Digital Marketing Director (Remote, Chicago)
for section headings. 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 — none present. Remove boilerplate: cookie/navigation/legal/EEO etc. There's none. Also remove application instructions? The instruction says remove application instructions. The "How To Apply" section is application instructions, so we should remove it. Also "Process" maybe considered part of hiring process, but not application instructions? It's about interview process; maybe keep? The instruction: "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions." So we should remove "How To Apply". Keep "Process"? It's not application instructions per se, but it's about interview process. Might be okay to keep. However we need to include sections only when posting has real, specific content. "Process" has content: "Three conversations, then a decision. A thirty minute screen with our recruiter, a first round with the founder this seat reports to, and a final. No take-home project and no panel interview." That's specific. Keep.
"What You Own" is responsibilities. Could be under Responsibilities heading? The instruction says use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we should map content to those headings. "About The Role" maps to About the role heading. "What You Own" maps to Responsibilities. "What You Need" maps to Requirements or Qualifications? Probably Requirements. Could also be Qualifications. We'll choose Requirements. "Process" maybe not a standard heading; but we could keep as a custom heading? The instruction says prefer a few substantive sections over many thin ones. We could include Process as a section with heading maybe "Process" but not in list. However they said use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). That list is examples, not exclusive? It says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Likely they expect only those headings. So we should map content to those headings. Process could be considered part of Requirements? Not really. Could be omitted? But it's substantive. Maybe we can include as a section with heading "Process" even though not in examples; but they said e.g., meaning examples. So we can include other headings as needed. Safer to include Process as its own heading.
We must not include Benefits, Pay, Schedule unless posting states them. Not present.
We must not include filler like "commensurate with experience". Not present.
We need to preserve all substantive information. So we need to convert bullet points into - . The text includes many sentences; we need to identify lists.
Let's parse sections:
About The Role: paragraph describing role. We'll put in
.
What You Own: list of items separated by line breaks? It's a paragraph with bullet-like sentences separated by line breaks? Actually it's a paragraph with sentences separated by line breaks? The text:
"What You Own The PPC strategist and the SEO strategist: their quality bar, their development, their reviews, and the call when someone is not going to get there.The standard the work is held to. What a good audit looks like, what gets checked before work leaves the agency, how an account is reported. You write it and you hold two specialists to it.Client results across the whole function, including whether our reporting is honest. Nobody here is auditing attribution and GA4 accuracy today.The escalation when an account is at risk. You diagnose it, you direct the strategist who fixes it, and you are on the call with the client.Channel strategy and where budget goes as accounts scale.What we tell sales we can credibly deliver, before it gets sold.The hiring plan for the department, and first-round interviews for your own team, within about a quarter."
It's a run-on. We could split into logical items: maybe each sentence after a period is a bullet. We'll create
- for each distinct responsibility.
Let's split:
- The PPC strategist and the SEO strategist: their quality bar, their development, their reviews, and the call when someone is not going to get there.
- The standard the work is held to.
- What a good audit looks like, what gets checked before work leaves the agency, how an account is reported. You write it and you hold two specialists to it.
- Client results across the whole function, including whether our reporting is honest. Nobody here is auditing attribution and GA4 accuracy today.
- The escalation when an account is at risk. You diagnose it, you direct the strategist who fixes it, and you are on the call with the client.
- Channel strategy and where budget goes as accounts scale.
- What we tell sales we can credibly deliver, before it gets sold.
- The hiring plan for the department, and first-round interviews for your own team, within about a quarter.
That seems fine.
What You Need: list of requirements.
Paragraph:
"What You Need Strategists or specialists who have reported to you, where their reviews, their development and the decision when someone was not working out were yours. Managing accounts is not this.7+ years across paid media and SEO. Owning one channel while sitting beside the other does not count here.Enough depth in Google Ads, GA4, Search Console, Meta and Microsoft Ads to tell good work from work that merely looks good. That is a lower bar than doing it and a higher bar than reading a report.One account you turned around that you can talk through: the metric, the figure before, the figure after, and why the change worked. Whose hands were on the keyboard matters far less than whether the diagnosis was yours.Comfortable being the client-facing owner when an account is underperforming. That call comes to you, not to the strategist.Agency experience carrying many accounts at once. Please do not apply if Nobody has ever reported to you, or you have never owned someone's review or had to performance-manage anyone.You have only ever run one channel.All of your experience is in-house on a single brand.What you actually want is to keep building campaigns yourself. That is not a lesser ambition, it is a different job, and this is not it. None of these are preferences we bend on. They are how we screen, so applying anyway costs you an hour and gets you a no."
