Growth Marketing Manager

Coverflex

Coverflex started with a simple observation: work changed, but compensation didn’t.

A few founders looked at how people were being paid across Europe — rigid salary structures, fragmented benefits, systems that were complex for HR and often meaningless for employees — and realized the model simply hadn’t kept up with modern work.

So we decided to rebuild it.

What began in Portugal as a small team trying to fix a broken compensation system quickly grew into one of the most ambitious compensation platforms in Southern Europe. Today, thousands of companies use Coverflex to manage benefits, meal allowance, insurance, and flexible compensation through a single platform.

But what makes Coverflex special isn’t just the product — it’s how we build.

We’re a team of people who like solving hard problems, moving fast, and taking real ownership. We care about clarity, autonomy, and impact. Titles matter less than outcomes, and good ideas can come from anywhere.

Now we’re entering our next chapter.

After building strong traction in Portugal, Spain, and Italy, we’re expanding into Germany — one of Europe’s most sophisticated and complex compensation markets.

Launching a new country at Coverflex isn’t about “copy-pasting” what already exists. It’s about building again — understanding the market, challenging old assumptions, and creating something that truly works for local companies and employees.

If you join at this stage, you won’t just be joining a company.

You’ll be helping build the next chapter of it.

⚙️ TL;DR (The Essentials)

Role: Growth Marketing Manager
Seniority Level: Intermediate
Type: Individual Contributor
Languages: English (main) / German (C2/native)
Main Tools: HubSpot, Meta Ads, Google Ads, N8N, Amplitude
Location: Remote (Europe)
Compensation:

• Base Salary: €50.000 - €65.000

• Equity: Yes – Stock Options under our Equity Incentive Plan

• Benefits: you can check them below (at the end of the page)

• Contract Type: Permanent

Your Impact

You'll own Coverflex's growth engine in Germany — building the acquisition machine that turns paid, outbound, and lifecycle channels into a consistent, scalable source of qualified pipeline.

Germany is a priority expansion market. There's no existing playbook to follow. Your job is to figure out what works, double down on it, and build a repeatable model that generates SQLs month after month — while keeping a close eye on funnel efficiency and ROI.

You’ll know you’re successful when, after 90 days, you’ve:

• Audited the current acquisition channels and defined a clear 3-to-6-month lead generation plan

• Launched at least one net-new channel or initiative with measurable early results

• Built a strong working rhythm with the local BDR and Sales teams

• Established your performance reporting baseline and are tracking against it weekly

How we’ll measure success:

• Main KPI 1: SQLs (Sales Qualified Leads) generated

• Main KPI 2: Leads generated via inbound and outbound channels

• Main KPI 3: Net new initiatives launched and revenue uplift attributed

⚡ Reality Check - What Makes This Role Hard

Let's be real, you're building a growth engine in a new market, with fast-moving targets and no local precedent to lean on.

Here's what makes it challenging:

• Speed of adaptation: the German market will give you feedback fast. Your ability to absorb that signal and pivot your approach — without losing momentum — will define your first six months.

• No inherited playbook: you'll need to identify the right channels from scratch: ones with enough volume to scale and efficient enough to deliver ROI. That takes experimentation, patience, and a sharp eye for what to kill early.

• Balancing execution and strategy: you're expected to design the growth strategy and run the campaigns yourself. The line between thinking and doing is thin — and that's by design.

• Cross-functional influence: you'll need to align closely with Sales, BDR, and Product without a direct reporting line to any of them. Results depend on relationships as much as tactics.

You

Must-haves

• 5+ years in performance marketing, growth, or demand generation roles

• Proven experience running paid acquisition (Google Ads, Meta, Bing, LinkedIn, TikTok or Reddit) and managing budgets for ROI

• Hands-on experience with lifecycle marketing and outbound growth programs

• Technical enough to build and manage workflows in HubSpot and automation tools (Make, N8N, or similar)

• Strong grasp of B2B growth dynamics — you understand the full funnel from lead to closed-won

• Ownership mindset: you define the strategy, execute the plan, and own the numbers

• Always looking for first-mover advantages — new channels, tactics, hacks, experiments

• Fluent in German and English

Nice-to-have

• Experience collaborating with Sales teams to improve acquisition-to-conversion rates

• Familiarity with B2B sales motion and pipeline qualification

• Detail-oriented approach to data, reporting, and experiment documentation

Your DNA

• Owner: you treat SQLs and pipeline as your personal responsibility, not someone else's problem

• Hands-on strategist: you've done the executor work for years — now you design and run the whole play

• First-mover curious: you're always watching what other fast-growing startups are doing and asking "why aren't we doing that?"

