Go-to-Market (GTM) Engineer

Type: Full-time / Permanent

Location: Toronto, ON

Location Type: In person, onsite preferred

Department: Growth

Salary: $110,000 – $150,000 CAD Annually

Reports To: Sr. Director of Growth

Company Overview

50,000+ athletes. 35+ cities. 750 million+ views. Brodie Growth fills the leagues for Brodie Rec. League: 12-week seasons, four times a year, across 35+ cities in Canada and the US, with 20 more cities on the calendar for 2027 and a seed round led by Lerer Hippeau and Golden Ventures behind it. Brodie League is more than a basketball league, it's a community. As one of North America's fastest-growing sports brands, Brodie League is redefining adult recreational basketball by delivering an elevated, professional-quality experience rooted in culture, competition, and community. Our mission is to make every league night the best night of the week for our athletes.

Role Overview

Brodie is projected to reach about 700 teams this winter. We are building toward 1,400 by summer 2027, and we will not get there by doubling the manual work. You build the growth machine: the CRM, the automations, the reporting and the playbook that let a small team run 35+ cities, and then copy that system into the next 20. Every captain inquiry gets an answer in minutes. Every signed team is tied to a person and a source. Nobody copy-pastes between tools, and nothing we automate puts Brodie on a blocklist or in front of a regulator. This is a systems job first, a growth marketing job second, and a teaching job third. In that order, and the order matters. Nothing scales without the systems. Growth judgment decides which systems are worth building. And if the City Launchers can't run what you build without you, it doesn't count. City Launchers own their markets and live on game nights, roughly 7pm to midnight. You'll see plenty of game nights, but your job is making sure every launcher's follow-up, reporting and pipeline run on their own, and that the mass communication they shouldn't send by hand (an 8,000-person email list, a city-wide waitlist push) runs through a workflow you built. The VP of Engineering owns engineering, product and the security controls what you build inside. The Head of Content owns content strategy. You make growth run as a system, working directly with the Sr. Director of Growth as a fellow builder rather than through layers.

Before you apply, know what we are going to ask you. If these questions feel like a chore, this is not your role. If you already know your answers, keep reading.

• One system you built that ran in production: the stack, the volume it handled each week, the number it moved, and what you did to keep it compliant.
• The first automation you would build at Brodie in week one, and who would approve it before it runs on its own.
• A growth decision you made from data, and the part of that data you didn't trust.
• An experiment you killed because the data said so, what you learned, and what you ran next.
• Something you ran consistently for a long time (a newsletter, a podcast, a weekly report, an open-source project) and the system that kept it going.
• Ten minutes teaching us something about AI or automation, as if we don't code.

Core Responsibilities

THE GROWTH PLAYBOOK AND CRM (PRIMARY FOCUS)

• Own the CRM data model, lead stages, routing, dashboards and hygiene, and tie every signed team to a captain, a City Launcher and a source
• Build playbook v1 with the City Launchers: launch checklists tracked in the CRM, the affiliate and referral program structure, and the data on where Brodie should launch next
• Spend your first months finding what in the launch playbook and CRM process can be automated, then turn the foundation we have into a system a new launcher in a new city can run from day one, including cities outside North America
• Turn 1,400 teams into weekly targets by city, channel and season. Find the bottleneck. Fix it.
• Build the weekly growth scorecard leadership reads on one screen. The Sr. Director of Growth runs the review; you build what it runs on

GROWTH AUTOMATION

• Speed-to-lead: a new captain inquiry gets a reply in minutes, with a human in the loop for anything unusual
• Captain and team follow-up, referral tracking, unpaid deposit reminders, City Launcher reporting, and the mass communications launchers shouldn't send by hand
• Build agents that fill CRM fields from calls and messages, so nobody updates records by hand
• Every agent ships in propose mode with a named human approver, logs what it did, and earns auto mode only when its acceptance rate says it should
• If someone at Brodie does it by hand every week, you automate it and teach them to run it. One hour of your work should save the team ten

