Marketing Operations Manager (maternity leave replacement)

We’re looking for a data-driven and detail-oriented professional to join our marketing team as a Marketing Operations Manager (maternity leave replacement). You’ll be the operational backbone of our marketing engine — ensuring smooth system operations, reliable data, and clear reporting that drives decision-making.

This position combines marketing operations and marketing analytics, ideal for someone who loves both structure and insight — from setting up campaigns to uncovering what’s really moving the needle.

Responsibilities

• Manage and optimize HubSpot for campaigns, lead management, workflows, and automations.
• Ensure data accuracy and integrity across marketing tools and CRM.
• Set up campaign tracking, UTMs, and dashboards to monitor performance.
• Support marketing and sales alignment through clear lead flow and lifecycle tracking.
• Help execute campaigns with technical setup, segmentation, and reporting support.
• Build and maintain dashboards and reports (HubSpot, Excel, BI tools).
• Analyze performance metrics across channels — web, email, paid, and events.
• Track key marketing KPIs (leads, pipeline, ROI, conversion rates, etc.).
• Provide insights and recommendations for optimizing performance and spend.
• Support management with ad-hoc data analyses and executive summaries.
  
  

Requirements

• 2-4 years of experience in Marketing Operations, Marketing Analytics, or a similar data-focused marketing role.
• Strong command of Excel / Google Sheets — including pivot tables, formulas, and data visualization.
• Hands-on experience with HubSpot (campaign setup, workflows, reports).
• Understanding of campaign tracking, UTMs, and marketing attribution basics.
• Analytical mindset with strong attention to detail and data accuracy.
• Excellent communication and organizational skills.
• Fluent English (spoken and written).
  
  

About Us

Cye helps security and risk leaders gain a clear, defensible view of their cyber exposure, grounded in financial impact and real-world attack paths. By continuously quantifying exposure and validating it in context, organizations can establish a strong baseline, prioritize decisions with confidence, and track measurable reduction over time.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.