Associate Director, Retention
for each section. Use - for any list of duties/requirements/benefits. Use
for prose.
We need to preserve all substantive information.
Let's extract sections:
- About the role: The description after "About The Role". Could be considered overview. Might be placed under "About the role" heading.
- Responsibilities: The bullet list of duties: "Serve as the senior point of contact...", "Own the retention revenue forecast...", etc. Also earlier bullet list of tasks: "You will lead a team...", "You are building this program...". We need to combine.
- Requirements/Qualifications/Skills: The long list of "You should apply if this sounds like you" bullet points (experience, etc). Could be split into Requirements (experience), Qualifications (maybe education?), Skills (tools). But we can combine into Requirements and Skills as appropriate. The instruction: Prefer few substantive sections over many thin ones. So maybe we have sections: About the role, Responsibilities, Requirements, Benefits, Pay. Possibly also Skills.
We need to include Benefits: from "What It's Like to Work at Darkroom": Unlimited PTO + US holidays, Remote-First Culture, Health & Wellness (medical, dental, vision), Finances, growth, and retirement (401k with match and profit-sharing), Parental Leave, Growth (interdisciplinary model). Also maybe mention "Hub locations include Brazil and Spain". That's location info.
Pay: "Compensation: The base salary range for this role is $100,000-$120,000 per year." Also mention NY pay transparency.
Schedule: Not mentioned explicitly. Could be remote-first culture, hybrid expectations. Not explicit schedule like full-time. Might not include Schedule section if no specific content. The instruction: never create Pay/Schedule/Benefits sections unless posting actually states them. Benefits are stated, Pay is stated. Schedule not explicitly stated (no mention of hours, full-time/part-time). So we omit Schedule.
We must not include placeholder like "commensurate with experience". Not present.
We need to ensure we don't repeat content.
Let's craft HTML:
About the role
We are looking for a highly analytical, commercially-minded Associate Director who is motivated by the challenge of building a retention program for a high-growth consumer technology company. You will lead a team of lifecycle marketing experts to drive subscriber growth and revenue, and partner with cross-functional colleagues to go deeper on customer behavior — with a specific focus on activation, loyalty, and long-term customer value. You are building this program from the ground up rather than optimizing one that already exists. The list starts near 20,000 and scales rapidly behind a significant acquisition investment. Sending volume ramps to 40–60 emails a month, and increasingly granular segmentation is what drives that output. Automation is the engine: lead capture, welcome series, and the first-conversion funnel come first, then subscription activation, loyalty, and repeat purchase. The program runs on enterprise tooling — Braze, Salesforce Marketing Cloud, Iterable, Customer.io, or comparable. You own the top-line retention revenue number for your client. You build the forecast, defend it, and lead the team that hits it. We are open to candidates in NYC, NJ, Florida and Texas.
That covers overview.
Now Responsibilities: Could be a list.
Responsibilities items:
- Serve as the senior point of contact for your client, meeting weekly to review performance and shape current and future initiatives.
- Own the retention revenue forecast — build it, update it, and bring the recommendations that close any gap to plan.
- Set the segmentation and lifecycle strategy that drives the program's output, and prioritize the roadmap of flows, campaigns, and tests behind it.
- Own subscription activation and retention: the trial and onboarding journeys, the conversion moments, and the loyalty, repeat purchase, and win-back programming that extends customer lifetime.
- Conduct weekly 1:1s with your direct reports, manage workload and capacity, and train the team to help them grow into experts.
- Develop the strategic campaign calendar and partner with your specialists to deliver it 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 the Performance Marketing and Strategy teams so that acquisition investment and lifecycle programming reinforce each other.
Also earlier: "You will lead a team of lifecycle marketing experts to drive subscriber growth and revenue, and partner with cross-functional colleagues to go deeper on customer behavior — with a specific focus on activation, loyalty, and long-term customer value." That's more overview but could be responsibility. We'll include in responsibilities list maybe.
We'll produce - for each.
Now Requirements: The bullet list under "You should apply if this sounds like you". Let's extract each bullet:
- You are a growth marketer first and a lifecycle marketer second. You think in cohorts, conversion rates, and payback periods. You are energized by a program that does not exist yet and a list that is about to grow 10x.
- 7+ years of experience in digital, growth, or lifecycle marketing, including time spent on subscription or SaaS products.
- You have owned a revenue or subscriber target and built the forecast behind it — you can model list growth, conversion, activation, and churn and explain what moves each one.
