Associate Creative Director, Copy (Remote Canada)
for headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We need to extract relevant content.
The posting includes: "THE ROLE Directive is a revenue-first marketing consultancy..." That's description of role. Could be About the role.
Responsibilities: list of duties: "WILL OWN Campaign Strategy ..." bullet points. Also "What Success Looks Like" includes 30-day and 90-day signals; could be responsibilities or expectations. Might treat as Responsibilities.
Requirements: maybe "Qualifications Experience & Portfolio Creative Expertise ..." includes experience, portfolio, etc. Also "Strategic And Business Skills", "Technical and Industry Knowledge", "Tools — Required", "Tools — Preferred". Could be Requirements and Skills.
Benefits: "What We Offer" includes salary range, medical, dental, etc. Also "WORK ENVIRONMENT" maybe schedule? Not schedule. Benefits section should include salary, benefits, etc.
Pay: we have salary range. Could be separate Pay section.
Schedule: maybe remote-first, 100% virtually; could be Schedule (remote work). But schedule is not explicit hours; but we can include remote work as Schedule? The instruction: include Schedule section only if posting actually states them. It says "Directive is a remote-first company. This role operates 100% virtually from your home office." That's schedule/location. Could be Schedule.
We must not repeat job title as heading. No Job ID etc.
We must not include boilerplate like EEO, accommodations, etc. Remove those.
We must preserve all substantive information; do not invent or summarize away detail. Must not create sections with filler like "commensurate with experience". We have actual content.
We need to use - for any list of duties/requirements/benefits. Use
for prose.
We need to decide which content goes where.
Let's parse.
Section: About the role (prose). Could be first paragraph: "THE ROLE Directive is a revenue-first marketing consultancy built to serve B2B SaaS, enterprise technology, industrial, and commerce brands. We don't make things look good for its own sake. We build visual systems that hold up under the pressure of performance channels, complex professional services positioning, and a buying audience that starts with a CMO and ends with a CFO. We are looking for an Associate Creative Director who will translate Moments that Matter into creative territories, messaging hypotheses, campaign concepts, headlines, CTAs, and copy direction that designers can execute against. The Associate Creative Director will bring senior-level creative judgment to work that is fast-moving, digital-first, and tied directly to business outcomes. This person will not simply wait for polished briefs or execute one-off design requests. They will help shape the ask, identify stronger creative angles, and translate strategic inputs into assets that feel clear, compelling, and differentiated. They will represent creative in strategic new-business and portfolio-sales opportunities, help build speculative and portfolio creative, and support Directive’s move toward campaign-style case studies that can drive account growth and new revenue. This is an individual contributor role — no direct reports — but the work will be high-visibility and the standard will be high. The ideal candidate is copywriting-led and campaign-minded. They should have enough executive presence to participate in client and leadership conversations, but remain hands-on enough to write copy, review briefs, develop messaging territories, and shape creative direction without needing a fully staffed creative team around them. They should understand performance creative as a system of hypotheses, tests, learnings, and scalable winners—not just brand execution or asset quality. Success means helping Directive replace deliverable-based requests with campaign briefs grounded in business objectives, buyer insight, test variables, and success metrics. The ACD should raise the quality of creative thinking before work reaches production, improve how Directive communicates to technical and enterprise buyers, and create the foundation for a scalable performance creative practice."
That's a lot; could be About the role.
Responsibilities: The "WILL OWN Campaign Strategy" bullet list and "What Success Looks Like" (30-day, 90-day) could be responsibilities.
Let's extract bullet points under "WILL OWN Campaign Strategy":
- The ACD owns the idea, message, and creative direction before production begins — and helps prove that better campaign thinking can create better performance, stronger pitches, and more creative revenue.
- Support new-business and portfolio-sales opportunities with speculative creative, campaign narratives, and stronger creative presence in strategic pitches.
- Create the foundation for Directive’s strategic creative approach.
- Primary responsibility is creative direction, campaign concepting, messaging strategy, and performance copy direction.
