Marketing Director

Marketing Director

Bellwether Windows, Siding & Doors, Denver Metro / Colorado Front Range Full-time

On-site · Reports to the President

About Bellwether

Bellwether is an exterior remodeling company, windows, siding, and doors, serving single-family homeowners and HOAs across the Denver metro and Colorado's Front Range. We compete on execution and craftsmanship, not low price.

A few things that are true about us and not about most contractors:

• One of only 11 Pella Platinum Premier Dealers in the country, Pella's highest dealer tier.
• Colorado's only James Hardie Alliance Elite Contractor with GuildMaster status, and a James Hardie President's Club winner every year since 2019, top 1% of Hardie contractors nationwide.
• 4.8 stars on Google across 260+ reviews.

We run the business on EOS (Entrepreneurial Operating System): a real scorecard culture, weekly leadership L10s, and clear accountability at every seat. Our five core values, Relentless & Reliable, Always Getting Better, Measure Twice, Win as a Team, Customer Obsessed, are how we hire, review, and promote. They aren't a poster.

Why this role exists

Production and Sales each have a dedicated director. We're adding a dedicated Marketing Director to own the marketing function end to end as the company grows, strategy, budget, analytics, partner accountability, and the marketing team itself.

This is a build-and-run role. You bring the plan to leadership to evaluate; we don't author it for you. If leadership is still writing the marketing plan a quarter after you start, the role isn't working.

What you'll own

• The full marketing function. Strategy, quarterly planning, and channel mix, brought to leadership as recommendations to evaluate, not for us to write.
• Analytics and ROI reporting on a cadence. Cost per lead, cost per appointment, cost per acquisition, and conversion and average sale price by source, reported through our EOS scorecard on a weekly and monthly rhythm, not when there's time.
• Budget allocation across channels. Annual plan, quarterly adjustment, monthly review.
• The marketing team. Lead, develop, and grow the existing team plus future hires. You'll run the department's L10, scorecards, rocks, and issues list the way our other directors run theirs.
• Outside-partner accountability. Digital advertising, SEO/website, lead-quality software, lead aggregators, direct mail, print, broadcast/streaming buyers, and PR partners. You hold these relationships and hold them to standard.
• Channel development. Evaluate and activate channels where they earn their cost, broadcast and streaming, PR and earned media, sponsorships, organic and paid social, and others. Build what's worth building; cut what isn't.
• Integration with Sales and Production. Appointment-set targets, lead-quality calibration with Sales, and lead-volume calibration against Production capacity.

What success looks like

You'll be accountable to a marketing scorecard inside our EOS rhythm. Specific KPIs are finalized with you once hired, but the structure includes:

• Weekly appointments set, the most important number. Marketing's job is to feed Sales qualified appointments.
• Cost per appointment (and by extension cost per lead and cost per acquisition).
• Lead quality by source, calibrated with Sales.
• Channel mix and ROI by channel, tracked monthly, reviewed quarterly.
• Team performance, development, and retention.
• Brand and reputation indicators, review velocity, response rate, referral tracking, earned-media presence.

What you need (non-negotiable)

• Home services industry experience at scale, multi-channel and multi-segment.
• EOS / LMA fluency. You can Lead, Manage, and hold Accountable from day one, run an L10, own a scorecard, hold a hard conversation, without being trained on what those mean.
• Direct-response and operational marketing depth in the channels a contractor runs in-house: call center / outbound (rehash, re-engagement, drip), events, canvassing, and direct mail. Call center operational discipline specifically is a high-leverage area.
• Enough digital literacy to hold partners accountable. You don't have to be the practitioner. You do have to read a paid-ads or SEO report, know what good and bad look like, and catch a problem before we do.
• Working knowledge of lead-aggregator economics, pricing, lead-quality variation, failure modes, negotiation levers.
• A track record developing people, not just managing around them.
• Values fit. The five above are how we evaluate every quarterly review.

Strong plus

• PR / earned-media background, press strategy, distribution, and building organic web visibility. This matters more as AI tools increasingly do consumer research; earned visibility is becoming as important as paid.
• Broadcast and streaming experience (TV, radio, streaming), knowing when these channels make sense and how to hold buyers accountable.
• Sponsorship judgment, telling a real lead-gen play from a vanity spend.
• Organic and paid social strategy, leading a junior social manager toward real follower and engagement growth.
• Performance-marketing analytics, CPL/CPA, conversion modeling, attribution, LTV where it applies.
• AI fluency for reporting, analysis, budget modeling, and content.
• Experience operating a brand across multiple markets.

Who you'll be

• A doer-thinker, not a pure strategist. You'll be on the phone with vendors, in L10s, building scorecards, sitting in on team training. If you want a corner office and a slide deck, you'll be unhappy here.
• Decisive and results-oriented, with grounded confidence, veteran enough to say what you don't know, secure enough not to bluff.
• A coachable veteran. You bring the fundamentals; you're open to the way we run them here. Our strongest leaders enter by asking questions for their first 90 days, then start leaving an unmistakable imprint.
• Slanted toward direct/face-to-face marketing, with the appetite to grow into holding digital partners accountable.

Compensation & benefits

• Base salary range: $120,000-$150,000, depending on experience
• Performance bonus: tied to appointments set and conversion metrics

Benefits:

• Health insurance with a significant company contribution toward employee premiums, plus contribution toward spouse and dependent coverage
• Dental and vision insurance with nearly the full premium covered for employee and family
• Company-paid life insurance and company-paid short- and long-term disability
• 401(k) with a safe harbor company match
• Paid time off, paid sick time, and paid holidays

How to apply

Apply through Indeed with a resume and a short note on the marketing function you've built or run and the numbers that prove it worked. We screen for evidence and ownership, not polish.

Bellwether Windows, Siding & Doors is an equal opportunity employer. We do not discriminate on the basis of race, color, religion, sex, national origin, age, disability, genetic information, or any other protected status.

Pay: $120,000.00 - $150,000.00 per year

Benefits:

• 401(k)
• 401(k) matching
• Dental insurance
• Health insurance
• Paid time off
• Retirement plan
• Vision insurance

Work Location: In person