) – campaigns, Talent CRMs, writing + messaging
Teachable: Own Salesforce systems, events, awareness of gov't public sector hiring (lots of acronyms and agencies, understanding clearances, we can only spend so much within gov't sector due to laws and unable to really wine and dine these recruits. They will learn what is best: Ad in metro or DC or airport – what's going to work best for gov't sector hiring. (ideal they have this already)

Years exp: 5-7 target. Anyone above 10 prob overqualified and under 5 underqual.

If they are near an office ideal they can come in, we are also accepting 100% remote. 2-3 days onsite ideal if local. "Within an hour of SFDC office is more ideal” – having them near an office will improve capability to convert if that opportunity arises.

Pot to extend of convert? Ideally extension, would love to hie perm if that arises

Interviews? Initial with Brett and then panel with 3 folks from team (could be together or separate) + case study. Hiring by end of oct. Slides and present, will give 48 or 72 hours, they will get a prompt and ask to come to panel and present. Ex prompt: We just won acct within med device that serves to army, we need to hire for this, what would your strategy be? They will present back. Tip: we are Slides heavy, PPT or Slides for presentation would be a cultural norm here. To be clear, slides can be teachable.

Title? Recruitment Marketing, Senior Specialist or Manager.

Vendor ?s

• Reason for opening? Hiring volume and really needing someone who knows how to hire gov't personnel. Knowing how to speak and attract public sector employees.
• Make someone stand out? Data driven ROI of an ad, ex we have a few LI ads and want to see which one performs the best, someone who is focused on data driven results that can determine this is the best ad based on data. Ability to collaborate at scale. Being really curious.
• More than 10 years within budget are you okay to look? Yes as long as they know this is a manager role.
• I dug in on years exp, what was the reasoning behind listing 10 years max? If the world aligned I would ideally love to hire this person, don't bring me someone with 20 years and they want my job when I go to hire. I want to be someone that understands this a manager level role and this rate is not changing. They need to be at the right level.
• Will you look at Director title at smaller company? My goal is to know, where you are sitting on team. Are they a match for this level.
• How often traveling for events? Yes required to host hiring events. I don't think it's a lot of travel, would need to figure this out more - DC, VA , MD locations.
• Industry? Love to see tech. But since this is all about public sector, if they come from defense company this would absolutely match. Anything in military like Raytheon for ex.
• Timezone? Main bus partner is in NY base and predominate hiring in DC for talent so ET works great. Can consider PT.
• Would you prioritize someone with a good recruiting marketing BG who is local without public sector recruiting or remote with the public sector role? Great question, prefer public sector remote over in office no public sector.
• Recruiting for the military a match? I'm looking for a marketer, I think someone on the ground talking to recruits is not right match. Need more a marketer. Let's teach marketing person public sector. But would love lived experience being in service.
• Field marketing in public sector, open to this? Yes.
• Doing this independently and not with big corp? Prob not, want talent CRM systems experience. I am guessing they need to understand the system and funnel of it all – both technology and collaboration and for this person independent agent prob not best fit.

Bill Rate with the MSP fee removed: $102.30
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HM Contact: No, Poncsak, Brett (bponcsak@salesforce.com)
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Supplier FAQ
Aside from the job description, what will a typical day for this contractor look like?
Aligning with Agency Talent Acquisition Teams: Starts the day reviewing government contracting requirements, clearing security clearance criteria, and meeting with TA leads to identify critical Salesforce skill gaps (such as Public Sector Solutions or FedRAMP expertise).
Executing Targeted Multi-Channel Campaigns: Builds hyper-focused recruitment campaigns across LinkedIn, niche cleared-tech job boards, and veteran association portals to capture certified Salesforce Developers, Architects, and Consultants.
Optimizing Talent Funnel Analytics: Tracks pipeline metrics across applicant tracking systems (ATS) to measure top-of-funnel conversion rates, candidate drop-off points, and campaign return on investment (ROI) specific to federal or local government hires.
Drafting Compliant Employer Brand Messaging: Crafts candidate-facing messaging, landing pages, and content that translate complex government mission impact into compelling employee value propositions (EVPs) while ensuring full public sector compliance.
Managing Event & Candidate Nurture Workflows: Coordinates pre- and post-event nurture workflows for public-sector Salesforce webinars and cleared-talent job fairs to maintain an active pipeline of pre-qualified candidates for future contract awards.
Please rank your top preferred skill sets (e.g.: tools, previous experience, technologies)
Must have skills: Recruitment marketing, employer branding, multi-channel marketing
Teachable skills: Talent CRM, AI Fluency
Optional skills:
How many years of experience would you consider overqualified? 15
How many years of experience would you consider underqualified? 5
Please confirm location requirements: tbd, AMER
Can this position be fully remote? Yes
Any specific time zones this candidate will need to accommodate? NA
Is there potential for extension of conversion to FTE? Yes
Will you schedule your own interviews in Fieldglass or would you like to opt-in for StaffUp support with scheduling? StaffUp Scheduling support
How quickly are you looking to interview/hire? ASAP
How many interview rounds will there be? (We recommend condensing interview rounds to not lose talent to other opportunities)
Brett - 1
Team Panel (3 rounds)
Tyson
Niall
Mumu
Will there be any assignments within the interview process? (e.g.- Assessments, tests)
Case Study