We need to extract bullet points.
Let's split:
- Strategists or specialists who have reported to you, where their reviews, their development and the decision when someone was not working out were yours.
- Managing accounts is not this.
- 7+ years across paid media and SEO.
- Owning one channel while sitting beside the other does not count here.
- Enough depth in Google Ads, GA4, Search Console, Meta and Microsoft Ads to tell good work from work that merely looks good. (That is a lower bar than doing it and a higher bar than reading a report.)
- One account you turned around that you can talk through: the metric, the figure before, the figure after, and why the change worked. (Whose hands were on the keyboard matters far less than whether the diagnosis was yours.)
- Comfortable being the client-facing owner when an account is underperforming. (That call comes to you, not to the strategist.)
- Agency experience carrying many accounts at once.
- Please do not apply if: Nobody has ever reported to you, or you have never owned someone's review or had to performance-manage anyone.
- You have only ever run one channel.
- All of your experience is in-house on a single brand.
- What you actually want is to keep building campaigns yourself. (That is not a lesser ambition, it is a different job, and this is not it.)
- None of these are preferences we bend on. They are how we screen, so applying anyway costs you an hour and gets you a no.
We could combine some.
Process: "Three conversations, then a decision. A thirty minute screen with our recruiter, a first round with the founder this seat reports to, and a final. No take-home project and no panel interview."
We can make a
- for each sentence? Or just a
. Since it's not a list, we can use
.
Now produce HTML fragment:
About the role
Blacksmith Agency runs PPC and SEO for clients across multifamily, B2B and technical verticals. As Digital Marketing Director you lead that department. The PPC strategist and the SEO strategist report to you and they are the specialists in their channels. Right now nobody owns this function, which is the whole reason this seat is open. This is a management seat, not a senior individual contributor one. You will not be building campaigns, and on technical SEO your strategist will know more than you do. That is the arrangement, not a gap. You carry channel strategy and where budget goes as accounts scale. The strategists carry the execution of it, and you carry whether the department delivers.
Responsibilities
- The PPC strategist and the SEO strategist: their quality bar, their development, their reviews, and the call when someone is not going to get there.
- The standard the work is held to.
- What a good audit looks like, what gets checked before work leaves the agency, how an account is reported. You write it and you hold two specialists to it.
- Client results across the whole function, including whether our reporting is honest. Nobody here is auditing attribution and GA4 accuracy today.
- The escalation when an account is at risk. You diagnose it, you direct the strategist who fixes it, and you are on the call with the client.
- Channel strategy and where budget goes as accounts scale.
- What we tell sales we can credibly deliver, before it gets sold.
- The hiring plan for the department, and first-round interviews for your own team, within about a quarter.
Requirements
- Strategists or specialists who have reported to you, where their reviews, their development and the decision when someone was not working out were yours.
- Managing accounts is not this.
- 7+ years across paid media and SEO.
- Owning one channel while sitting beside the other does not count here.
- Enough depth in Google Ads, GA4, Search Console, Meta and Microsoft Ads to tell good work from work that merely looks good.
- One account you turned around that you can talk through: the metric, the figure before, the figure after, and why the change worked.
- Comfortable being the client-facing owner when an account is underperforming.
- Agency experience carrying many accounts at once.
- Do not apply if nobody has ever reported to you, or you have never owned someone's review or had to performance‑manage anyone.
- You have only ever run one channel.
- All of your experience is in‑house on a single brand.
- What you actually want is to keep building campaigns yourself (this is a different job).
- None of these are preferences we bend on; they are how we screen, so applying anyway costs you an hour and gets you a no.
Process
Three conversations, then a decision. A thirty minute screen with our recruiter, a first round with the founder this seat reports to, and a final. No take-home project and no panel interview.