- You have scaled a lifecycle program through a period of rapid list growth, and you know what breaks when volume goes from a handful of sends to 40–60 per month.
- You have built the funnel that matters here: lead capture, welcome series, first conversion, and subscription activation.
- You know the difference between a welcome flow that greets people and one that converts them.
- You are fluent in subscription economics — trial-to-paid, activation, free-to-paid, upgrade and downgrade paths, involuntary churn, and win-back.
- You have 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, not a side project.
- You have worked in an enterprise-grade ESP such as Braze, Salesforce Marketing Cloud, Iterable, or Customer.io, and you understand what these platforms make possible: complex segmentation, event-driven journeys, in-app and push alongside email, and integration with a real product data stream.
- You love making data-driven decisions and excel at turning analysis into lifecycle strategy that drives revenue.
- You are comfortable building the reporting yourself when you need to.
- You are used to a fast-paced environment and can project manage multiple workstreams for yourself, your team, and your client.
- You 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, plus the ability to articulate complex and sometimes technical ideas to a wide variety of people at any level.
- You dedicate time to staying on the cutting edge of consumer technology, subscription, and lifecycle marketing.
We could split into Requirements (experience, years, etc) and Skills (tools, analytics). But we can combine into a single Requirements section with list.
But we need to avoid too thin sections. Perhaps we have Requirements (includes experience, skills, etc). Benefits separate. Pay separate.
Now Benefits: from "What It's Like to Work at Darkroom":
- Unlimited PTO + US holidays: Rebooting is part of the work. Take the time you need to stay sharp.
- Remote-First Culture: Many roles are fully remote. Employees based in or near our New York or Lisbon HQs are expected to work hybrid with weekly in-office time. Hub locations include the Brazil and Spain.
- Health & Wellness: Company-sponsored medical, dental, and vision coverage.
- Finances, growth, and retirement: Darkroom offers a robust 401(k) program with company match and profit-sharing opportunities to help you save and grow as the company grows.
- Parental Leave: Flexible parental leave to support new parents during this important transition.
- Growth: Our interdisciplinary model gives every Darkroomer exposure far beyond their core role. Grow your skills, expand your influence, and stay at the forefront of the industry.
We'll put each as
- .
Pay: "Compensation: The base salary range for this role is $100,000-$120,000 per year. This range represents the anticipated minimum and maximum for this position and applies to candidates based in New York, including New York City, in compliance with the New York State Pay Transparency Law and the New York City Salary Transparency Law. Actual compensation within this range will be determined based on experience, skills, and qualifications."
We'll put as
maybe.
Now we need to ensure we don't include boilerplate like Equal Opportunity Statement. Remove.
Now produce HTML fragment.
Let's craft:
About the role
...
Responsibilities
- ...
...
Requirements
- ...
...
Benefits
- ...
...
Pay
...
We must not include Schedule.
Check that we haven't repeated content. Ensure we captured all substantive info.
Let's write the About the role paragraph: include the description we wrote.
Now Responsibilities list: include the items we enumerated, plus maybe the lead team line.
Let's list:
- Serve as the senior point of contact for your client, meeting weekly to review performance and shape current and future initiatives.
- Own the retention revenue forecast — build it, update it, and bring the recommendations that close any gap to plan.
- Set the segmentation and lifecycle strategy that drives the program's output, and prioritize the roadmap of flows, campaigns, and tests behind it.
- Own subscription activation and retention: the trial and onboarding journeys, the conversion moments, and the loyalty, repeat purchase, and win-back programming that extends customer lifetime.
- Conduct weekly 1:1s with your direct reports, manage workload and capacity, and train the team to help them grow into experts.
- Develop the strategic campaign calendar and partner with your specialists to deliver it 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 the Performance Marketing and Strategy teams so that acquisition investment and lifecycle programming reinforce each other.
- Lead a team of lifecycle marketing experts to drive subscriber growth and revenue, and partner with cross-functional colleagues to go deeper on customer behavior — with a specific focus on activation, loyalty, and long-term customer value.
That covers.
Now Requirements list: we need to include all bullet points from "You should apply if this sounds like you". Let's convert each to - . Might be many but okay.
We'll list them:
- You are a growth marketer first and a lifecycle marketer second. You think in cohorts, conversion rates, and payback periods. You are energized by a program that does not yet exist and a list that is about to grow 10x.
