Brand Manager

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. No Job ID. Remove boilerplate. Must preserve all substantive info. We need to parse the posting. Key info: - Pay: $110,000 – $130,000 per year, plus benefits package worth $19,000–$24,000 annually. Total target compensation: approx $129,000 – $154,000. - Benefits: Free medical option (Cigna HDHP 100% company-paid for you and family, $0 premium, high-deductible plan $4k individual/$8k family paired with HSA). Money toward health costs: choose HDHP and we add $1,000 a year to HSA. Company-paid life insurance $75k. 401(k) with match up to 3.5% of pay. Dental and vision coverage through Principal at low monthly cost. Unlimited PTO from day one. No accrual, no waiting period. - Schedule: Full-time. Location: Gillette, WY (On-site or Hybrid for the right candidate). Work environment: On-site in Gillette, WY. Regular presence on shop floor. Comfortable in active training environment: heat, sparks, noise, PPE required. Some travel between WW A properties in Gillette. - About the role: The job overview: Western Welding Academy mission, etc. Also "Why Join Western Welding Academy?" includes details about role purpose. - Responsibilities: Listed under "What You'll Do": bullet points. - Requirements/Qualifications/Skills: Under "What We're Looking For": bullet points. - Also "Important Eligibility Requirement": Applicants must already be legally authorized to work in the United States. No visa sponsorship. - Also "Work Environment": details. We need to decide sections: About the role (job overview), Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We can combine some if content thin. But we need to avoid filler sections. We have substantive content for: - About the role: Yes, job overview paragraph. - Responsibilities: Yes, list of duties under "What You'll Do". - Requirements: Could be eligibility (authorized to work) plus maybe "What We're Looking For" includes qualifications. Could split into Requirements (eligibility) and Qualifications (experience) and Skills (specific abilities). But we need to avoid thin sections. Let's see. "What We're Looking For" includes: - You've already built this somewhere else. You've scaled an organic or paid content function for a real brand and you can point to the number that proves it. - You already think this way. Creative is the targeting, saves matter more than views, capture-don't-manufacture. - You have a hiring bar, not just a headcount plan. You've hired A-players and let go of people who weren't, and you can tell the difference quickly. - You're comfortable with data. You can tie a specific piece of content to a specific qualified applicant — not just a view count. - You're a builder, not a caretaker. You're inheriting a team and a volume target, not a finished machine. - What will make you stand out: list of specific experiences. Thus we can treat these as Qualifications/Skills. We also have "Important Eligibility Requirement": Must be legally authorized to work in US, no visa sponsorship. Thus we can have Requirements section for that. Skills: maybe we can list specific skills: scaling organic/paid content, data-driven content, hiring A-players, building hiring bar, AI-driven content automation, blue-collar/trade/workforce-education markets, etc. But we could combine Qualifications and Skills into one section if we think they'd be thin. However instructions: Prefer a few substantive sections over many thin ones. So we could have About the role, Responsibilities, Qualifications (including requirements and skills), Benefits, Pay, Schedule. That's 6 sections. We need to use

