Technical Head of Marketing

Head of Marketing

You’ll own the growth engine behind how Firecrawl acquires and activates users — across content, SEO/GEO, product marketing, partnerships, social, and emerging agent‑first distribution channels. This is not a narrow channel role. You’ll run the operating system behind our signup growth: pacing, channel mix, performance diagnosis, prioritization, and team execution. You’ll work closely with Eric, who owns growth strategy and the major bets, while you own turning that strategy into a machine that performs every single week.

Salary Range: $180,000–$240,000/year (Range shown is for U.S.-based employees in San Francisco, CA. Compensation outside the U.S. is adjusted fairly based on your country's cost of living. You can explore how we calculate this here:

Equity Range: Up to 0.1%

Location: San Francisco, CA or Remote (Americas, UTC-3 to UTC-10)

Job Type: Full‑Time

Experience: 5+ years in marketing or growth leadership at a technical or developer‑facing product

Visa: US Citizenship/Visa required

About Firecrawl

Firecrawl is the easiest way to extract data from the web. Developers use us to reliably convert URLs into LLM‑ready markdown or structured data with a single API call. In just over a year, we’ve hit 8 figures in ARR and 100k+ GitHub stars by building the fastest way for developers to get clean, structured web data.

We’re a small, fast‑moving, technical team building essential infrastructure for the AI era. We ship fast and deep.

What You’ll Do

• Own weekly signup pacing and growth across core acquisition channels — you’re accountable to the number, not just the strategy

• Build a defensible signup mix across SEO/GEO, partnerships, brand, and other durable channels that compound over time

• Run cross‑channel planning, prioritization, and execution — including managing channel owners across content, PMM, partnerships, brand, and distribution

• Run weekly performance reviews: diagnose misses, identify what’s working, and ship corrective action plans fast

• Partner with product and engineering on activation, onboarding, and growth constraints that live outside marketing’s direct control

• Keep Eric focused on strategy and major bets — not on stitching the whole machine together week to week

What We’re Looking For

A true operator, not a strategist. You’ve owned a growth number before — not advised on one. You know the difference between a channel that’s underperforming and a channel that needs to be killed, and you make that call without waiting for someone else to tell you.

Experienced running marketing for a technical or developer‑facing product. You understand how developers discover tools, evaluate them, and decide to actually use them. You’ve built growth systems for an audience that hates being marketed to.

Strong management instincts. You can run a team with a mix of channel specialists, create cadence, drive accountability, and keep everyone moving in the same direction — without needing perfect information to do it.

Fluent in modern distribution. SEO/GEO, content, product launches, AI‑native discovery — you have real operational depth across multiple channels, not just talking points.

Good messaging taste. You’re not a pure brand specialist, but you know what good looks like. You can maintain a high bar across everything that goes out without being the bottleneck.

Comfortable working directly with founders. No marketing committee. No approval layers. You’ll have a direct line to Eric and be expected to push back, make calls, and own the outcome.

Backgrounds that often do well: head of growth or marketing at a developer tools or API‑first company, early marketing leader at a PLG SaaS startup, founder‑marketer who built a growth engine from scratch.

What We’re NOT Looking For

• Marketing leaders who are great at strategy decks and weak on execution

• People who need a fully‑staffed team under them before they can move the needle

• Anyone who mistakes activity — campaigns launched, emails sent, content published — for growth

A Note On Pace

We’re a small team doing a lot. Roles here are loosely defined on purpose — you’ll own things that don’t have a clear owner yet, and that’s a feature, not a bug. If you need your scope fully defined before you can move, this probably isn’t the right fit. If you want to build something that matters inside one of the fastest‑growing AI infrastructure companies in the world, let’s talk.

Benefits & Perks

Available to all employees

Salary that makes sense — $180,000–$240,000/year (SF, U.S.-based), based on impact, not tenure

Own a piece — Up to 0.1% equity in what you’re helping build

Generous PTO — 15 days mandatory, anything after 24 days, just ask (holidays excluded); take the time you need to recharge

Parental leave — 12 weeks fully paid, for moms and dads

Wellness stipend — $100/month for the gym, therapy, massages, or whatever keeps you human

Learning & Development — Expense up to $1,000/year toward anything that helps you grow professionally

Team offsites — A change of scenery, minus the trust falls

Sabbatical — 3 paid months off after 4 years, do something fun and new

Available to US‑based full‑time employees

Full coverage, no red tape — Medical, dental, and vision (100% for employees, 50% for spouse/kids) — no weird loopholes, just care that works

Life & Disability insurance — Employer‑paid short‑term disability, long‑term disability, and life insurance — coverage for life's curveballs

Supplemental options — Optional accident, critical illness, hospital indemnity, and voluntary life insurance for extra peace of mind

Telehealth — Talk to a doctor from your couch

401(k) plan — Retirement might be a ways off, but future‑you will thank you

Pre‑tax benefits — Access to FSAs and commuter benefits (US‑only) to help your wallet out a bit

Pet insurance — Because fur babies are family too

Available to SF‑based employees

SF HQ perks — Snacks, drinks, team lunches, intense ping pong, and peak startup energy

E‑Bike transportation — A loaner electric bike to get you around the city, on us