Director, Strategic Events and Experiences

Great events create memorable experiences and meaningful business impact.

Reporting to the VP, B2B Marketing, this role owns our events strategy and portfolio end to end, deciding where we invest, what we stop doing, and how events create demand, deepen customer relationships, open executive doors, strengthen our brand, and advance priority accounts. You'll lead a team of two event marketers and work closely with sales, customer success, revenue operations, and marketing leadership. The portfolio spans major industry sponsorships, executive experiences, regional and account-based programs, Tidal (our annual customer and prospect event), Revenue Kickoff, and President's Club. This is a full time, fully remote position on our team. 

What you’ll do: 

Own the Events Strategy 

• Build the annual events strategy against company, marketing, and revenue priorities. 
• Decide where to place bigger bets, where to pull back, and which programs no longer deserve investment. 
• Every major event should have a clear job: creating pipeline, advancing an opportunity, engaging a priority account, expanding a customer relationship, building executive access, or strengthening our market position. You own the portfolio, the budget, and the trade-offs.

Lead Our Most Important Experiences 

• Own the strategy and execution of Tidal, shaping the audience, content, speaker strategy, programming, attendee experience, and commercial goals. 
• Work with senior leaders across the company to make Tidal a platform customers value and want to invest in year after year, prospects want access to, and the market associates with Spring Health. 
• You'll also lead revenue kickoff, president's club, and other high-profile company experiences. Generic corporate events will not cut it. 
• Build the processes and standards that keep the portfolio consistently high quality, even when execution is distributed across the team and external partners.

Build an Executive and Account-Based Events Engine 

• Create experiences worth a senior buyer's time. 
• Build a scalable executive and regional events motion with sales and customer success, using dinners, roundtables, experiential programs, partner events, and other formats where they can actually move accounts. 
• Start with the account objective, not the event idea: before a program launches, the target audience, outreach plan, desired account movement, follow-up motion and expected ROI should already be clear.

Make Events Commercially Accountable 

• Build a measurement model that reflects what each event is supposed to accomplish, whether that's sourced pipeline, target-account engagement, opportunity progression, executive relationships, customer expansion, brand visibility, or another measurable outcome. 
• Partner with sales, BDR, marketing operations, and revenue operations to connect events to the broader GTM motion before, during, and after each program. 
• Own a regular reporting cadence, dashboards and updates that give leadership a clear, current view of portfolio performance and ROI. Use the data to make decisions. Keep what works. Change what doesn't.

Use AI to Make a Small Team More Powerful 

• Find practical ways to use AI across audience selection, research, outreach, personalization, planning, analysis, feedback synthesis, and event operations. 
• Build repeatable workflows that eliminate low-value manual work and free the team for strategy, creativity, relationships, and execution. 
• Stay current on emerging event technology and formats: test what has potential, ignore what's mostly noise. 
• The standard is simple: does it make the work better or materially increase the team's leverage?

Lead the Team 

• Manage and develop two event marketers who own their programs end to end. 
• Set a clear bar. Coach judgment, not just execution. Stay close enough to improve the work without becoming the person every decision funnels through. 
• You'll also manage agencies, venues, production partners, sponsors, and vendors, and decide what should stay in-house versus what should be handled externally. 
• Bring a point of view. This team should help determine where events can create business impact, not wait for someone to send an event request.

What success looks like: 

• Meet annual goals for pipeline and revenue influenced by events.
• Increase engagement from priority customers, prospects, and senior decision-makers.
• Achieve strong attendee satisfaction across major events and experiences.
• Deliver the events portfolio within approved budget.
• Ensure event follow-up is completed on time and drives measurable opportunity progression.

What you’ll bring:

• 10+ years of experience in B2B events, experiential marketing, or field marketing, including ownership of a complex events portfolio
• 3+ years managing people and building teams that can operate with real autonomy
• Experience leading large-scale B2B events end to end, including owned conferences or customer summits, major sponsorships, executive experiences, and internal revenue events
• Strong commercial instincts: you understand how events connect to pipeline, account movement, customer growth, and brand
• Experience working closely with sales, customer success, revenue operations, and marketing around shared GTM priorities
• Strong portfolio judgment: you can weigh competing opportunities, decide where to invest, and explain why
• A high bar for programming, content, production, creative, and attendee experience
• Experience owning meaningful budgets and managing agencies, venues, sponsors, vendors, and production partners
• Experience building and delivering clear, data-backed reporting to executive leadership on program performance and ROI
• Hands-on experience using AI, automation, and emerging technology to improve how work gets done
• Fluency with core GTM and event systems, including Salesforce and marketing automation platforms
• Clear, concise communication and the executive presence to work comfortably with senior leaders, customers, prospects, and external partners
• Comfort making decisions without perfect information. You raise issues early and bring a recommendation with them
• Willingness to travel and work flexibly around major events when needed

The target base salary range for this position is $176,500 - $203,500, and is part of a competitive total rewards package including equity and benefits. Individual pay may vary from the target range and is determined by a number of factors including experience, location, internal pay equity, and other relevant business considerations. We review all employee pay and compensation programs annually using Radford Global Compensation Database at minimum to ensure competitive and fair pay. 

Benefits provided by Spring Health:

Note: We have even more benefits than listed here and below, your recruiter will provide more in-depth information as you continue in the interview process. Benefits are subject to individual plan requirements and eligibility criteria.

• Health, Dental, Vision benefits start on your first day at Spring. You and your dependents also receive access to One Medical accounts HSA and FSA plans are also available, with Spring contributing up to $1K for HSAs, depending on your plan type.
• Employer sponsored 401(k) match of up to 2% for retirement planning
• A yearly allotment of no cost visits to the Spring Health network of therapists, coaches, and medication management providers for you and your dependents.
• We offer competitive paid time off policies including vacation, sick leave and company holidays.
• At 6 months tenure with Spring, we offer parental leave of 18 weeks for birthing parents and 16 weeks for non-birthing parents.
• Access to Noom, a weight management program—based in psychology, that’s tailored to your unique needs and goals. 
• Access to fertility care support through Carrot, in addition to $4,000 reimbursement for related fertility expenses.
• Access to Wellhub,  which connects employees to the best options for fitness, mindfulness, nutrition, and sleep in one subscription
• Access to BrightHorizons, which provides sponsored child care, back-up care, and elder care
• Up to $1,000 Professional Development Reimbursement a year.
• $200 per year donation matching to support your favorite causes.