AI Outbound Marketing Manager

Hi, I’m Tim! I run Scaled Outbound at Ashby. We’ve spent the last year building the system: campaign architecture, the tooling stack, and the automated email and LinkedIn motion that reaches buyers with thoughtful messaging at a volume no human team can match.

Here’s where it breaks. The moment a campaign ships, my attention is already pulled to the next priority. So the work that makes a good campaign great isn’t happening with the level of care it deserves; refreshing and optimizing copy before it fatigues, finding creative new hooks by pulling in from the amazing content library and listening infrastructure, and partnering with other members of the team to create a complete ‘happy prospect > customer journey’. This role exists to close this gap. We’re looking for someone who is deeply curious, with great taste, and who gets energy from optimizing campaigns to perfection, institutionalizing learnings, and scaling the learnings we have from across the business into the most thoughtful, genuinely valuable, and high-converting campaigns. You can think of yourself as the owner of everything that happens after a Scaled Outbound campaign goes live.

What you’ll be responsible for in this role

Optimizing and scaling outbound campaigns. You will develop highly iterative experimentation methodology sprints to constantly improve the quality of existing campaigns and ensure we land the right message, at the right time, with the right contact.

Keep the automated motion from going stale. You’ll co-own the email and LinkedIn sequences with the Program Manager. Sequence refresh, new angles, and killing fatigue before it shows up in the numbers. A big part of success in this role is ensuring automated motion gets better over time instead of aging out.

Own copy optimization and conversion. You’re copy-obsessed. You can look at an underperforming sequence, understand why, and then fix it. This includes owning the Twain prompt library that shapes our 1:1 generated copy, tuning it so personalization at volume reads like a sharp human wrote it, not a machine.

Turn performance data into action. You’ll own QA and performance analysis for the automated motion and be able to quickly and decisively conclude what is and isn’t working, and then have the curiosity and first principle thinking to know how to redesign and optimize your way into conversion.

Collate and integrate materials and learnings from Sales, PMM, and Content. You’ll work directly with Sales Managers, Product Marketing, and Content to pull fresh proof points, launches, and data into active sequences, so the messaging always reflects our sharpest current story.

Co-own program-level physical touches. The programs will vary from ICP-tailored gifting (never airpods) to event invitations, and user group meetups.

The stack you’ll work in: Clay, Hubspot, Instantly, HeyReach, and Twain. You don’t need to have used all of these before, but you should be the kind of person who gets fluent in a new tool quickly.

You’ll Probably Love This Role If

• You have a creative experimental mindset, strong opinions about what good copy looks like, and no fear of testing unconventional approaches

• You’re energized by optimization, not just creation. You’d rather make a live campaign convert 20% better than write a brand-new one from scratch

• You’re copy and customer obsessed, you take time to understand the buyer and can diagnose why a sequence is underperforming, then act on it

• You read campaign performance data fluently and turn it into the next play

• You’ve run cold outbound sequences before (email or LinkedIn)

• You like owning something horizontal that raises the performance of every campaign the team builds

The background we’re looking for

There are two paths into this role and we’re open to both:

• Marketing side. Demand gen, growth, or lifecycle/outbound marketing at a B2B SaaS company, where you personally wrote and optimized cold sequences rather than briefing them.

• Sales side. You've spent multiple years in outbound sales, starting as a BDR/SDR. If you moved into an AE role, you kept running your own outbound. You built your own lists, wrote your own sequences, and sourced a meaningful share of your pipeline from cold outbound at real volume.

Either way, what we’re actually looking for is the same:

• You’ve written cold email and/or LinkedIn sequences and been measured on what they produced

• You’ve worked in a sequencing or sales engagement tool (Instantly, Smartlead, HeyReach, or similar) and can read performance data without waiting on an analyst/ops

• You reach for AI to compress your own work, whether that’s research, first drafts, pattern-finding in performance data, or building something small to save yourself time

• You care about pipeline, not MQLs

This role is not for you if

• You want to primarily write long-form or brand content.

• You think a live campaign on auto-enroll is done

• You prefer a locked playbook. A lot of this is defining what “great” looks like from first principles

• You’re uncomfortable being measured on the performance of a system you didn’t build from the ground up

• You get overwhelmed by the detailed work of optimizing (sequence refresh, localization, reporting, QA, swapping content)

• You’d rather own a single campaign end-to-end than raise the floor on all of them

• Your outbound experience is agency-side or brand-side rather than in-house at a B2B SaaS company

• You've briefed copy but haven't personally written and shipped cold sequences

• You need an analyst to tell you what the campaign data says

Interview Plan

Our interview process is:

• 30 minutes intro call with Michelle (Recruiter Screen)

• 45 minutes interview with Tim McCann (Hiring Manager)

• 30 minutes interview with Harriet (VP Marketing)

• 30 min take home review

  • Tim, Harriet, Sam

• Final panel:

  • 30 minutes with Claire (Demand Gen)

  • 30 minutes with Sam (SMB Sales Leader)

  • 30 minutes with Lia (Product Marketing Leader)

Benefits

• Competitive salary and equity.

• Opportunity to work with a talented and passionate team.

• 10-year exercise window for stock options. You shouldn’t feel pressure to purchase stock options if you leave Ashby —do it when you feel financially comfortable.

• Unlimited PTO with four weeks recommended per year. Expect “Vacation?” in our one-on-one agenda until you start taking it 😅.

• Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.

• Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!

• $100/month education budget with more expensive items (like conferences) covered with manager approval.

• If you’re in the US, top-notch health insurance for you and your dependents with all premiums covered by us and a 401k match.

Ashby’s success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. We’re being deliberate about building that environment from the ground up. I hope that excites you enough to apply.

Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.

Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.

Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.