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About Salesforce
Salesforce is the #1 AI CRM, where humans with agents drive customer success together. Here, ambition meets action. Tech meets trust. And innovation isn't a buzzword — it's a way of life. The world of work as we know it is changing and we're looking for Trailblazers who are passionate about bettering business and the world through AI, driving innovation, and keeping Salesforce's core values at the heart of it all.
Ready to level-up your career at the company leading workforce transformation in the agentic era? You're in the right place! Agentforce is the future of AI, and you are the future of Salesforce.
Job Title: Recruitment Marketing Sr. Specialist or Manager - Public Sector (Contractor)
Hiring Manager: Molly Ford
Job Description:
What You'll Be Doing & Why It Matters (Core Responsibilities)
The Talent Marketing Team is looking for a data-driven Talent Marketing Manager or Senior Specialist to execute regional employer branding and talent marketing initiatives for our AMER Public Sector business. This role is dedicated to running impactful multi-channel campaigns that position our company as an employer of choice for talent supporting government, military, aerospace, and missionforce related sectors.
Because public sector hiring involves highly technical personas and strict regulatory environments, this role requires an individual who is exceptionally process-driven, has an immaculate attention to detail, and possesses a strong curiosity to understand this unique audience. You must be committed to executing multiple campaigns on tight deadlines to help us attract the people who are ultimately powering the public good.
In this role, you'll get to:
Execute Public Sector Lead Generation: Implement and run talent lead generation campaigns across specialized channels—including digital, social, email, paid industry programs, clearing/clearance events, webinars, and public sector partnerships.
Manage the Lead Lifecycle: Oversee the day-to-day lead management process from initial capture and database hygiene to recruitment follow-up. Partner with Recruiting, Corporate Marketing, and Employee Success to track and improve lead quality.
Coordinate High-Impact Events: Collaborate across teams to organize and execute marquee Talent Marketing events (both in-person and virtual) tailored to the public sector persona, managing timelines, venue logistics, and promotional communications.
Promote a Mission-Driven Culture: Convey the deep fulfillment experienced by employees powering the public good. Authentically promote our unique strengths and impact-driven corporate culture to establish a strong, compliant employer brand in the marketplace.
Analyze & Report on Performance: Measure, analyze, and report on campaign metrics to Corporate Marketing, Recruitment, and Public Sector business leadership to continuously optimize outcomes.
Optimize with AI: Leverage cutting-edge AI and marketing automation tools to improve daily workflows, campaign copywriting, productivity, and targeting precision.
Maintain Cross-Functional Alignment: Partner closely with managers, recruiting teams, and corporate marketing to ensure highly precise messaging, timing, and compliance across email, web personalization, and advertising.
Create Assets & Content: Develop tailored, candidate-focused talent marketing content, resource guides, social media status updates, and digital assets that resonate with government and military-adjacent professionals.
Role Requirements
5–7 years of experience in Talent Marketing, Recruitment Marketing, Demand Generation, or Digital Marketing (experience in a B2B technology or government-contracting environment is a plus).
High Attention to Detail: Proven track record of following specific, rigid processes and navigating detailed workflows—essential for the highly regulated public sector environment.
Persona Curiosity: A strong desire and curiosity to deeply learn the unique nuances, motivations, and communication channels relevant to the AMER Public Sector / Government / Defense hiring landscape.
Hands-on MarTech Experience: In-depth, practical experience running campaigns inside tools like Marketing Cloud, LinkedIn Campaign Manager, Google Analytics, and social media management platforms.
Analytical & Execution-Focused: A metrics-driven professional who loves looking at daily campaign data to optimize performance and maximize conversion rates.
Project Management: Strong organizational skills to seamlessly manage event logistics, coordinate creative asset production pipelines, and meet tight deadlines.
Collaborative Mindset: A proactive self-starter who communicates clearly and enjoys partnering cross-functionally across a matrixed global and regional organization.
Preferred Qualifications
Design Aesthetic & UX Savvy: Experience optimizing candidate-facing touchpoints (e.g., building high-converting Web-to-Lead forms, creating landing pages) with a sense of clean user experience and visual layout.
Slide Design & Visual Storytelling: Proficiency in building crisp, professional presentations and decks (Google Slides/PowerPoint) to present data or campaign concepts clearly to internal stakeholders.
Copyediting: Strong written communication skills with a talent for proofreading, editing, and ensuring flawless grammar and compliance across all external talent assets.
Creative Problem Solver: A natural curiosity to push boundaries, experiment with new recruitment marketing formats (e.g., interactive content, video, innovative event styles), and challenge standard "cookie-cutter " marketing approaches.
Familiarity with Design Tools: Light-to-medium experience using creative design tools (like Canva, Adobe Creative Suite, or Figma) to quickly tweak or format visual assets on the fly.