- Turns campaign and creative briefs into territories, concepts, hooks, headlines, CTAs, landing-page narrative direction, and message sequencing.
- Partners with designers by giving them a strong concept and copy direction to execute against.
- Builds the early proof points, examples, and campaign-style case studies needed to support future creative revenue growth.
Then "What Success Looks Like" includes 30-day success signal bullet list and 90-day success signal bullet list. Those are expectations; could be responsibilities as well.
We could combine them under Responsibilities.
Requirements: maybe "Qualifications Experience & Portfolio Creative Expertise" etc. That includes experience, portfolio, ability to maintain brand standards, etc. Also "Strategic And Business Skills", "Technical and Industry Knowledge", "Tools — Required", "Tools — Preferred". Those could be Requirements and Skills.
We need to decide: Use Requirements for experience/qualifications, Skills for technical/tools.
But the instruction: Use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we have both Requirements and Qualifications as separate possible headings. However we should only include sections when posting has real, specific content. The posting has a "Qualifications Experience & Portfolio Creative Expertise" heading. So we could use Qualifications for that content. Then Requirements could be maybe the "Strategic And Business Skills" etc? But those are also qualifications. Might be better to treat "Qualifications" as the main qualifications section, and "Skills" for technical/tools. However we also have "Strategic And Business Skills" which could be under Skills.
But we have both Requirements and Qualifications headings allowed. We need to decide which to use to avoid duplication/thin sections. Perhaps we can combine experience and portfolio under Qualifications, and strategic/business skills and technical knowledge under Skills. Requirements could be omitted if not distinct.
But we have "Experience & Portfolio Creative Expertise" which is clearly qualifications. Then "Strategic And Business Skills" and "Technical and Industry Knowledge" and "Tools — Required"/"Tools — Preferred" could be Skills.
Thus we will have:
- About the role (prose)
- Responsibilities (list of duties)
- Qualifications (experience & portfolio)
- Skills (strategic & business skills, technical & industry knowledge, tools)
- Benefits (what we offer: salary range, medical, dental, etc.)
- Pay (maybe separate salary? but we already have salary in Benefits. Could combine Benefits and Pay? The instruction: include Pay section only if posting actually states them. It does state salary range. Could put Pay separate with salary range, and Benefits separate with other benefits. But we risk thin sections. However we have enough content for both: Pay: salary range. Benefits: medical, dental, vision, etc., time off, financial, bonus, work environment. That seems substantive.
- Schedule: remote-first, 100% virtually, etc.
We must not include boilerplate like EEO, accommodations, etc.
Now we need to format.
We'll produce HTML like:
About the role
... prose ...
Responsibilities
- ...
...
Qualifications
- ...
...
Skills
- ...
...
Pay
... salary range ...
Benefits
- ...
...
Schedule
... remote-first ...
We need to ensure we don't include filler like "commensurate with experience". Not present.
Now extract precise content.
About the role: we need to keep the prose exactly as given, but we can trim extra whitespace. Must preserve all substantive information; we can keep the paragraph(s). Might be long but okay.
Let's copy the paragraph from "THE ROLE Directive is a revenue-first marketing consultancy..." up to "...create the foundation for a scalable performance creative practice." That's the whole block before "WILL OWN Campaign Strategy". We'll keep as is.
Now Responsibilities: combine WILL OWN Campaign Strategy bullets and What Success Looks Like bullets (30-day and 90-day). We'll list each as - .
Let's extract WILL OWN Campaign Strategy bullets exactly:
- The ACD owns the idea, message, and creative direction before production begins — and helps prove that better campaign thinking can create better performance, stronger pitches, and more creative revenue.
- Support new-business and portfolio-sales opportunities with speculative creative, campaign narratives, and stronger creative presence in strategic pitches.
- Create the foundation for Directive’s strategic creative approach.
- Primary responsibility is creative direction, campaign concepting, messaging strategy, and performance copy direction.
- Turns campaign and creative briefs into territories, concepts, hooks, headlines, CTAs, landing-page narrative direction, and message sequencing.
