Associate Director, Retention

We need to output HTML fragment with sections: About the role (but we already have "About The Role" heading in source). Also "What It's Like to Work at Darkroom" includes benefits, compensation, etc. We need to include sections only if real content. Use

for headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We need to map content accordingly. We have content: About Darkroom (company description) - not needed as heading? The instruction: "Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

or drop it." The "About Darkroom" is company overview, not a required heading; we could include as a

before sections? Probably we can include as a

introductory paragraph. The instruction: "Output ONLY the HTML fragment — no /, no markdown code fences." So we can start with a

about Darkroom, then sections. We need to extract responsibilities, requirements, qualifications, skills, benefits, pay, schedule. From text: Responsibilities (what you will do): - Lead a team of lifecycle marketing experts to drive subscriber growth and revenue. - Partner with cross-functional colleagues to go deeper on customer behavior — focus on activation, loyalty, long-term customer value. - Build program from ground up (list starts near 20k, scales rapidly). - Sending volume ramps to 40–60 emails a month, granular segmentation drives output. - Automation engine: lead capture, welcome series, first-conversion funnel, then subscription activation, loyalty, repeat purchase. - Program runs on enterprise tooling — Braze, Salesforce Marketing Cloud, Iterable, Customer.io, or comparable. - Own the top-line retention revenue number for your client. - Build the forecast, defend it, lead the team that hits it. - Open to candidates in NYC, NJ, Florida and Texas. - Day in the life: serve as senior point of contact for client, weekly meetings. - Own retention revenue forecast — build, update, bring recommendations. - Set segmentation and lifecycle strategy that drives program's output, prioritize roadmap of flows, campaigns, tests. - Own subscription activation and retention: trial and onboarding journeys, conversion moments, loyalty, repeat purchase, win-back programming. - Conduct weekly 1:1s with direct reports, manage workload and capacity, train team. - Develop strategic campaign calendar and partner with specialists to deliver at volume. - Review all client briefs and creative for approval before they reach client. - Set client's KPI framework and work with team to turn results into insights and actionable recommendations. - Coordinate cross-departmentally with Performance Marketing and Strategy teams so acquisition investment and lifecycle programming reinforce each other. Requirements / Qualifications / Skills (overlap): - 7+ years of experience in digital, growth, or lifecycle marketing, including time spent on subscription or SaaS products. - Owned a revenue or subscriber target and built the forecast behind it — can model list growth, conversion, activation, churn and explain what moves each one. - Scaled a lifecycle program through rapid list growth, know what breaks when volume goes from handful of sends to 40–60 per month. - Built the funnel: lead capture, welcome series, first conversion, subscription activation. - Know difference between welcome flow that greets and one that converts. - Fluent in subscription economics — trial-to-paid, activation, free-to-paid, upgrade/downgrade paths, involuntary churn, win-back. - Developed loyalty, referral, or rewards programming that measurably improved repeat purchase and LTV. - Driving loyalty and repeat purchase is core outcome. - Worked in enterprise-grade ESP such as Braze, Salesforce Marketing Cloud, Iterable, or Customer.io, understand what these platforms make possible: complex segmentation, event-driven journeys, in-app and push alongside email, integration with real product data stream. - Love making data-driven decisions, excel at turning analysis into lifecycle strategy that drives revenue. - Comfortable building reporting yourself when needed. - Used to fast-paced environment, can project manage multiple workstreams for yourself, team, client. - Have had at least one direct report before, or exceptional leadership skills working with cross-functional teams. - Excellent verbal and written communication and presentation skills, ability to articulate complex technical ideas to wide variety. - Dedicate time to staying on cutting edge of consumer technology, subscription, lifecycle marketing. Benefits: Unlimited PTO + US holidays, Remote-First Culture, Health & Wellness: Company-sponsored medical, dental, vision coverage. Finances, growth, retirement: robust 401(k) program with company match and profit-sharing. Parental Leave: Flexible parental leave. Growth: interdisciplinary model gives exposure beyond core role. Pay: Compensation: base salary range $100,000-$120,000 per year. Applies to candidates based in New York, including NYC, per NY State Pay Transparency Law and NYC Salary Transparency Law. Actual compensation within range determined based on experience, skills, qualifications. Schedule: Not explicitly mentioned. Could infer remote-first, hybrid expectations for those near NY or Lisbon HQs. But schedule not given; we should not create Schedule section unless posting actually states it. It does not give specific schedule (e.g., full-time, hours). So we omit Schedule. We need to avoid boilerplate like EEO statement. Remove that. We need to avoid duplication. We'll produce sections: About the role (maybe we can combine responsibilities). But we need headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay. Possibly combine some. We need to preserve all substantive information; do not invent or summarize away detail. So we need to include details like list size, sending volume, tools, etc. We'll create sections:

About the role

maybe a brief paragraph summarizing role purpose. Then

Responsibilities

with

• items. Then

  Requirements

  with
  • items (maybe combine qualifications and skills). But we have separate headings for Requirements, Qualifications, Skills. We could split but risk thin sections. The instruction: "Prefer a few substantive sections over many thin ones." So we could combine Requirements, Qualifications, Skills into one section maybe titled "Requirements & Qualifications". But headings must be exactly from list? It says use

    for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid using other headings? It says use

    for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Likely they expect those headings if those sections exist. We can choose to include only those that have content. We could include Requirements, Qualifications, Skills as separate if each has content. But they'd be thin. Better to combine into one section maybe "Requirements". But then we deviate from allowed headings? The instruction: "Use

    for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It gives examples but not exclusive. It likely expects those headings if you have those sections. But we can also use other headings? Safer to stick to those. We could make sections: About the role, Responsibilities, Requirements, Benefits, Pay. And embed qualifications/skills within Requirements. Thus:

    About the role

    ...

    Responsibilities

    ...

    Requirements

    ...

    Benefits

    ...

    Pay

    ...

    We must not include Schedule. Now craft content. About the role paragraph: summarizing: We are looking for a highly analytical, commercially-minded Associate Director to build a retention program for a high-growth consumer technology company, leading a team of lifecycle marketing experts to drive subscriber growth and revenue, partnering cross-functionally, building program from ground up, etc. Responsibilities list items: we need to capture all responsibilities. Let's enumerate: - Lead a team of lifecycle marketing experts to drive subscriber growth and revenue. - Partner with cross-functional colleagues to go deeper on customer behavior — focus on activation, loyalty, and long-term customer value. - Build the retention program from the ground up (starting list ~20,000, scaling rapidly). - Manage email volume ramping to 40–60 emails per month with granular segmentation driving output. - Own automation engine: lead capture, welcome series, first-conversion funnel, then subscription activation, loyalty, and repeat purchase. - Work with enterprise tooling (Braze, Salesforce Marketing Cloud, Iterable, Customer.io, or comparable). - Own the top-line retention revenue number for the client; build, defend, and hit the forecast. - Serve as senior point of contact for the client, meeting weekly to review performance and shape initiatives. - Own the retention revenue forecast: build, update, bring recommendations to close gaps. - Set segmentation and lifecycle strategy that drives program output; prioritize roadmap of flows, campaigns, and tests. - Own subscription activation and retention: trial and onboarding journeys, conversion moments, loyalty, repeat purchase, and win-back programming. - Conduct weekly 1:1s with direct reports; manage workload and capacity; train team to grow into experts. - Develop strategic campaign calendar and partner with specialists to deliver at volume. - Review all client briefs and creative for approval before they reach the client. - Set the client's KPI framework and work with the team to turn results into insights and actionable recommendations. - Coordinate cross-departmentally with Performance Marketing and Strategy teams so acquisition investment and lifecycle programming reinforce each other. Requirements list items: - 7+ years of experience in digital, growth, or lifecycle marketing, including time spent on subscription or SaaS products. - Owned a revenue or subscriber target and built the forecast behind it; able to model list growth, conversion, activation, churn and explain what moves each metric. - Scaled a lifecycle program through rapid list growth; know what breaks when volume increases from a handful of sends to 40–60 per month. - Built the funnel: lead capture, welcome series, first conversion, subscription activation. - Understand the difference between a welcome flow that greets and one that converts. - Fluent in subscription economics: trial-to-paid, activation, free-to-paid, upgrade and downgrade paths, involuntary churn, and win-back. - Developed loyalty, referral, or rewards programming that measurably improved repeat purchase and LTV. - Driving loyalty and repeat purchase is a core outcome of this role. - Experience with enterprise-grade ESP such as Braze, Salesforce Marketing Cloud, Iterable, or Customer.io; understand complex segmentation, event-driven journeys, in-app and push alongside email, and integration with real product data stream. - Comfortable making data-driven decisions and turning analysis into lifecycle strategy that drives revenue. - Able to build reporting yourself when needed. - Used to fast-paced environment; can project manage multiple workstreams for yourself, your team, and your client. - Have had at least one direct report, or exceptional leadership skills working with cross-functional teams. - Excellent verbal and written communication and presentation skills; able to articulate complex technical ideas to a wide audience. - Dedicate time to staying on the cutting edge of consumer technology, subscription, and lifecycle marketing. Benefits list: - Unlimited PTO + US holidays. - Remote‑first culture (many roles fully remote; hybrid expected for those near New York or Lisbon HQs). - Company‑sponsored medical, dental, and vision coverage. - Robust 401(k) program with company match and profit‑sharing opportunities. - Flexible parental leave to support new parents. - Interdisciplinary model provides exposure beyond core role, enabling skill growth and industry leadership.