Integrated Campaign Manager

Remote is building the infrastructure that makes global payroll and employment possible for everyone, everywhere. Our team is made up of people who want to own a piece of that work, not just contribute to it. That work happens across six continents, only Antarctica left to go, entirely remote. It also requires real fluency with AI in every role, not just familiarity with it.

Our standards are high, and the ownership is total. You'll have the trust and space to find your own way to the best answer, and the support to see it through, because that's how we build things that actually work at this scale. In return, your career grows faster, because at Remote, growth is tied to results. We're founded on the principle that where someone lives should never limit what they can achieve, and we operate exactly that way.

About the role

We’re looking for an Integrated Campaign Manager to plan and execute multi-channel campaigns that create demand and accelerate pipeline for a Remote. You’ll bring together account-based marketing (ABM), paid media, data, and sales alignment to reach the right buying groups with timely, relevant programs.

You’ll be hands-on: building campaigns, partnering across Marketing and Sales, and continuously improving how we use intent and engagement signals to prioritize accounts and personalize outreach.

What you’ll do

Plan and run integrated campaigns

Own campaigns from brief and audience strategy through launch, optimization, and reporting across paid, owned, and sales-assisted channels.

Manage ABM plays

Design and execute one-to-one, one-to-few, and one-to-many programs for target accounts, coordinating messaging and touchpoints across the buying committee.

Build signal-informed programs

Partner with Marketing Operations and Sales to define a practical signal architecture, including the intent, engagement, and fit signals that trigger or inform campaign actions.

Use Clay to activate data

Build and maintain Clay workflows for enrichment, research, segmentation, and campaign activation; turn account and contact data into useful, actionable context.

Own paid campaign execution

Develop and optimize paid programs across channels such as LinkedIn and search, managing audiences, creative testing, budgets, and performance against agreed goals.

Align with Sales

Collaborate on account selection, play design, follow-up expectations, and feedback loops; equip Sales with campaign context and useful insights.

Measure and improve

Track campaign performance from engagement through pipeline contribution, share clear learnings, and use results to improve targeting, creative, and channel mix.

Coordinate delivery

Keep briefs, timelines, stakeholders, and agency or vendor partners organized so campaigns launch smoothly and consistently.

What you’ll bring

Experience managing integrated campaigns in B2B software or a related B2B technology environment.

Demonstrated experience planning and executing ABM programs across multiple channels and buying-group stakeholders.

Hands-on experience with Clay, including building workflows for data enrichment, research, segmentation, or activation.

Experience designing or operationalizing signal architecture—connecting intent, fit, and engagement signals to audience selection, prioritization, or campaign actions.

Practical experience managing paid marketing campaigns, including audience strategy, budget management, testing, optimization, and reporting.

Strong analytical skills and comfort connecting campaign activity to pipeline and business outcomes.

Excellent project management and communication skills; able to coordinate work across Marketing, Sales, and Operations.

A test-and-learn mindset, sound judgment, and the ability to balance strategic planning with hands-on execution.

Helpful, but not required

Experience with marketing automation, CRM, intent data, and advertising platforms used by B2B marketing teams.

Familiarity with lifecycle programs, personalization, and multi-touch measurement.

Experience working in a fast-growing or distributed organization.

How success will be measured

Campaigns launch on time with clear audiences, messaging, and follow-up plans.

Target accounts and buying groups show stronger engagement and progression through the funnel.

Paid investment and ABM plays generate measurable, improving contribution to pipeline.

Signals and Clay workflows help teams prioritize and act on relevant opportunities more effectively.

Campaign learnings are documented and consistently applied to future programs.

Application process

Interview with recruiter

Interview with future manager

Interview with team members (no managers present)

Bar Raiser

Prior employment verification check

Remote's Total Rewards philosophy is to ensure fair, unbiased compensation and fair equity pay along with competitive benefits in all locations in which we operate. We do not agree to or encourage cheap-labor practices and therefore we ensure to pay locally competitive rates. We hope to inspire other companies to support global talent-hiring and bring local wealth to developing countries.

At first glance our salary bands seem quite wide - here is some context. At Remote we have international operations and a globally distributed workforce. We use geo ranges to consider geographic pay differentials as part of our global compensation strategy to remain competitive in various markets while we hire globally.

Our salary ranges are determined by role, level and location, and our job titles may span more than one career level. The interviewer will share further details with the candidate on the more restricted pay range for the role in line with their specific location. The individual pay for the successful candidate in this role is dependent upon many factors such as location, transferable or job-related skills, work experience, relevant training, business needs, internal parity and market demands. The base salary range may be subject to change.

At Remote, we foster internal mobility as a key element of our culture of employee growth and development, supported by a compensation philosophy that guarantees pay equity and fairness. Therefore, all compensation changes associated with an internal move will be reviewed by the Total Rewards & People Enablement team on a case by case basis.

The annual salary range for this full-time position is EMEA: €75,000 to €110,000; NORAM: $144,000 to $160,000.