B2B SaaS Company: A software company targeting both IT managers and CFOs sends different emails based on function. IT managers receive emails about system integration and cybersecurity, while CFOs receive content emphasizing budget efficiency and cost justification. Open rates increased by 35%, and conversions by 20%.
Marketing Agency: An agency segmented its list by marketing executives and junior marketers. Executives received case studies and ROI-focused content, while junior marketers got how-to guides and practical templates. Engagement doubled in the executive segment.
Don’t Over-Segment: Creating too many tiny segments can lead to operational complexity. Start with broader groups and refine based on performance data.
Continuously Update Your Data: Job titles and roles can change. Use periodic surveys and database refreshes to keep your segments accurate.
Use Dynamic Content: Instead of creating separate emails, gmail mailing list use dynamic blocks within a single email to show different content to different roles.
Test and Analyze: Track performance metrics across segments to understand what works. Use this data to improve future campaigns.
Combine with Behavioral Data: Job title segmentation works even better when paired with behavior like email engagement, page visits, or past purchases.
Common Mistakes to Avoid
Assuming Too Much from the Job Title: “Manager” doesn’t always mean the same thing across companies. Always test your assumptions.
Failing to Enrich Data: Incomplete or inconsistent job titles can hurt your segmentation strategy. Use enrichment tools to validate and complete records.
Not Personalizing Enough: Segmentation without personalization misses the point. Make sure content is highly relevant to each role.
