Assistant Manager, Acquisition

The Crown Is Yours

As Assistant Manager, VIP Acquisition you'll lead a team focused on engaging high-value players through compliant lead generation efforts. In this role, you'll coach and manage a team who source and engage prospective VIP players to support the broader VIP strategy. Your role will be key in evolving our outreach tactics, mentoring your team, and enabling team success.

What You'll Do As An Assistant Manager, VIP Acquisition

• Manage and coach team members focused on sourcing and engaging prospective VIP players.
• Refine and implement sourcing strategies to drive qualified lead engagement.
• Guide the team in delivering a best-in-class onboarding experience while adhering to responsible gaming principles.
• Measure performance against lead generation targets and recommend strategies for continuous improvement.
• Collaborate with cross-functional teams to align on outreach tactics and acquisition priorities.
• Support development of events, promotions, and offers to drive interest in key markets.
• Ensure strict compliance with all internal VIP and responsible gaming guidelines.

What You'll Bring

We're a publicly traded (NASDAQ : DKNG) technology company headquartered in Boston. As a regulated gaming company, you may be required to obtain a gaming license issued by the appropriate state agency as a condition of employment. Don't worry, we'll guide you through the process if this is relevant to your role. The US base salary range for this full-time position is 90,000.00 USD - 90,000.00 USD, plus bonus, equity, and benefits as applicable. Our ranges are determined by role, level, and location. The compensation information displayed on each job posting reflects the range for new hire pay rates for the position across all US locations. 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.