Associate Creative Director, Copy (Remote Canada)
for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Use - for any list of duties/requirements/benefits, and
for prose. Do NOT repeat job title as heading. Do NOT put Job ID/requisition numbers as headings. Remove boilerplate, navigation, legal, EEO, etc. Include only sections with real specific content. Avoid filler like "commensurate with experience". Pay and Schedule sections only if posting actually states them. The posting includes salary range: "annual base salary range for this position based in Canada is $115,000-$125,000 CAD." So we can have Pay section with that. Schedule? Not mentioned; remote-first, but no schedule specifics like full-time, hours. Could infer but not explicit. Better not create Schedule unless explicit. Benefits: they list many benefits; we can include Benefits section. Qualifications: they have Experience & Portfolio, Strategic And Business Skills, Technical and Industry Knowledge, Tools — Required, Tools — Preferred. We can combine into Qualifications section maybe with sub-sections? But we only allowed headings from list; we can have Qualifications heading and inside we can have paragraphs and lists. We need to preserve all substantive info. We'll need to extract responsibilities: many bullet-like sentences under "WILL OWN Campaign Strategy" and "What Success Looks Like". Also earlier description of role. We'll create sections: About the role (maybe from first paragraph), Responsibilities (list of duties), Qualifications (experience, skills, technical knowledge, tools), Benefits, Pay. Possibly also "What Success Looks Like" could be part of Responsibilities or separate? But we only have allowed headings; we could treat that as part of Responsibilities or maybe as a separate section like "Expectations". But not in list. Better to incorporate into Responsibilities.
We must not invent sections like "What Success Looks Like". So we will put those bullet points under Responsibilities.
We need to ensure we don't include boilerplate like EEO, accommodation statements, etc. Remove those.
We need to keep all substantive info: role description, responsibilities, qualifications, benefits, pay.
Let's extract.
About the role: 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; we can keep as prose under About the role.
Responsibilities: list from "WILL OWN Campaign Strategy" bullet points and maybe earlier.
Let's extract bullet points:
- 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.
Also "What Success Looks Like" 30-day and 90-day signals could be considered responsibilities or expectations; we could include as part of Responsibilities as bullet points.
But we need to avoid filler like "commensurate with experience". The success signals are specific; we can include them.
Let's list 30-day success signal bullet points:
- 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.
90-day success signal bullet points:
- 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.
We can include these as responsibilities or maybe as "Expectations". But we only have allowed headings; we could put them under Responsibilities as they are duties/expectations.
Qualifications: we have sections:
Experience & Portfolio Creative Expertise:
- 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 that drove measurable results
- Experience developing campaigns from concept through execution.
- Ability to maintain and evolve brand standards across multiple channels.
Strategic And Business Skills:
- Understanding of creative strategy and storytelling.
- Ability to translate ICP, positioning, personas, JTBD insights, proof points, objections, and funnel-stage context into creative hypotheses and campaign concepts.
- Executive presence and confidence presenting creative strategy in new-business, portfolio-sales, client-facing, or leadership settings.
- Strong understanding of performance creative, testing methodology, message iteration, pipeline influence, and revenue-oriented creative measurement.
- Ability to partner effectively with production designers, paid media strategists, Account Directors, Growth, and Sales without needing to personally execute design production.
- Comfort operating in ambiguity and helping shape the brief when the request is not fully formed.
Technical and Industry Knowledge:
- Digital marketing and social media
- UX/UI design
- Video and motion graphics
- Content strategy
- Creative software such as Adobe Creative Cloud
- AI-assisted creative tools and emerging technologies
Tools — Required:
- Adobe Creative Suite — Illustrator, Photoshop, InDesign (expert level)
- Adobe After Effects and Premiere Pro — proficient; you can produce and deliver without a separate editor
- Figma — design systems, component libraries, collaborative handoff
- Familiarity with A/B testing and CRO tools — Optimizely, Unbounce, Crazy Egg, or equivalent
- Heavy reliance and comfortability with generative AI and a recommended tool-set day 1.
Tools — Preferred:
- Project management tools — Asana, or similar; you will work within an existing PM workflow
- Familiarity with a marketing analytics stack — GA4, Looker, or similar; you can read a dashboard and extract creative implications independently
We can combine these into Qualifications section with lists.
Benefits: list from "What We Offer":
- We have a set living wage at Directive; The annual base salary range for this position based in Canada is $115,000-$125,000 CAD. This salary range is an estimate, and the actual salary may vary based on Directive's compensation practices, job related skills, and depth of experience. (but we will put salary in Pay section)
- Medical, dental, vision plans, disability, and life insurance coverage for you and your family that fit your lifestyle
- Including a 100% employer-paid plan for you and a 50% employer contribution for your dependents
- Benefits to Support the Whole Person:
- Mental - Access to certified therapists through Spring Health, membership to Headspace
- Physical - Physical therapy through Omada, fertility support through Carrott, thousands of Aaptiv virtual workouts, complimentary One Medical membership for primary and virtual care
- Time Off - Unlimited PTO (2-week minimum), Paid Company Holidays, Your Birthday Off, End of Year Recharge (Closed December 24 - January 1), Paid Parental Leave
- Financial - Traditional and Roth 401(k) with a 3% company match
- Bonus - Annual bonus based on tenure, which scales in total amount over time
We'll separate Pay and Benefits.
Pay: salary range.
Schedule: not explicit; remote-first but no schedule. We'll omit.
Now produce HTML fragment.
Structure:
About the role
... (prose)
Responsibilities
- ... each bullet
...
We need to include all bullet points from WILL OWN Campaign Strategy and success signals.
We must ensure not to duplicate.
Let's compile responsibilities list:
From WILL OWN Campaign Strategy:
1. 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.
