--- type: JobPosting title: Marketing Director company: Bellwether Windows, Siding, and Doors category: growth-marketing seniority: DIRECTOR contractType: FULL_TIME remote: ONSITE location: Denver, CO 80207 salaryMin: 120000 salaryMax: 150000 salaryCurrency: USD market: USA postedAt: 2026-06-17 applyUrl: "https://www.indeed.com/viewjob?jk=532be5e92bc0b7a8" canonical: "https://www.growthtalent.org/jobs/growth-marketing/bellwether-windows-siding-and-doors/marketing-director-bellwether-windows-siding-and-doors" --- # Marketing Director **Bellwether Windows, Siding, and Doors** · Denver, CO 80207 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 [Apply →](https://www.indeed.com/viewjob?jk=532be5e92bc0b7a8) --- Canonical: https://www.growthtalent.org/jobs/growth-marketing/bellwether-windows-siding-and-doors/marketing-director-bellwether-windows-siding-and-doors