- 7+ years of experience in digital, growth, or lifecycle marketing, including time spent on subscription or SaaS products.
- You have owned
for prose. We need to preserve all substantive information. Let's extract sections: - About the role: The description after "About The Role". Could be considered overview. Might be placed under "About the role" heading. - Responsibilities: The bullet list of duties: "Serve as the senior point of contact...", "Own the retention revenue forecast...", etc. Also earlier bullet list of tasks: "You will lead a team...", "You are building this program...". We need to combine. - Requirements/Qualifications/Skills: The long list of "You should apply if this sounds like you" bullet points (experience, etc). Could be split into Requirements (experience), Qualifications (maybe education?), Skills (tools). But we can combine into Requirements and Skills as appropriate. The instruction: Prefer few substantive sections over many thin ones. So maybe we have sections: About the role, Responsibilities, Requirements, Benefits, Pay. Possibly also Skills. We need to include Benefits: from "What It's Like to Work at Darkroom": Unlimited PTO + US holidays, Remote-First Culture, Health & Wellness (medical, dental, vision), Finances, growth, and retirement (401k with match and profit-sharing), Parental Leave, Growth (interdisciplinary model). Also maybe mention "Hub locations include Brazil and Spain". That's location info. Pay: "Compensation: The base salary range for this role is $100,000-$120,000 per year." Also mention NY pay transparency. Schedule: Not mentioned explicitly. Could be remote-first culture, hybrid expectations. Not explicit schedule like full-time. Might not include Schedule section if no specific content. The instruction: never create Pay/Schedule/Benefits sections unless posting actually states them. Benefits are stated, Pay is stated. Schedule not explicitly stated (no mention of hours, full-time/part-time). So we omit Schedule. We must not include placeholder like "commensurate with experience". Not present. We need to ensure we don't repeat content. Let's craft HTML:
About the role
We are looking for a highly analytical, commercially-minded Associate Director who is motivated by the challenge of building a retention program for a high-growth consumer technology company. You will lead a team of lifecycle marketing experts to drive subscriber growth and revenue, and partner with cross-functional colleagues to go deeper on customer behavior — with a specific focus on activation, loyalty, and long-term customer value. You are building this program from the ground up rather than optimizing one that already exists. The list starts near 20,000 and scales rapidly behind a significant acquisition investment. Sending volume ramps to 40–60 emails a month, and increasingly granular segmentation is what drives that output. Automation is the engine: lead capture, welcome series, and the first-conversion funnel come first, then subscription activation, loyalty, and repeat purchase. The program runs on enterprise tooling — Braze, Salesforce Marketing Cloud, Iterable, Customer.io, or comparable. You own the top-line retention revenue number for your client. You build the forecast, defend it, and lead the team that hits it. We are open to candidates in NYC, NJ, Florida and Texas.
That covers overview. Now Responsibilities: Could be a list. Responsibilities items: - Serve as the senior point of contact for your client, meeting weekly to review performance and shape current and future initiatives. - Own the retention revenue forecast — build it, update it, and bring the recommendations that close any gap to plan. - Set the segmentation and lifecycle strategy that drives the program's output, and prioritize the roadmap of flows, campaigns, and tests behind it. - Own subscription activation and retention: the trial and onboarding journeys, the conversion moments, and the loyalty, repeat purchase, and win-back programming that extends customer lifetime. - Conduct weekly 1:1s with your direct reports, manage workload and capacity, and train the team to help them grow into experts. - Develop the strategic campaign calendar and partner with your specialists to deliver it 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 the Performance Marketing and Strategy teams so that acquisition investment and lifecycle programming reinforce each other. Also earlier: "You will lead a team of lifecycle marketing experts to drive subscriber growth and revenue, and partner with cross-functional colleagues to go deeper on customer behavior — with a specific focus on activation, loyalty, and long-term customer value." That's more overview but could be responsibility. We'll include in responsibilities list maybe. We'll produce- for each. Now Requirements: The bullet list under "You should apply if this sounds like you". Let's extract each bullet: - You are a growth marketer first and a lifecycle marketer second. You think in cohorts, conversion rates, and payback periods. You are energized by a program that does not exist yet and a list that is about to grow 10x. - 7+ years of experience in digital, growth, or lifecycle marketing, including time spent on subscription or SaaS products. - You have owned a revenue or subscriber target and built the forecast behind it — you can model list growth, conversion, activation, and churn and explain what moves each one. - You have scaled a