Account-Based Marketing Manager New Seattle, WA

Gradial is the marketing operations system of work that helps marketers and creatives move from idea to execution faster. Our platform orchestrates across martech stacks, workflows, and people to automate marketing execution, cutting execution time, so marketers focus on the work only humans can do: shaping brands, understanding customers, and creating the work that moves people. Backed by leading investors, we’re building software that adapts to the user, not the other way around. We move with urgency, operate with ownership, and solve hard problems from first principles. If you want to do ambitious work, take real responsibility, and help define the future of AI-native content operations, you’ll do your best work here. The Role Gradial is hiring our first Account-Based Marketing Manager to define how we win, expand and deepen relationships with our most strategic accounts. You will own 1:1 and 1 ABM programs against a focused target account list, working directly with Sales to turn account insight into engagement, meetings and pipeline. This is a hands-on individual contributor role with real ownership. You will set the strategy, build the programs, write the messaging, orchestrate the channels and measure the results. Success means creating account experiences that feel specific, relevant and difficult to ignore. You will work closely with AEs, SDRs and sales leadership on shared account plans and shared pipeline goals. The standard is simple: build an ABM motion that sellers trust, use and want more of. What You’ll Own Build and run 1:1 programs for our highest-value accounts, including custom content, personalized digital experiences, executive outreach, direct mail and high-touch moments designed around a specific buying group. Develop and scale 1 programs for account clusters based on industry, use case or buying trigger, with messaging and offers built specifically for each audience. Own account selection and tiering with Sales and leadership, continuously refining the target account list as priorities, coverage and market signals change. Turn account intelligence into action by mapping buying committees, organizational priorities, active initiatives, technology environments and competitive context. Orchestrate coordinated account plays across email, LinkedIn, paid media, direct mail, events and executive outreach so every touch reinforces one clear story. Partner with AEs and SDRs on account planning, outbound sequences, offers, CTAs and follow-up strategies for accounts in active programs. Lead recurring account interlocks with Sales to review engagement, buying signals, opportunity movement and next best actions. Create the enablement sellers need to execute, including account briefs, talk tracks, sequences, messaging and follow-up assets. Own executive field programs for priority accounts, including dinners, roundtables, VIP experiences and the follow-through required to turn engagement into qualified opportunities. Instrument and measure the ABM motion end to end, including engagement scoring, intent signals, seller alerts, account penetration, meetings, pipeline creation and deal velocity. Test and improve messaging, offers, channels and account tiers with a clear point of view on what to scale, change or stop. Use modern marketing technology and AI tools to deliver deeper personalization, faster execution and more leverage than a traditional ABM team. What We Need 6+ years of B2B marketing experience, including 3+ years building and running account-based programs against named target accounts, with experience targeting Fortune 100 companies. Demonstrated experience executing true 1:1 and 1 ABM programs, not broad demand generation campaigns repackaged as account-based marketing. A strong track record of partnering directly with enterprise sellers, aligning around shared priorities and earning credibility with sales teams. Hands-on experience with ABM and intent platforms such as 6sense, Demandbase, Terminus or RollWorks, plus personalization platforms such as Mutiny or Folloze. Fluency across the broader go-to-market stack, including CRM, marketing automation, enrichment and sales engagement platforms. Experience marketing into complex enterprise buying committees with long sales cycles, multiple stakeholders and multi-threaded opportunities. Strong writing and content development skills, with the ability to create messaging for a specific account, persona and buying context. Strong analytical judgment and the ability to connect account engagement to pipeline outcomes, identify what is working and communicate results clearly to leadership. Active experience using AI tools in day-to-day marketing work, including LLMs such as ChatGPT, Claude or Gemini. Strong project management skills with the ability to run multiple high-touch account programs at different stages simultaneously. A bias toward action, comfort operating with ambiguity and the ability to build a high-performing program without an established playbook. Nice to Have Experience building an ABM function from the ground up in a startup or high-growth environment. Experience marketing AI, automation or enterprise workflow products. Domain experience in healthcare and life sciences, financial services or media and technology. Compensation The salary range for this position is $145,000 – $165,000 annually. Final compensation will be determined based on factors such as experience, skills, and qualifications. What we offer Performance-based annual bonus Meaningful equity awards Medical, dental & vision (fully covered for employees with 75% for dependents) Fertility & family-planning support 401k plan Unlimited PTO A beautiful Seattle office with a gym, sauna, and bike parking Free lunch three days a week in our HQ A front-row seat to building category-defining AI infrastructure You’ll thrive here if you Learn quickly, actively seek out new challenges, and regularly reconsider "how it's always been done." Want to have real impact with zero bureaucracy. Have an innate drive for being 1% better than the day before, building towards greatness. Embrace AI as a core tool for problem-solving, innovation, and scale. Show customer-obsession (internal or external), high ownership/accountability, and bias for action. Communicate clearly, directly, with curiosity, and assuming good intentions. Thrive in fast-paced, hyper-growth environments where building better > maintaining status quo. AI Literacy & Interviewing Tools As an AI-first company, we prioritize AI literacy as a core competency in our hiring decisions. We’re excited by candidates who thoughtfully apply AI tools in their work, but during interviews we’re focused onyou. This is your opportunity to show how you think, communicate, and solve problems. Over-reliance on AI-generated responses during the interview process (especially when it obscures your own voice) will result in disqualification. We want to understand your unique perspective and how you approach challenges, both with and without AI. We maintain a five-day in-office work week at our Seattle headquarters. We've found this enables the close collaboration and rapid iteration that's core to our culture as a growing startup. Gradial is dedicated to creating an environment where diverse perspectives are valued and all team members can grow. We offer competitive compensation, equity, flexible work hours, comprehensive benefits, and a collaborative culture focused on learning and impact. Voluntary Self-Identification For government reporting purposes, we ask candidates to respond to the below self-identification survey.Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file. As set forth in Gradial's Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law. If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows: A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability. A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service. An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense. An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985. Voluntary Self-Identification of Disability Why are you being asked to complete this form? We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years. Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at . How do you know if you have a disability? A disability is a condition that substantially limits one or more of your "major life activities." If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to: Alcohol or other substance use disorder (not currently using drugs illegally) Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS Blind or low vision Cancer (past or present) Cardiovascular or heart disease Celiac disease Cerebral palsy Deaf or serious difficulty hearing Diabetes Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders Epilepsy or other seizure disorder Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome Intellectual or developmental disability Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD Missing limbs or partially missing limbs Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports Nervous system condition, for example, migraine headaches, Parkinson's disease, multiple sclerosis (MS) Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities Partial or complete paralysis (any cause) Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema Short stature (dwarfism) Traumatic brain injury PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete. #J-18808-Ljbffr Gradial