Demand Generation Associate

As a Demand Generation Associate, you’ll drive outbound acquisition efforts by identifying, sourcing, and engaging high-potential prospects. You’ll build a customer pipeline from the ground up through strategic research, cold outreach, and disciplined follow‑up that directly supports VIP player acquisition. In this role, you’ll help create a seamless, compliant, and player‑first experience while partnering closely with the VIP Acquisition Team to deliver qualified opportunities that fuel long‑term growth.

• Own demand generation efforts from initial prospect research through light qualification and handoff.
• Source and enrich prospective player data through public research, internal tools, referrals, and strategic list‑building initiatives.
• Execute structured multi‑channel outreach campaigns in compliance with regulatory and responsible gaming standards.
• Maintain strong daily activity levels while consistently achieving qualified opportunity and pipeline targets.
• Deliver a professional, compliant, and player‑first acquisition experience while partnering cross‑functionally to improve outreach strategies and conversion opportunities.

• Bachelor’s Degree, with up to 1‑2 years of experience in sales, business development, or a similar customer‑facing role.
• A competitive and proactive mindset with the confidence to pursue new opportunities through outbound outreach and relationship‑building.
• Strong research, organizational, and communication skills with the ability to quickly learn new tools, systems, and workflows.
• Coachability, adaptability, and a desire to grow within a fast‑paced, highly collaborative, and performance‑driven environment.
• Ability to obtain and maintain required State Gaming Licenses.

The US base salary range for this full‑time position is 60,000.00 USD - 60,000.00 USD, plus bonus, equity, and benefits as applicable. Our ranges are determined by role, level, and location. Within the range, individual pay is determined by work location and additional factors, including job‑related skills, experience, and relevant education or training. Your recruiter can share more about the specific pay range and how that was determined during the hiring process.

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.