Marketing Manager

Role OverviewThe Marketing Manager is the company's first senior marketing hire and is responsible for defining and building the marketing function. The role covers two core areas: sales enablement: pipeline generation, conversion support, positioning, and sales materialsemployer branding to attract and retain engineering talent.During the initial stage, this role owns the marketing strategy while overseeing its execution through an external delivery partner. The Marketing Manager works closely with the CEO, Executive Team, People/HR, and the company's primary client, acting as a trusted advisor on positioning, communication, and commercial priorities.Key ResponsibilitiesMarketing strategy: Define, own, and continuously develop the company's marketing strategy across sales enablement and employer branding, aligned with business objectives and growth priorities.Executive advisory: Act as a strategic sparring partner to the CEO and Executive Team on company positioning, go-to-market choices, communication, and commercial priorities, bringing informed perspective, not just execution.Pipeline and conversion: Build a qualified lead pipeline and support conversion performance in close collaboration with the CEO, who currently leads the sales function.B2B positioning and messaging: Develop clear, differentiated positioning for the company's technical services and translate it into compelling messaging and sales-enablement materials for engineering and executive audiences.Employer branding and retention: Translate People/HR priorities into credible, consistent marketing programs: covering the employee value proposition, employer reviews, internal communication, onboarding, recruitment, and retention.Primary-client communication: Manage public communication involving the company's primary client within the agreed communication framework and secure all required approvals.External partner management: Brief, prioritize, and coordinate the external execution partner, ensuring timely delivery and consistent quality across marketing outputs.Performance measurement: Define relevant KPIs for pipeline, conversion, brand visibility, recruitment, and employer branding, and report progress monthly to the Executive Team.Cross-functional collaboration: Establish clear operating routines, responsibilities, and timelines across the CEO, Executive Team, People/HR, and external execution partner.Marketing function development: Build the long-term marketing operating model and, as the function grows, recruit and lead an employer-branding specialist and the required internal or external execution structure.Required QualificationsRelevant experience: Substantial experience in a senior marketing role, with proven ownership of strategy as well as the ability to lead execution in a lean environment.Technology-sector knowledge: Strong commercial understanding of technology and the ability to communicate credibly with both engineers and senior business leaders; automotive-industry experience is an advantage.B2B services marketing: Demonstrated success positioning and differentiating technical or professional services in a competitive B2B market.Sales enablement: Experience supporting lead generation, pipeline development, conversion, and the creation of effective sales materials and messaging.Employer branding: Strong understanding of healthy organizational culture and how to build an authentic employer brand that supports recruitment and retention.Executive stakeholder management: Experience advising senior leaders, presenting evidence-based recommendations, and constructively challenging decisions when required.Delivery-partner management: Ability to manage agencies or external specialists through clear briefs, prioritization, quality control, timelines, and measurable outcomes.Languages: Fluent Romanian and English, both written and spoken.Key CompetenciesStrategic and commercially minded, with the ability to connect marketing priorities to business outcomes.Highly autonomous and comfortable operating as a senior individual contributor before an internal team is established.Credible, persuasive, and able to influence executives, technical stakeholders, People/HR, clients, and external partners.Structured and results-oriented, with strong prioritization, measurement, and follow-through.Collaborative, pragmatic, and capable of building clear processes across functions and organizations.