for section headings. Use

• for any list of duties/requirements/benefits, and

  for prose. We must not repeat job title as heading. No Job ID. We must not include boilerplate like EEO etc. Not present. We must not include application instructions (the "How to Apply" part). Must remove that. We must preserve all substantive information: So we need to include all details from the posting except the application instructions and boilerplate. Thus we need to include: - Job overview paragraph(s) (mission, etc.) - "Why Join Western Welding Academy?" paragraph(s) about measuring content, etc. - "Here's what's in it for you:" bullet list of benefits (but we will move to Benefits section). Actually that section includes benefits details; we will extract. - "What You'll Do": list of responsibilities. - "What We're Looking For": list of qualifications/skills. - "Important Eligibility Requirement": statement. - "Work Environment": details. - Pay and benefits: Already captured. - Location and schedule: Full-time, location Gillette, WY (On-site or Hybrid for right candidate). Also mention travel. We need to ensure we don't lose any substantive info. Let's extract each piece. **Job Overview** (first paragraph after "Full-time Job Overview"): "Western Welding Academy is on a mission to build a better generation of blue-collar craftsmen. We forge the next generation of skilled welders through an unwavering commitment to work ethic, accountability, and integrity — focusing on student outcomes and hands-on training in a real-world environment that prepares them to exceed the demands of the industry. We believe in this mission because blue-collar tradespeople are the backbone of America. This country was built by skilled workers, and yet for too long we've pushed every young person toward college and left the trades underappreciated. Now manufacturing is returning to American soil and the demand for welders is skyrocketing, while the skilled workforce to meet it doesn't exist. We're filling that gap, one welder at a time, because the future of this country depends on the hands of those willing to build it." **Why Join Western Welding Academy?** (the paragraph after that): "Most brand or marketing leadership roles ask you to defend a number that doesn't actually matter — followers, impressions, views. This one doesn't. We measure content on whether it produces the right students, and you'll be the one who sets that standard and holds the department to it. We already have a videographer/editor on the floor capturing what happens here every day — a student's first arc, the test they were sure they'd fail, the day they graduate. What we don't have yet is someone who turns that raw material into a system: a defined Avatar, a working KPI scorecard, a hiring bar, and a content engine that compounds instead of starting over every week. That's you! You'll report to our VP of Revenue Operations, which means the content you build is never disconnected from what Admissions actually needs. You'll be the first hire into a marketing function we are deliberately rebuilding — which means you set the bar for who comes in after you." **Here's what's in it for you:** (benefits list): - Free medical option. Our Cigna HDHP plan is 100% company-paid for you and your family — $0 premium out of your paycheck. It's a high-deductible plan ($4,000 individual / $8,000 family) paired with an HSA. Money toward your health costs. Choose the HDHP and we add $1,000 a year to your Health Savings Account. - Company-paid life insurance. $75,000 in coverage at no cost to you. - 401(k) with a match. We match up to 3.5% of your pay to help you build for the future. - Dental and vision coverage through Principal at a low monthly cost. - Unlimited PTO from your very first day. No accrual, no waiting period — just plan ahead with your manager. - Real hiring authority. You're building this department's bar, not filling a seat inside someone else's. - A mission that matters. Your work helps put people into life-changing careers and helps rebuild America's skilled workforce, one welder at a time. Note: Some of these are more like benefits (medical, life insurance, 401k, dental/vision, PTO). The "Real hiring authority" and "A mission that matters" are more like role aspects; but they are in the benefits list. We could keep them in Benefits section as they are part of "what's in it for you". However instructions: Benefits section only if posting actually states them. It does state them. So we can include all bullet points under Benefits. But we might want to separate "Real hiring authority" and "A mission that matters" into Responsibilities or About the role? However they are part of the benefits list; we can keep them there. **What You'll Do** (responsibilities list): - Own the Avatar. Make sure we actually know exactly who we're for — mine sales-call transcripts into a living Why People Buy document, keep it refreshed monthly, and make sure every hook, script and ad traces back to it. - Run the department on saves, not views. Set and defend the KPI scorecard. Review content against lead quality every month, and adjust the content — not the sales team — when the wrong applicants start showing up. - Build the organic-to-paid flywheel. Push posting volume, find the outliers that clearly win, and make sure every paid ad is built from proven organic — not new footage shot specifically for ads. - Architect content around one big idea. Keep everything we publish traceable to the mission and a defined set of supporting reasons — not whatever's trending that week. - Hire the department's A-players. You're the first hire into this function and you build the bar for everyone who comes in behind you. Screen for critical thinking and coachability, and apply a simple filter: would we hire ten of this person? - Manage and grow our videographer/editor. Set the shoot calendar, run the lifecycle-ad sequence, and own the monthly batch shoot that feeds the whole content pipeline. - Partner with Revenue on the lead-scoring loop. Make sure lead quality and source-creative data actually flow back to marketing, and use it to make decisions — not assumptions. - Own the automation build. Oversee the AI-driven content pipeline — scrape, theme, script, edit, post, learn — so output scales without scaling headcount. - Steward the brand beyond students. Own our careers page and support our CEO's personal-brand content, because the same engine that attracts students also attracts the A-players we need to hire. **What We're Looking For** (qualifications/skills): - You've already built this somewhere else. You've scaled an organic or paid content function for a real brand and you can point to the number that proves it. - You already think this way. Creative is the targeting, saves matter more than views, capture-don't-manufacture. - If we have to explain why the old playbook stopped working, this isn't the role for you. - You have a hiring bar, not just a headcount plan. You've hired A-players and let go of people who weren't, and you can tell the difference quickly. - You're comfortable with data. You can tie a specific piece of content to a specific qualified applicant — not just a view count. - You're a builder, not a caretaker. You're inheriting a team and a volume target, not a finished machine. - What will make you stand out: - You've run a brand or content function through the exact constraint we're in now — low posting volume, no written Avatar, ads built from new shoots instead of proven organic. - You've built or overseen a customer