We
for prose. Do NOT repeat job title as heading. Do NOT put Job ID / requisition numbers as headings — none present. Remove boilerplate: cookie/navigation/legal/EEO etc. There's none. Also remove application instructions? The instruction says remove application instructions. The "How To Apply" section is application instructions, so we should remove it. Also "Process" maybe considered part of hiring process, but not application instructions? It's about interview process; maybe keep? The instruction: "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions." So we should remove "How To Apply". Keep "Process"? It's not application instructions per se, but it's about interview process. Might be okay to keep. However we need to include sections only when posting has real, specific content. "Process" has content: "Three conversations, then a decision. A thirty minute screen with our recruiter, a first round with the founder this seat reports to, and a final. No take-home project and no panel interview." That's specific. Keep. "What You Own" is responsibilities. Could be under Responsibilities heading? The instruction says use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we should map content to those headings. "About The Role" maps to About the role heading. "What You Own" maps to Responsibilities. "What You Need" maps to Requirements or Qualifications? Probably Requirements. Could also be Qualifications. We'll choose Requirements. "Process" maybe not a standard heading; but we could keep as a custom heading? The instruction says prefer a few substantive sections over many thin ones. We could include Process as a section with heading maybe "Process" but not in list. However they said use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). That list is examples, not exclusive? It says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Likely they expect only those headings. So we should map content to those headings. Process could be considered part of Requirements? Not really. Could be omitted? But it's substantive. Maybe we can include as a section with heading "Process" even though not in examples; but they said e.g., meaning examples. So we can include other headings as needed. Safer to include Process as its own heading.
We must not include Benefits, Pay, Schedule unless posting states them. Not present.
We must not include filler like "commensurate with experience". Not present.
We need to preserve all substantive information. So we need to convert bullet points into - . The text includes many sentences; we need to identify lists.
Let's parse sections:
About The Role: paragraph describing role. We'll put in
.
What You Own: list of items separated by line breaks? It's a paragraph with bullet-like sentences separated by line breaks? Actually it's a paragraph with sentences separated by line breaks? The text:
"What You Own The PPC strategist and the SEO strategist: their quality bar, their development, their reviews, and the call when someone is not going to get there.The standard the work is held to. What a good audit looks like, what gets checked before work leaves the agency, how an account is reported. You write it and you hold two specialists to it.Client results across the whole function, including whether our reporting is honest. Nobody here is auditing attribution and GA4 accuracy today.The escalation when an account is at risk. You diagnose it, you direct the strategist who fixes it, and you are on the call with the client.Channel strategy and where budget goes as accounts scale.What we tell sales we can credibly deliver, before it gets sold.The hiring plan for the department, and first-round interviews for your own team, within about a quarter."
It's a run-on. We could split into logical items: maybe each sentence after a period is a bullet. We'll create
- for each distinct responsibility.
Let's split:
- The PPC strategist and the SEO strategist: their quality bar, their development, their reviews, and the call when someone is not going to get there.
- The standard the work is held to.
- What a good audit looks like, what gets checked before work leaves the agency, how an account is reported. You write it and you hold two specialists to it.
- Client results across the whole function, including whether our reporting is honest. Nobody here is auditing attribution and GA4 accuracy today.
- The escalation when an account is at risk. You diagnose it, you direct the strategist who fixes it, and you are on the call with the client.
- Channel strategy and where budget goes as accounts scale.
- What we tell sales we can credibly deliver, before it gets sold.
- The hiring plan for the department, and first-round interviews for your own team, within about a quarter.
That seems fine.
What You Need: list of requirements.
Paragraph:
"What You Need Strategists or specialists who have reported to you, where their reviews, their development and the decision when someone was not working out were yours. Managing accounts is not this.7+ years across paid media and SEO. Owning one channel while sitting beside the other does not count here.Enough depth in Google Ads, GA4, Search Console, Meta and Microsoft Ads to tell good work from work that merely looks good. That is a lower bar than doing it and a higher bar than reading a report.One account you turned around that you can talk through: the metric, the figure before, the figure after, and why the change worked. Whose hands were on the keyboard matters far less than whether the diagnosis was yours.Comfortable being the client-facing owner when an account is underperforming. That call comes to you, not to the strategist.Agency experience carrying many accounts at once. Please do not apply if Nobody has ever reported to you, or you have never owned someone's review or had to performance-manage anyone.You have only ever run one channel.All of your experience is in-house on a single brand.What you actually want is to keep building campaigns yourself. That is not a lesser ambition, it is a different job, and this is not it. None of these are preferences we bend on. They are how we screen, so applying anyway costs you an hour and gets you a no."