2. Support new-business and portfolio-sales opportunities with speculative creative, campaign narratives, and stronger creative presence in strategic pitches.
3. Create the foundation for Directive’s strategic creative approach.
4. Primary responsibility is creative direction, campaign concepting, messaging strategy, and performance copy direction.
5. Turns campaign and creative briefs into territories, concepts, hooks, headlines, CTAs, landing-page narrative direction, and message sequencing.
6. Partners with designers by giving them a strong concept and copy direction to execute against
for prose. Do NOT repeat job title as heading. Do NOT put Job ID/requisition numbers as headings. Remove boilerplate, navigation, legal, EEO, etc. Include only sections with real specific content. Avoid filler like "commensurate with experience". Pay and Schedule sections only if posting actually states them. The posting includes salary range: "annual base salary range for this position based in Canada is $115,000-$125,000 CAD." So we can have Pay section with that. Schedule? Not mentioned; remote-first, but no schedule specifics like full-time, hours. Could infer but not explicit. Better not create Schedule unless explicit. Benefits: they list many benefits; we can include Benefits section. Qualifications: they have Experience & Portfolio, Strategic And Business Skills, Technical and Industry Knowledge, Tools — Required, Tools — Preferred. We can combine into Qualifications section maybe with sub-sections? But we only allowed headings from list; we can have Qualifications heading and inside we can have paragraphs and lists. We need to preserve all substantive info. We'll need to extract responsibilities: many bullet-like sentences under "WILL OWN Campaign Strategy" and "What Success Looks Like". Also earlier description of role. We'll create sections: About the role (maybe from first paragraph), Responsibilities (list of duties), Qualifications (experience, skills, technical knowledge, tools), Benefits, Pay. Possibly also "What Success Looks Like" could be part of Responsibilities or separate? But we only have allowed headings; we could treat that as part of Responsibilities or maybe as a separate section like "Expectations". But not in list. Better to incorporate into Responsibilities. We must not invent sections like "What Success Looks Like". So we will put those bullet points under Responsibilities. We need to ensure we don't include boilerplate like EEO, accommodation statements, etc. Remove those. We need to keep all substantive info: role description, responsibilities, qualifications, benefits, pay. Let's extract. About the role: 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; we can keep as prose under About the role. Responsibilities: list from "WILL OWN Campaign Strategy" bullet points and maybe earlier. Let's extract bullet points: - 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. Also "What Success Looks Like" 30-day and 90-day signals could be considered responsibilities or expectations; we could include as part of Responsibilities as bullet points. But we need to avoid filler like "commensurate with experience". The success signals are specific; we can include them. Let's list 30-day success signal bullet points: - 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. 90-day success signal bullet points: - 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. We can include these as responsibilities or maybe as "Expectations". But we only have allowed headings; we could put them under Responsibilities as they are duties/expectations. Qualifications: we have sections: Experience & Portfolio Creative Expertise: - 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 that drove measurable results - Experience developing campaigns from concept through execution. - Ability to maintain and evolve brand standards across multiple channels. Strategic And Business Skills: - Understanding of creative strategy and storytelling. - Ability to translate ICP, positioning, personas, JTBD insights, proof points, objections, and funnel-stage context into creative hypotheses and campaign concepts. - Executive presence and confidence presenting creative strategy in new-business, portfolio-sales, client-facing, or leadership settings. - Strong understanding of performance creative, testing methodology, message iteration, pipeline influence, and revenue-oriented creative measurement. - Ability to partner effectively with production designers, paid media strategists, Account Directors, Growth, and Sales without needing to personally execute design production. - Comfort operating in ambiguity and helping shape the brief when the request is not fully formed. Technical and Industry Knowledge: - Digital marketing and social media - UX/UI design - Video and motion graphics - Content strategy - Creative software such as Adobe Creative Cloud - AI-assisted creative tools and emerging technologies Tools — Required: - Adobe Creative Suite — Illustrator, Photoshop, InDesign (expert level) - Adobe After Effects and Premiere Pro — proficient; you can produce and deliver without a separate editor - Figma — design systems, component libraries, collaborative handoff - Familiarity with A/B testing and CRO tools — Optimizely, Unbounce, Crazy Egg, or equivalent - Heavy reliance and comfortability with generative AI and a recommended tool-set day 1. Tools — Preferred: - Project management tools — Asana, or similar; you will work within an existing PM workflow - Familiarity with a marketing analytics stack — GA4, Looker, or similar; you can read a dashboard and extract creative implications independently We can combine these into Qualifications section with lists. Benefits: list from "What We Offer": - We have a set living wage at Directive; The annual base salary range for this position based in Canada is $115,000-$125,000 CAD. This salary range is an estimate, and the actual salary may vary based on Directive's compensation practices, job related skills, and depth of experience. (but we will put salary in Pay section) - Medical, dental, vision plans, disability, and life insurance coverage for you and your family that fit your lifestyle - Including a 100% employer-paid plan for you and a 50% employer contribution for your dependents - Benefits to Support the Whole Person: - Mental - Access to certified therapists through Spring Health, membership to Headspace - Physical - Physical therapy through Omada, fertility support through Carrott, thousands of Aaptiv virtual workouts, complimentary One Medical membership for primary and virtual care - Time Off - Unlimited PTO (2-week minimum), Paid Company Holidays, Your Birthday Off, End of Year Recharge (Closed December 24 - January 1), Paid Parental Leave - Financial - Traditional and Roth 401(k) with a 3% company match - Bonus - Annual bonus based on tenure, which scales in total amount over time We'll separate Pay and Benefits. Pay: salary range. Schedule: not explicit; remote-first but no schedule. We'll omit. Now produce HTML fragment. Structure:
About the role
... (prose)
Responsibilities
- ... each bullet ...