lifecycle program through a period of rapid list growth, and you know what breaks when volume goes from a handful of sends to 40–60 per month. - You have built the funnel that matters here: lead capture, welcome series, first conversion, and subscription activation. - You know the difference between a welcome flow that greets people and one that converts them. - You are fluent in subscription economics — trial-to-paid, activation, free-to-paid, upgrade and downgrade paths, involuntary churn, and win-back. - You have 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, not a side project. - You have worked in an enterprise-grade ESP such as Braze, Salesforce Marketing Cloud, Iterable, or Customer.io, and you understand what these platforms make possible: complex segmentation, event-driven journeys, in-app and push alongside email, and integration with a real product data stream. - You love making data-driven decisions and excel at turning analysis into lifecycle strategy that drives revenue. - You are comfortable building the reporting yourself when you need to. - You are used to a fast-paced environment and can project manage multiple workstreams for yourself, your team, and your client. - You 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, plus the ability to articulate complex and sometimes technical ideas to a wide variety of people at any level. - You dedicate time to staying on the cutting edge of consumer technology, subscription, and lifecycle marketing. We could split into Requirements (experience, years, etc) and Skills (tools, analytics). But we can combine into a single Requirements section with list. But we need to avoid too thin sections. Perhaps we have Requirements (includes experience, skills, etc). Benefits separate. Pay separate. Now Benefits: from "What It's Like to Work at Darkroom": - Unlimited PTO + US holidays: Rebooting is part of the work. Take the time you need to stay sharp. - Remote-First Culture: Many roles are fully remote. Employees based in or near our New York or Lisbon HQs are expected to work hybrid with weekly in-office time. Hub locations include the Brazil and Spain. - Health & Wellness: Company-sponsored medical, dental, and vision coverage. - Finances, growth, and retirement: Darkroom offers a robust 401(k) program with company match and profit-sharing opportunities to help you save and grow as the company grows. - Parental Leave: Flexible parental leave to support new parents during this important transition. - Growth: Our interdisciplinary model gives every Darkroomer exposure far beyond their core role. Grow your skills, expand your influence, and stay at the forefront of the industry. We'll put each as
- .
Pay: "Compensation: The base salary range for this role is $100,000-$120,000 per year. This range represents the anticipated minimum and maximum for this position and applies to candidates based in New York, including New York City, in compliance with the New York State Pay Transparency Law and the New York City Salary Transparency Law. Actual compensation within this range will be determined based on experience, skills, and qualifications."
We'll put as
maybe. Now we need to ensure we don't include boilerplate like Equal Opportunity Statement. Remove. Now produce HTML fragment. Let's craft:
About the role
...
Responsibilities
- ... ...
Requirements
- ... ...
Benefits
- ... ...
Pay
...
We must not include Schedule. Check that we haven't repeated content. Ensure we captured all substantive info. Let's write the About the role paragraph: include the description we wrote. Now Responsibilities list: include the items we enumerated, plus maybe the lead team line. Let's list: - Serve as the senior point of contact for your client, meeting weekly to review performance and shape current and future initiatives. - Own the retention revenue forecast — build it, update it, and bring the recommendations that close any gap to plan. - Set the segmentation and lifecycle strategy that drives the program's output, and prioritize the roadmap of flows, campaigns, and tests behind it. - Own subscription activation and retention: the trial and onboarding journeys, the conversion moments, and the loyalty, repeat purchase, and win-back programming that extends customer lifetime. - Conduct weekly 1:1s with your direct reports, manage workload and capacity, and train the team to help them grow into experts. - Develop the strategic campaign calendar and partner with your specialists to deliver it 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 the Performance Marketing and Strategy teams so that acquisition investment and lifecycle programming reinforce each other. - Lead a team of lifecycle marketing experts to drive subscriber growth and revenue, and partner with cross-functional colleagues to go deeper on customer behavior — with a specific focus on activation, loyalty, and long-term customer value. That covers. Now Requirements list: we need to include all bullet points from "You should apply if this sounds like you". Let's convert each to - . Might be many but okay. We'll list them: - You are a growth marketer first and a lifecycle marketer second. You think in cohorts, conversion rates, and payback periods. You are energized by a program that does not yet exist and a list that is about to grow 10x. - 7+ years of experience in digital, growth, or lifecycle marketing, including time spent on subscription or SaaS products. - You have owned