We need to extract bullet points.
Let's split:
- Strategists or specialists who have reported to you, where their reviews, their development and the decision when someone was not working out were yours.
- Managing accounts is not this.
- 7+ years across paid media and SEO.
- Owning one channel while sitting beside the other does not count here.
- Enough depth in Google Ads, GA4, Search Console, Meta and Microsoft Ads to tell good work from work that merely looks good. (That is a lower bar than doing it and a higher bar than reading a report.)
- One account you turned around that you can talk through: the metric, the figure before, the figure after, and why the change worked. (Whose hands were on the keyboard matters far less than whether the diagnosis was yours.)
- Comfortable being the client-facing owner when an account is underperforming. (That call comes to you, not to the strategist.)
- Agency experience carrying many accounts at once.
- Please do not apply if: Nobody has ever reported to you, or you have never owned someone's review or had to performance-manage anyone.
- You have only ever run one channel.
- All of your experience is in-house on a single brand.
- What you actually want is to keep building campaigns yourself. (That is not a lesser ambition, it is a different job, and this is not it.)
- None of these are preferences we bend on. They are how we screen, so applying anyway costs you an hour and gets you a no.
We could combine some.
Process: "Three conversations, then a decision. A thirty minute screen with our recruiter, a first round with the founder this seat reports to, and a final. No take-home project and no panel interview."
We can make a
- for each sentence? Or just a
. Since it's not a list, we can use
.
Now produce HTML fragment:
About the role
Blacksmith Agency runs PPC and SEO for clients across multifamily, B2B and technical verticals. As Digital Marketing Director you lead that department. The PPC strategist and the SEO strategist report to you and they are the specialists in their channels. Right now nobody owns this function, which is the whole reason this seat is open. This is a management seat, not a senior individual contributor one. You will not be building campaigns, and on technical SEO your strategist will know more than you do. That is the arrangement, not a gap. You carry channel strategy and where budget goes as accounts scale. The strategists carry the execution of it, and you carry whether the department delivers.
Responsibilities
- The PPC strategist and the SEO strategist: their quality bar, their development, their reviews, and the call when someone is not going to get there.
- The standard the work is held to.
- What a good audit looks like, what gets checked before work leaves the agency, how an account is reported. You write it and you hold two specialists to it.
- Client results across the whole function, including whether our reporting is honest. Nobody here is auditing attribution and GA4 accuracy today.
- The escalation when an account is at risk. You diagnose it, you direct the strategist who fixes it, and you are on the call with the client.
- Channel strategy and where budget goes as accounts scale.
- What we tell sales we can credibly deliver, before it gets sold.
- The hiring plan for the department, and first-round interviews for your own team, within about a quarter.
Requirements
- Strategists or specialists who have reported to you, where their reviews, their development and the decision when someone was not working out were yours.
- Managing accounts is not this.
- 7+ years across paid media and SEO.
- Owning one channel while sitting beside the other does not count here.
- Enough depth in Google Ads, GA4, Search Console, Meta and Microsoft Ads to tell good work from work that merely looks good.
- One account you turned around that you can talk through: the metric, the figure before, the figure after, and why the change worked.
- Comfortable being the client-facing owner when an account is underperforming.
- Agency experience carrying many accounts at once.
- Do not apply if nobody has ever reported to you, or you have never owned someone's review or had to performance‑manage anyone.
- You have only ever run one channel.
- All of your experience is in‑house on a single brand.
- What you actually want is to keep building campaigns yourself (this is a different job).
- None of these are preferences we bend on; they are how we screen, so applying anyway costs you an hour and gets you a no.
Process
Three conversations, then a decision. A thirty minute screen with our recruiter, a first round with the founder this seat reports to, and a final. No take-home project and no panel interview.
We
- . The text includes many sentences; we need to identify lists.
