Associate Director, Retention

We need to output HTML fragment with sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. We must not repeat job title. Must not include Job ID etc. Remove boilerplate. We need to parse the posting: It includes "About Darkroom" (company description) – not needed as a section? The instruction: Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should include sections that have content: About the role (the description after "About The Role"), Responsibilities (list of duties), Requirements (maybe experience), Qualifications (maybe similar), Skills (maybe specific skills), Benefits (list of benefits), Pay (salary range), Schedule (maybe remote-first etc). We need to preserve all substantive information. We must not create sections with filler like "commensurate with experience". We have actual content for Pay: "Compensation: The base salary range for this role is $100,000-$120,000 per year." So include Pay section. Schedule: The posting mentions remote-first culture, hybrid expectations, unlimited PTO, etc. That could be considered Schedule? Actually schedule might be about work hours/remote. The instruction says include Schedule section only if posting actually states them. It does mention remote-first culture, hybrid, unlimited PTO. That's more about work arrangement, maybe schedule. We'll include Schedule with those details. Benefits: The posting lists 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). So we can list those as bullet points. About the role: The paragraph after "About The Role" up to "You should apply if this sounds like you". We'll capture that as prose. Responsibilities: The bullet list after "A day in the life" includes many duties. We'll turn each sentence into

. Requirements: The list after "You should apply if this sounds like you" includes many bullet-like sentences (starting with "You are a growth marketer..." etc). Those are requirements/qualifications. We need to separate Requirements vs Qualifications vs Skills. The instruction says we can have sections for Requirements, Qualifications, Skills. We need to decide what goes where. Typically Requirements: years of experience, owned revenue target, etc. Qualifications: maybe specific experiences like built funnel, subscription economics, loyalty programming, ESP fluency. Skills: maybe data-driven decisions, reporting, project management, communication, staying cutting edge. We'll try to categorize. Let's extract: From "You should apply if this sounds like you" paragraph: - 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 can split: Requirements: maybe the baseline: 7+ years experience, owned revenue/subscriber target, built forecast, scaled lifecycle program, built funnel, welcome flow difference, subscription economics fluency, loyalty programming experience, ESP experience. Qualifications: maybe having direct report/leadership, communication skills, staying cutting edge. Skills: data-driven decisions, reporting, project management, etc. But we need to avoid duplication. Let's decide: Section "Requirements": list of hard requirements: 7+ years experience, owned revenue/subscriber target, built forecast, scaled lifecycle program through rapid list growth, built funnel (lead capture, welcome series, first conversion, subscription activation), knows welcome flow difference, fluent in subscription economics, developed loyalty/referral/rewards programming improving repeat purchase/LTV, worked in enterprise-grade ESP (Braze, SFMC, Iterable, Customer.io) and understands capabilities. Section "Qualifications": maybe leadership/communication: at least one direct report or exceptional leadership skills, excellent verbal/written communication and presentation skills, ability to articulate complex ideas, dedicates time to staying cutting edge. Section "Skills": data-driven decisions, building reporting, project managing multiple workstreams, etc. But we also have "You love making data-driven decisions and excel at turning analysis into lifecycle strategy that drives revenue." That's a skill. "You are comfortable building the reporting yourself when you need to." skill. "You are used to a fast-paced environment and can project manage multiple workstreams for yourself, your team, and your client." skill. We'll put those under Skills. Now Responsibilities: from "A day in the life" bullet points: - 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. We'll list each as

. About the role: The paragraph after "About The Role" up to "You should apply if this sounds like you". Let's capture: "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." We'll put that in

under About the role. Benefits: list: - Unlimited PTO + US holidays - Remote-First Culture (many roles fully remote; employees based in or near New York or Lisbon HQs expected to work hybrid with weekly in-office time; hub locations include 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 - Parental Leave: Flexible parental leave to support new parents - Growth: Interdisciplinary model gives exposure beyond core role; grow skills, expand influence, stay at forefront We'll bullet those. Pay: base salary range $100,000-$120,000 per year. Schedule: maybe we can include remote-first culture etc but that's already in Benefits. However schedule could be about work arrangement: remote-first, hybrid expectations, unlimited PTO. Since we already used Benefits for those, maybe we should not duplicate. The instruction says include a section ONLY when posting has real specific content for it. It does not forbid overlapping content across sections, but we should avoid duplication. We could put remote-first etc under Benefits, and Schedule maybe left out if not distinct. However the posting mentions "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." That's about work location/schedule. Could be considered Schedule. But we already have Benefits covering remote-first etc. Might be better to put under Benefits as it's a benefit. The instruction says Benefits section for benefits like health, 401k, parental leave, unlimited PTO, remote-first etc. So we can include remote-first under Benefits. Then Schedule may not have distinct content; we could omit Schedule section. Pay we have. Thus sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay. We must not include empty sections. Now produce HTML fragment: use

for each heading, then content:

for prose,

• for lists. We need to ensure we don't include any markdown fences. Let's craft. About the role:

  About the role

  ...

  Responsibilities:

  Responsibilities

  • ...
  ...
  Requirements:

  Requirements

  ...
  Qualifications:

  Qualifications

  ...
  Skills:

  Skills

  ...
  Benefits:

  Benefits

  ...
  Pay:

  Pay

  The base salary range for this role is $100,000–$120,000 per year.

  (use en dash? We'll keep hyphen.) Make sure to preserve all info. Now write the content. Let's extract exact sentences for each. About the role paragraph: We'll