Job Title: Senior Director, Web Marketing
Reports to: VP of Growth Marketing
About Splunk:
Splunk, a Cisco company, is building a safer and more resilient digital world with an end-to-end full stack platform made for a hybrid, multi-cloud world. Leading enterprises use our unified security and observability platform to keep their digital systems secure and reliable. Our customers love our technology, but it's our caring employees that make Splunk stand out as an amazing career destination. No matter where in the world or what level of the organization, we approach our work with kindness. So bring your work experience, problem-solving skills and talent, of course, but also bring your joy, your passion and all the things that make you, you. Come help organizations be their best, while you reach new heights with a team that has your back.
The Role:
We're seeking a visionary and data-driven Senior Director of Web Marketing to lead the global strategy, performance, and evolution of our corporate website. This role sits at the crossroads of marketing, UX, and technology-focused on driving measurable demand, optimizing user experiences, and enabling AI-powered personalization that converts.
You'll oversee a cross-functional team of product owners, scrum masters, UX designers, and international web marketers operating in an Agile model. Success requires close partnership with content, analytics, engineering, and product marketing to deliver a high-impact, scalable, and user-centered web experience.
Key Responsibilities:
Own and evolve the global web strategy to drive leads, SEO performance, and conversion.
Lead Agile web ops-prioritizing backlogs, running sprints, and ensuring continuous optimization.
Establish and lead user research initiatives using qualitative and quantitative methods to inform strategy.
Collaborate cross-functionally to align design, messaging, and performance insights with business goals.
Champion accessible, mobile-first, conversion-optimized UX and design systems.
Implement personalization strategies using Adobe Target, CDPs, and behavior-based data.
Integrate AI for content testing, UX experimentation, and intelligent metadata.
Drive measurable outcomes tied to lead generation, engagement, and pipeline impact.
Govern global publishing via AEM, ensuring consistency, localization, and compliance.
Own and manage the web marketing budget and procurement process.
Who You Are:
10+ years in digital marketing, web strategy, or UX in B2B, SaaS, or tech environments.
Skilled in enterprise web performance, personalization, and customer-centric design.
Experienced with Agile, user research, and cross-functional collaboration.
Proficient with AEM, Adobe Target, GA4, Mouseflow, CDPs, Figma, and A/B testing platforms.
Curious, tech-forward, and excited by AI, automation, and modern MarTech.
Bonus Points For:
Experience applying generative AI (e.g., ChatGPT, Jasper, Adobe Sensei) to marketing workflows.
Understanding of front-end frameworks (HTML/CSS, React).
Experience managing international web presence with regulatory compliance (GDPR, WCAG, etc.).
Background in Growth Marketing within B2B SaaS.
Why Splunk:
Define how our brand shows up online-from first click to sales engagement.
Work with innovative teams shaping the future of digital marketing and AI.
Enjoy competitive pay, equity, and a flexible, remote-friendly environment.
Compensation Range $247,000 USD - $303,800 USD
Splunk, a Cisco company, is an Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, national origin, genetic information, age, disability, veteran status, or any other legally protected basis.
When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. and/or Canada locations, not including equity or benefits. For non-sales roles the hiring ranges reflect base salary only; employees are also eligible to receive annual bonuses. Hiring ranges for sales positions include base and incentive compensation target. Individual pay is determined by the candidate's hiring location and additional factors, including but not limited to skillset, experience, and relevant education, certifications, or training. Applicants may not be eligible for the full salary range based on their U.S. or Canada hiring location. The recruiter can share more details about compensation for the role in your location during the hiring process.
U.S. employees have access to quality medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, short and long-term disability coverage, basic life insurance and numerous wellbeing offerings.
Employees receive up to twelve paid holidays per calendar year, which includes one floating holiday (for non-exempt employees), plus a day off for their birthday. Non-Exempt new hires accrue up to 16 days of vacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco's flexible Vacation Time Off policy, which does not place a defined limit on how much vacation time eligible employees may use but is subject to availability and some business limitations. All new hires are eligible for Sick Time Off subject to Cisco's Sick Time Off Policy and will have eighty (80) hours of sick time off provided on their hire date and on January 1st of each year thereafter. Up to 80 hours of unused sick time will be carried forward from one calendar year to the next such that the maximum number of sick time hours an employee may have available is 160 hours. Employees in Illinois have a unique time off program designed specifically with local requirements in mind. All employees also have access to paid time away to deal with critical or emergency issues. We offer additional paid time to volunteer and give back to the community.
Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components. For quota-based incentive pay, Cisco typically pays as follows:
.75% of incentive target for each 1% of revenue attainment up to 50% of quota;
1.5% of incentive target for each 1% of attainment between 50% and 75%;
1% of incentive target for each 1% of attainment between 75% and 100%; and once performance exceeds 100% attainment, incentive rates are at or above 1% for each 1% of attainment with no cap on incentive compensation.
For non-quota-based sales performance elements such as strategic sales objectives, Cisco may pay up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.