COMPLIANCE, CONSENT AND SECURITY

• Build marketing consent into every capture point and workflow, so email and SMS only reach people who opted in, under CASL in Canada and CAN-SPAM and TCPA in the US
• Protect deliverability: authentication, list hygiene, suppression and send-rate controls, so an automation that misfires sends zero messages, not two hundred
• Handle customer data as if someone is watching: least-privilege access, no uncontrolled uploads of customer lists to third-party platforms, and a record of what data each tool holds and why
• Partner with the VP of Engineering on the controls behind what you build, and raise the gap before it becomes an incident

MEASUREMENT

• Tie Meta conversion events, the self-attribution form and landing-page tracking into the CRM, so ad spend is judged by cost per signed team, city by city
• Run landing-page and signup experiments every week. Graduate the winners, kill the losers, and write down why
• When something you shipped doesn't work, own it: here's what happened, here's why, here's what we run next

DOCUMENTATION AND TRAINING

• Document every system so the Sr. Director of Growth, the City Launchers and leadership can run it without you
• Record a short demo of everything you build and teach the team to use it, from City Launchers to leadership
• Support campaign work when asked: concept a waitlist or drop-in campaign for a new city, then make the production behind it repeatable
• Track adoption, usage and impact

What The First 90 Days Must Produce

• Growth playbook v1 and the CRM live, with clean stages, routing, reporting and the affiliate program structure, in use by the City Launchers
• At least three automations running in production, each with a named human approver and a consent and deliverability check it passed
• A weekly growth scorecard on one screen
• Ad spend reported as cost per signed team, by city
• A clear recommendation on what Brodie should hire next, if anything

Requirements

• You build with AI every day: LLMs, agent tooling and APIs, automation tools such as Claude Code, n8n or Clay, plus Python or TypeScript and SQL
• You have shipped automation that ran in production on thousands of leads or records a week, and you can name the result it drove
• You have built with AI in a compliant and secure way: you can explain how a system you shipped handled marketing consent, data access and deliverability, what approval gate an agent passed before it ran on its own, and what you did when it made a mistake
• You have moved a funnel metric and can explain the before, the after and why. You know how acquisition, conversion, retention and referral feed each other
• You have made a growth call on messy data and said out loud which part you didn't trust
• Non-technical people use what you build. You taught them, and they kept using it after you left the room
• You don't need a team under you to get things done. Everyone at Brodie is building the playbook together, and there's too much to do for anyone to sit back
• You own outcomes without ego: when something doesn't work you bring the why and the next move, and you say so when you think a plan is wrong
• Based in Toronto and in office at our Toronto HQ is preferred - Brodie has thrived due to a culture of collaboration and teamwork in office.

NICE TO HAVE

• You've worked at a consumer, community or marketplace business where local supply and local demand both had to show up
• Experience with Customer.io or a similar lifecycle tool, and with attribution models or a data warehouse
• You understand what makes a good video or a good story: this role doesn't own content strategy, but growth lives in a content world
• You hoop, or you understand why someone gets off the couch on a Tuesday night to play

Compensation Disclosure

The expected annual compensation range for this role is between $110,000 and $150,000 CAD. Compensation is based on skills, experience, qualifications, internal equity, and business needs. The compensation range may be adjusted in the future.

Compensation Range: CA$110K - CA$150K

WHY JOIN BRODIE LEAGUE

• Build the growth system behind 50,000+ athletes and a live goal of 1,400 teams by summer 2027
• Work as a builder alongside our Sr. Director of Growth, with a direct line to our Founder & CEO
• Play Brodie League for free, at the intersection of sports, fashion and tech
• Comprehensive health and wellness plan
• Access to a yearly Brodie takeover of the Toronto Raptors court
• Significant growth and mentorship opportunities
• Professional development budget
• Details regarding our full benefits package will be provided during the interview process

ARTIFICIAL INTELLIGENCE DISCLOSURE

Artificial intelligence may be used in the recruitment and selection process, including to screen, assess, or evaluate applicants.

POSITION STATUS

• an existing vacancy at Brodie League
• a new position at Brodie League

COMMITMENT TO INCLUSION

We know through experience that different ideas, perspectives, and backgrounds foster stronger and more creative teams. We strive to create organizations that reflect the communities we serve and where everyone feels empowered to bring their full, authentic selves to Brodie Rec Leagues.