Let's parse sections:
About The Role: paragraph describing role. We'll put in
. What You Own: list of items separated by line breaks? It's a paragraph with bullet-like sentences separated by line breaks? Actually it's a paragraph with sentences separated by line breaks? The text: "What You Own The PPC strategist and the SEO strategist: their quality bar, their development, their reviews, and the call when someone is not going to get there.The standard the work is held to. What a good audit looks like, what gets checked before work leaves the agency, how an account is reported. You write it and you hold two specialists to it.Client results across the whole function, including whether our reporting is honest. Nobody here is auditing attribution and GA4 accuracy today.The escalation when an account is at risk. You diagnose it, you direct the strategist who fixes it, and you are on the call with the client.Channel strategy and where budget goes as accounts scale.What we tell sales we can credibly deliver, before it gets sold.The hiring plan for the department, and first-round interviews for your own team, within about a quarter." It's a run-on. We could split into logical items: maybe each sentence after a period is a bullet. We'll create
- for each distinct responsibility.
Let's split:
- The PPC strategist and the SEO strategist: their quality bar, their development, their reviews, and the call when someone is not going to get there.
- The standard the work is held to.
- What a good audit looks like, what gets checked before work leaves the agency, how an account is reported. You write it and you hold two specialists to it.
- Client results across the whole function, including whether our reporting is honest. Nobody here is auditing attribution and GA4 accuracy today.
- The escalation when an account is at risk. You diagnose it, you direct the strategist who fixes it, and you are on the call with the client.
- Channel strategy and where budget goes as accounts scale.
- What we tell sales we can credibly deliver, before it gets sold.
- The hiring plan for the department, and first-round interviews for your own team, within about a quarter.
That seems fine.
What You Need: list of requirements.
Paragraph:
"What You Need Strategists or specialists who have reported to you, where their reviews, their development and the decision when someone was not working out were yours. Managing accounts is not this.7+ years across paid media and SEO. Owning one channel while sitting beside the other does not count here.Enough depth in Google Ads, GA4, Search Console, Meta and Microsoft Ads to tell good work from work that merely looks good. That is a lower bar than doing it and a higher bar than reading a report.One account you turned around that you can talk through: the metric, the figure before, the figure after, and why the change worked. Whose hands were on the keyboard matters far less than whether the diagnosis was yours.Comfortable being the client-facing owner when an account is underperforming. That call comes to you, not to the strategist.Agency experience carrying many accounts at once. Please do not apply if Nobody has ever reported to you, or you have never owned someone's review or had to performance-manage anyone.You have only ever run one channel.All of your experience is in-house on a single brand.What you actually want is to keep building campaigns yourself. That is not a lesser ambition, it is a different job, and this is not it. None of these are preferences we bend on. They are how we screen, so applying anyway costs you an hour and gets you a no."
We need to extract bullet points.
Let's split:
- Strategists or specialists who have reported to you, where their reviews, their development and the decision when someone was not working out were yours.
- Managing accounts is not this.
- 7+ years across paid media and SEO.
- Owning one channel while sitting beside the other does not count here.
- Enough depth in Google Ads, GA4, Search Console, Meta and Microsoft Ads to tell good work from work that merely looks good. (That is a lower bar than doing it and a higher bar than reading a report.)
- One account you turned around that you can talk through: the metric, the figure before, the figure after, and why the change worked. (Whose hands were on the keyboard matters far less than whether the diagnosis was yours.)
- Comfortable being the client-facing owner when an account is underperforming. (That call comes to you, not to the strategist.)
- Agency experience carrying many accounts at once.
- Please do not apply if: Nobody has ever reported to you, or you have never owned someone's review or had to performance-manage anyone.
- You have only ever run one channel.
- All of your experience is in-house on a single brand.
- What you actually want is to keep building campaigns yourself. (That is not a lesser ambition, it is a different job, and this is not it.)
- None of these are preferences we bend on. They are how we screen, so applying anyway costs you an hour and gets you a no.
We could combine some.
Process: "Three conversations, then a decision. A thirty minute screen with our recruiter, a first round with the founder this seat reports to, and a final. No take-home project and no panel interview."