- Partners with designers by giving them a strong concept and copy direction to execute against.
- Builds the early proof points, examples, and campaign-style case studies needed to support future creative revenue growth.
Now 30-day success signal bullet list:
- Internal teams understand why this role exists, what it owns, and how creative requests should start shifting from asset asks to campaign briefs.
- Audited current creative requests, briefs, production workflows, pitch materials, and performance creative examples.
- Met with Creative Production, Paid Media, Growth, Sales, Account leadership, and executive stakeholders to understand opportunities.
- Defined what a “good” campaign brief needs to include before work enters production.
- Created a first draft of the campaign creative brief template tied to Moments that Matter / Stratos.
- Identified 2–3 priority use cases where the new model can prove value quickly, such as strategic account pitches, paid social campaigns, ABM campaigns, or portfolio-sales opportunities.
- Produced at least one example of a stronger campaign territory or messaging direction from an existing work.
Now 90-day success signal bullet list:
- Directive can point to live examples where creative strategy made the work sharper before production began, and stakeholders feel the new process is improving clarity, quality, and pitch readiness.
- Run several real briefs through a campaign-level creative process: insight, hypothesis, concept, copy direction, production handoff, launch, and learning.
- Developed creative territories, messaging angles, campaign copy, and testing recommendations for priority initiatives.
- Supported at least one new-business, strategic account, or portfolio-sales opportunity with speculative or campaign-style creative.
- Built a working partnership model with production designers so designers are executing against clearer concepts and copy direction.
- Created early examples of campaign-style case studies or internal proof points.
- Established a lightweight creative review rhythm focused on concept quality, message clarity, testability, and business relevance.
- Begun defining the message/proof library and taxonomy needed for learning to compound across campaigns.
- You have an established creative testing rhythm: hypothesis → variant → data → decision, repeatable without manual oversight.
Now Qualifications: from "Qualifications Experience & Portfolio Creative Expertise" bullet list:
- 4–6 years of professional creative experience, with a meaningful portion in an agency, professional services, or B2B marketing environment
- A portfolio that shows range across brand work and performance creative — we need to see both a visual system you built and an ad campaign you designed
for prose. We need to decide which content goes where. Let's parse. Section: About the role (prose). Could be first paragraph: "THE ROLE Directive is a revenue-first marketing consultancy built to serve B2B SaaS, enterprise technology, industrial, and commerce brands. We don't make things look good for its own sake. We build visual systems that hold up under the pressure of performance channels, complex professional services positioning, and a buying audience that starts with a CMO and ends with a CFO. We are looking for an Associate Creative Director who will translate Moments that Matter into creative territories, messaging hypotheses, campaign concepts, headlines, CTAs, and copy direction that designers can execute against. The Associate Creative Director will bring senior-level creative judgment to work that is fast-moving, digital-first, and tied directly to business outcomes. This person will not simply wait for polished briefs or execute one-off design requests. They will help shape the ask, identify stronger creative angles, and translate strategic inputs into assets that feel clear, compelling, and differentiated. They will represent creative in strategic new-business and portfolio-sales opportunities, help build speculative and portfolio creative, and support Directive’s move toward campaign-style case studies that can drive account growth and new revenue. This is an individual contributor role — no direct reports — but the work will be high-visibility and the standard will be high. The ideal candidate is copywriting-led and campaign-minded. They should have enough executive presence to participate in client and leadership conversations, but remain hands-on enough to write copy, review briefs, develop messaging territories, and shape creative direction without needing a fully staffed creative team around them. They should understand performance creative as a system of hypotheses, tests, learnings, and scalable winners—not just brand execution or asset quality. Success means helping Directive replace deliverable-based requests with campaign briefs grounded in business objectives, buyer insight, test variables, and success metrics. The ACD should raise the quality of