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The Technology Partnerships Director will own and scale strategic partnerships with major advertising platforms and technology companies to drive product and commercial outcomes. This role involves managing the full partnership lifecycle, from initial negotiation to joint go-to-market execution and product integration.
Supermetrics connects to hundreds of platforms, making technology partnerships a core part of our business. We work closely with major AI platforms, advertising platforms, cloud providers, and martech and adtech companies.
We're looking for a Technology Partnerships Director to help us build and scale these partnerships. You'll initially focus on our relationships with major advertising platforms as we expand our campaign management capabilities.
You'll report to the Global Director of Technology Partnerships and work cross-functionally with Product Development, Engineering and our Go-to-market organization to turn partnerships into meaningful product and commercial outcomes.
The on target earnings for this role is between $220K - 260K annually + equity. This represents the good-faith estimate of the salary range the company reasonably expects to pay for this position upon hire. Final compensation will depend on various factors, including the applicant's experience, specialized training, and geographic location. These figures reflect the compensation offered for remote U.S.based candidates.
Supermetrics is committed to fair and equitable compensation practices. We regularly review pay data to ensure internal equity, market alignment, and full transparency in how we reward performance.
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Join us in putting AI to work for marketers
Supermetrics helps marketers make better decisions. It connects marketing data from platforms like Facebook Ads and Google Analytics to the AI tools, analytics tools, and data warehouses marketers already use, putting it right where they need it.
With Supermetrics, a marketer can connect their data to AI tools like Claude and ChatGPT, ask questions about their campaigns, and get insights and recommendations grounded in live data. From there, they can also manage and update campaigns across every connected platform, automatically and in one place, using guardrails to stay in control.
We work with organizations of every size: small teams that want enterprise-level reporting without the overhead, global brands like Dyson and L'Oréal that need visibility across millions in ad spend, and agencies like dentsu and McCann UK that manage large portfolios of client accounts at scale. In total, over 200,000 businesses trust Supermetrics to help them make the best decisions with their marketing data. We've grown from a one-person shop in 2013 into a global powerhouse, and we're only getting started.
Today, we're 300+ people, with teams spread across 10 countries and 3 continents. Our team represents more than 50 nationalities which makes us a multicultural, collaborative, thriving team.
Supermetrics operates on trust, transparency, and a keen customer focus. Forward-looking and quick to act, we see what needs doing, take ownership, and run with it. As team players, we help each other and win together.
We're hiring for a diverse, skilled, and collaborative team and building an inclusive workplace where everyone is treated fairly and respectfully.
It all started with a Google t-shirt... Read the rest of our story at supermetrics.com/about.
How we use AI in the recruitment process:
We use AI to help our recruiters work through applications faster, for example, summarizing your resume and scheduling interviews. A recruiter reviews every application, and no hiring decision is ever made by AI.
For some roles, your first interview may be with an AI interviewer instead of a person, and a recruiter reviews that conversation before deciding whether you move forward. From there, our human interviewers may use AI to take notes throughout the rest of the process, never to score or evaluate you, just so they can stay focused on the conversation instead of typing. You'll be told before this happens, and if you'd rather not be recorded, you can opt out at any point. It covers the rest of your process and never affects how you're evaluated. Every hiring decision is made by our human recruiting and hiring teams.
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