Staff Data Engineer - GTM

Intercom · Dublin, Ireland; London, England · 3 weeks ago

Work mode: Hybrid
Seniority: Staff
Category: Data engineering

agentic-ai ai airflow api ccpa cloud crm dbt ecommerce fivetran gdpr go-to-market help-desk

What is the opportunity?

Every go-to-market decision at Intercom, who we target, who owns the account, what we know about them, what we should say next - rests on a foundation of account and contact data. Getting that foundation right is one of the highest-leverage engineering problems in the company: a single account hierarchy fix can re-route territory, pipeline credit and forecast for thousands of accounts at once.

This role owns that foundation. You will build and run the systems that decide what an account is, resolving duplicates, stitching subsidiaries into corporate hierarchies, sourcing new accounts and contacts into our CRM, and enriching them with firmographic, technographic and intent signals. Increasingly using LLMs and web research rather than off-the-shelf vendors. Your work is used daily by Sales, Marketing, Partnerships, Sales Ops and Finance, and directly shapes how efficiently Intercom grows.

You will sit in the Data group and partner extremely closely with GTM Systems, RevOps and the frontline teams. This is a role for an engineer who wants to be in the business, not adjacent to it. Someone who gets energy from a rep saying "this list is exactly right" and from watching a pipeline they built turn into revenue.

What will I be doing?

Owning account identity. Building and improving the entity-resolution layer that decides when two records are the same company: domain and firmographic matching, confidence scoring, and the merge/dedupe pipelines that keep Salesforce clean at scale.

Modelling account hierarchy. Designing the organisation spine that links accounts to their parent, top operating parent and ultimate corporate parent.

Building account sourcing pipelines. Turning market definitions into ranked, deduplicated, CRM-ready account lists: sourcing from third-party and internal signals, scoring fit, and pushing accounts into Salesforce with the right owner and the right metadata.

Building contact sourcing and enrichment pipelines. Finding the right people at target accounts, verifying and enriching them, respecting privacy and consent requirements, and delivering them into the tools reps and marketers actually work in.

Building LLM-powered enrichment. Extending our enrichment framework — LLM jobs with web search and crawling tools across multiple providers, to answer questions no vendor sells: what support channels does this company run, are they hiring CS or sales roles, do they ship an AI product, how ready are they for Fin.

Making the data usable. Landing everything in well-modelled, well-tested dbt models in Snowflake orchestrated in Airflow, and syncing it out to Salesforce, Marketo, Clay and the rest of the GTM stack.

Owning quality and trust. Instrumenting your pipelines with tests, alerts and reconciliation so problems surface before a rep finds them, and being the person GTM comes to when a number looks wrong.

Partnering on the problem, not the ticket. Sitting with Sales, Marketing and Ops to understand what they are actually trying to do, then proposing the data foundation that unlocks it.

What skills do I need?

A genuine interest in growing the business and a real affinity for GTM teams. You are curious about how sales and marketing work, comfortable in a room full of reps, and motivated by commercial outcomes rather than only technical ones.

Experience with the modern data stack: dbt, a cloud warehouse (we use Snowflake), and a DAG orchestrator (we use Airflow).

Experience building with LLMs in production: prompt design and evaluation, tool/function calling, web search and crawling, cost and latency control.

Experience with entity resolution, identity or deduplication problems — matching messy real-world records, and reasoning about precision/recall trade-offs where a false merge has a real business cost.

Hands-on experience integrating with SaaS APIs and business systems, especially Salesforce: reading from them, writing back to them.

Strong communication: you can explain a hierarchy change to a CRO and a merge heuristic to an engineer, on the same day.

A growth mindset and eagerness to learn — the tooling in this space is changing fast.

Nice to haves

Experience with GTM data vendors and tooling — ZoomInfo, Apollo, Clearbit, Clay, Crossbeam, Marketo, Census/Fivetran, Gong.

Experience with territory design, account scoring, propensity models or ICP definition.

Exposure to privacy and compliance considerations around contact data (GDPR, CCPA, consent management).

#LI-Hybrid

Unleash Your Potential

When you join Salesforce, you’ll be limitless in all areas of your life. Our benefits and resources support you to find balance and be your best, and our AI agents accelerate your impact so you can do your best. Together, we’ll bring the power of Agentforce to organizations of all sizes and deliver amazing experiences that customers love. Apply today to not only shape the future — but to redefine what’s possible — for yourself, for AI, and the world.

In the United States, compensation offered will be determined by factors such as location, job level, job-related knowledge, skills, and experience. Certain roles may be eligible for incentive compensation, equity, and benefits. At Fin, we want to give people what they need to do the best work of their careers. Our benefits and programs are designed to support your health and wellbeing, your family, your time away from work, and your financial future. Offerings vary by location in line with local practices and requirements. Learn more about working at Fin and the benefits we offer at. Pursuant to the San Francisco Fair Chance Ordinance and the Los Angeles Fair Chance Initiative for Hiring, Salesforce will consider for employment qualified applicants with arrest and conviction records.

Policies

Fin has a hybrid working policy. We believe that working in person helps us stay connected, collaborate easier and create a great culture while still providing flexibility to work from home. We expect employees to be in the office at least three days per week.

We have a radically open and accepting culture at Fin. We avoid spending time on divisive subjects to foster a safe and cohesive work environment for everyone. As an organization, our policy is to not advocate on behalf of the company or our employees on any social or political topics out of our internal or external communications. We respect personal opinion and expression on these topics on personal social platforms on personal time, and do not challenge or confront anyone for their views on non-work related topics. Our goal is to focus on doing incredible work to achieve our goals and unite the company through our core values.

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Staff Data Engineer - GTM

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