• Fast and rigorous: you move quickly, but your experiments are structured and your learnings are documented

• Proactive collaborator: you bring the Sales and BDR teams into your world early, not after the fact

You’ll probably find this frustrating if…

• You prefer to build strategy and hand execution off to someone else

• You need structure, guidance, or a well-defined playbook to get started

• You're not comfortable owning business metrics directly

• You move carefully rather than iterating fast

Manager & Team

Meet Your Manager

Hiring Manager: Pedro Costa — Global Head of Growth
Location: Portugal
LinkedIn Profile: https://www.linkedin.com/in/pedrocosta18/

Profile Snapshot:

• Energy: Focused, driven by results and continuous learning

• Communication: Direct and efficient, mostly through Slack and quick huddles

• Feedback Style: Honest and straightforward

How to work with me - in the Manager's own words:

I want to see the best version of everyone on the team. To achieve that, I give full freedom for people to show me the right path forward, but that freedom comes with responsibility and ownership of targets. I'm here to support and challenge you. As a manager, my question will always be: "What's blocking you from reaching X?" My goal is to help you remove those blockers and push you to succeed. Numbers-oriented, straight to the point, and focused on business impact, not big on small talk, but always clear and direct.

Your Team

You’ll work day-to-day with:

• Pedro Costa

• Head of Marketing (Germany) - your future manager

• Marketing Manager (Germany)

Key Stakeholders:

• Max Feider, Head of International Expansion, https://www.linkedin.com/in/max-feider/

• Nelson Ferreira, Growth Expansion Manager, https://www.linkedin.com/in/nelson-ferreira/

• Head of Sales(Germany)

• Sales Team

Access & Belonging (Equal Opportunity)

We hire for impact and potential, not pedigree.
We welcome applications from people with non-linear careers, career breaks, caregiving gaps, and those changing fields.

No discrimination on the basis of age, disability, gender identity/expression, marital or family status, pregnancy, neurodivergence, race/ethnicity, religion/belief, gender, sexual orientation, or any other protected ground.

Assessment fairness:
We anchor on evidence of outcomes (what you shipped, moved, or influenced).
We actively de-bias by using structured rubrics, multiple assessors, and blind screening most of the time  (we won’t know your name, gender, or personal info until the interview stage).

Application Clarity

No cover letter required.
Apply with your LinkedIn or your CV.
You may be asked a few short, relevant questions.

Total candidate time investment: ~3–5 hours end-to-end.

Hiring Stages (What to Expect, Why & How Long)

1. CV / LinkedIn Screen — Signal check vs must-haves
• Done by People + Hiring Manager.
• You’ll hear from us within 10 business days.

2. Role-Fit Questionnaire (async)
Purpose: capture signals your CV can’t (languages, tools, scenario judgement) and calibrate seniority.
Format: multiple choice +  short answers.
Accessibility: prefer a call? Tell us - we’ll swap for a short chat.

3. Hiring Manager Interview - Deep dive into your work • 45 min
Structured around outcomes, decisions, and collaboration.

4. People Interview - Allow us to know you! • 30 min
With People. Stress-free virtual coffee, focused on getting to know you as a person. We talk about culture, beliefs, and purpose.

5. Case study - Let's peak into this role's challenges • 60 min
Exercises that represent potential challenges this role would have and how you'd approach them.

6. Marketing Management chat - Meet the CMO • 45 min

7. Final Conversation (CEO / C-Level) — Values, strategy, and your growth • 30 min

AI & Hiring Tools Transparency

We use a few tools to reduce bias and improve documentation, not to make hiring decisions.

• Teamtailor anonymisation: profiles are reviewed without relying on names/personal identifiers.

• Meeting recorder (e.g., Talka.ai): may be used to capture interviews so we can focus on the conversation.

• ChatGPT: may be used to turn interview notes/transcripts into clear, structured summaries.

⏱️ Speed & Communication

• Decision: within 4 weeks of your application.

• Updates: weekly if the process runs longer.

• Scheduling: interviews between 10:00–16:00 CET (flexible across Europe).

• Feedback: from the Case stage onwards, you’ll always receive written or verbal feedback - what went well, and what to strengthen next time.