21 Deaf jobs

Based: Hybrid - The Grange, Saunderton, Buckinghamshire
Contract: Permanent, Full Time

The Acquisition Manager will play a vital role in driving income growth by acquiring new supporters, Sponsor a Puppy sponsors, donors, lottery players and legacy pledgers. You will lead on developing, delivering, and optimising acquisition campaigns that grow leads, conversions, and long-term value for Hearing Dogs for Deaf People.

Working within the Performance Marketing team and reporting to the Head of Acquisition, you’ll use audience insight, creative testing and data-driven decision making to increase supporter numbers and improve conversion rates across all acquisition channels. Ensuring that every acquisition activity clearly communicates the impact of our work, connecting supporter action to life-changing outcomes for people who are deaf or have hearing loss.

This is a hands-on, fast-paced role perfect for someone who loves direct marketing and driving measurable results and wants to make a difference to people living with hearing loss.

Key Responsibilities

• Acquisition Strategy, Planning & Development 
• Lead Generation & Conversion 
• Campaign Management 
• Performance, Insight & Reporting
• Collaboration

Benefits

• Employee Assistance Programme
• Death in Service Payment
• Annual leave enhancements recognising long service 
• Day off for your birthday 
• Defined contribution group personal pension plan 
• Enhanced sick pay 
• Enhanced maternity, paternity and adoption pay 
• Eye care 
• Hearing tests 
• Learning and Development opportunities 
• Discounts on merchandise at Hearing Dog gift shops 
• Pet Dog Policy

For more information and to apply, please visit our website via the ‘apply’ button.

Closing date: 6th November 2026

National charity Hearing Dogs for Deaf People, trains dogs to transform the lives of deaf people and provides hearing loss services – because nobody with hearing loss should feel alone.

This post is exempt from the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 due to its duties involving the protection of children and/or adults at risk. Applicants are therefore required to disclose all spent and unspent convictions, cautions, warnings, and reprimands, as well as any relevant non-conviction information. The successful candidate will be required to undertake a Disclosure and Barring Service (DBS) check in accordance with the Police Act 1997 (Part V).