creative thinking before work reaches production, improve how Directive communicates to technical and enterprise buyers, and create the foundation for a scalable performance creative practice." That's a lot; could be About the role. Responsibilities: The "WILL OWN Campaign Strategy" bullet list and "What Success Looks Like" (30-day, 90-day) could be responsibilities. Let's extract bullet points under "WILL OWN Campaign Strategy": - The ACD owns the idea, message, and creative direction before production begins — and helps prove that better campaign thinking can create better performance, stronger pitches, and more creative revenue. - Support new-business and portfolio-sales opportunities with speculative creative, campaign narratives, and stronger creative presence in strategic pitches. - Create the foundation for Directive’s strategic creative approach. - Primary responsibility is creative direction, campaign concepting, messaging strategy, and performance copy direction. - Turns campaign and creative briefs into territories, concepts, hooks, headlines, CTAs, landing-page narrative direction, and message sequencing. - Partners with designers by giving them a strong concept and copy direction to execute against. - Builds the early proof points, examples, and campaign-style case studies needed to support future creative revenue growth. Then "What Success Looks Like" includes 30-day success signal bullet list and 90-day success signal bullet list. Those are expectations; could be responsibilities as well. We could combine them under Responsibilities. Requirements: maybe "Qualifications Experience & Portfolio Creative Expertise" etc. That includes experience, portfolio, ability to maintain brand standards, etc. Also "Strategic And Business Skills", "Technical and Industry Knowledge", "Tools — Required", "Tools — Preferred". Those could be Requirements and Skills. We need to decide: Use Requirements for experience/qualifications, Skills for technical/tools. But the instruction: Use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we have both Requirements and Qualifications as separate possible headings. However we should only include sections when posting has real, specific content. The posting has a "Qualifications Experience & Portfolio Creative Expertise" heading. So we could use Qualifications for that content. Then Requirements could be maybe the "Strategic And Business Skills" etc? But those are also qualifications. Might be better to treat "Qualifications" as the main qualifications section, and "Skills" for technical/tools. However we also have "Strategic And Business Skills" which could be under Skills. But we have both Requirements and Qualifications headings allowed. We need to decide which to use to avoid duplication/thin sections. Perhaps we can combine experience and portfolio under Qualifications, and strategic/business skills and technical knowledge under Skills. Requirements could be omitted if not distinct. But we have "Experience & Portfolio Creative Expertise" which is clearly qualifications. Then "Strategic And Business Skills" and "Technical and Industry Knowledge" and "Tools — Required"/"Tools — Preferred" could be Skills. Thus we will have: - About the role (prose) - Responsibilities (list of duties) - Qualifications (experience & portfolio) - Skills (strategic & business skills, technical & industry knowledge, tools) - Benefits (what we offer: salary range, medical, dental, etc.) - Pay (maybe separate salary? but we already have salary in Benefits. Could combine Benefits and Pay? The instruction: include Pay section only if posting actually states them. It does state salary range. Could put Pay separate with salary range, and Benefits separate with other benefits. But we risk thin sections. However we have enough content for both: Pay: salary range. Benefits: medical, dental, vision, etc., time off, financial, bonus, work environment. That seems substantive. - Schedule: remote-first, 100% virtually, etc. We must not include boilerplate like EEO, accommodations, etc. Now we need to format. We'll produce HTML like:
About the role
... prose ...
Responsibilities
- ... ...
Qualifications
- ... ...
Skills
- ... ...
Pay
... salary range ...
Benefits
- ... ...
Schedule
... remote-first ...
We need to ensure we don't include filler like "commensurate with experience". Not present. Now extract precise content. About the role: we need to keep the prose exactly as given, but we can trim extra whitespace. Must preserve all substantive information; we can keep the paragraph(s). Might be long but okay. Let's copy the paragraph from "THE ROLE Directive is a revenue-first marketing consultancy..." up to "...create the foundation for a scalable performance creative practice." That's the whole block before "WILL OWN Campaign Strategy". We'll keep as is. Now Responsibilities: combine WILL OWN Campaign Strategy bullets and What Success Looks Like bullets (30-day and 90-day). We'll list each as