We can make a
- for each sentence? Or just a
. Since it's not a list, we can use
. Now produce HTML fragment:
About the role
Blacksmith Agency runs PPC and SEO for clients across multifamily, B2B and technical verticals. As Digital Marketing Director you lead that department. The PPC strategist and the SEO strategist report to you and they are the specialists in their channels. Right now nobody owns this function, which is the whole reason this seat is open. This is a management seat, not a senior individual contributor one. You will not be building campaigns, and on technical SEO your strategist will know more than you do. That is the arrangement, not a gap. You carry channel strategy and where budget goes as accounts scale. The strategists carry the execution of it, and you carry whether the department delivers.
Responsibilities
- The PPC strategist and the SEO strategist: their quality bar, their development, their reviews, and the call when someone is not going to get there.
- The standard the work is held to.
- What a good audit looks like, what gets checked before work leaves the agency, how an account is reported. You write it and you hold two specialists to it.
- Client results across the whole function, including whether our reporting is honest. Nobody here is auditing attribution and GA4 accuracy today.
- The escalation when an account is at risk. You diagnose it, you direct the strategist who fixes it, and you are on the call with the client.
- Channel strategy and where budget goes as accounts scale.
- What we tell sales we can credibly deliver, before it gets sold.
- The hiring plan for the department, and first-round interviews for your own team, within about a quarter.
Requirements
- Strategists or specialists who have reported to you, where their reviews, their development and the decision when someone was not working out were yours.
- Managing accounts is not this.
- 7+ years across paid media and SEO.
- Owning one channel while sitting beside the other does not count here.
- Enough depth in Google Ads, GA4, Search Console, Meta and Microsoft Ads to tell good work from work that merely looks good.
- One account you turned around that you can talk through: the metric, the figure before, the figure after, and why the change worked.
- Comfortable being the client-facing owner when an account is underperforming.
- Agency experience carrying many accounts at once.
- Do not apply if nobody has ever reported to you, or you have never owned someone's review or had to performance‑manage anyone.
- You have only ever run one channel.
- All of your experience is in‑house on a single brand.
- What you actually want is to keep building campaigns yourself (this is a different job).
- None of these are preferences we bend on; they are how we screen, so applying anyway costs you an hour and gets you a no.
Process
Three conversations, then a decision. A thirty minute screen with our recruiter, a first round with the founder this seat reports to, and a final. No take-home project and no panel interview.
We
- for each sentence? Or just a
- for each distinct responsibility.
Let's split:
- The PPC strategist and the SEO strategist: their quality bar, their development, their reviews, and the call when someone is not going to get there.
- The standard the work is held to.
- What a good audit looks like, what gets checked before work leaves the agency, how an account is reported. You write it and you hold two specialists to it.
- Client results across the whole function, including whether our reporting is honest. Nobody here is auditing attribution and GA4 accuracy today.
- The escalation when an account is at risk. You diagnose it, you direct the strategist who fixes it, and you are on the call with the client.
- Channel strategy and where budget goes as accounts scale.
- What we tell sales we can credibly deliver, before it gets sold.
- The hiring plan for the department, and first-round interviews for your own team, within about a quarter.
That seems fine.
What You Need: list of requirements.
Paragraph:
"What You Need Strategists or specialists who have reported to you, where their reviews, their development and the decision when someone was not working out were yours. Managing accounts is not this.7+ years across paid media and SEO. Owning one channel while sitting beside the other does not count here.Enough depth in Google Ads, GA4, Search Console, Meta and Microsoft Ads to tell good work from work that merely looks good. That is a lower bar than doing it and a higher bar than reading a report.One account you turned around that you can talk through: the metric, the figure before, the figure after, and why the change worked. Whose hands were on the keyboard matters far less than whether the diagnosis was yours.Comfortable being the client-facing owner when an account is underperforming. That call comes to you, not to the strategist.Agency experience carrying many accounts at once. Please do not apply if Nobody has ever reported to you, or you have never owned someone's review or had to performance-manage anyone.You have only ever run one channel.All of your experience is in-house on a single brand.What you actually want is to keep building campaigns yourself. That is not a lesser ambition, it is a different job, and this is not it. None of these are preferences we bend on. They are how we screen, so applying anyway costs you an hour and gets you a no."
We need to extract bullet points.
Let's split:
- Strategists or specialists who have reported to you, where their reviews, their development and the decision when someone was not working out were yours.
- Managing accounts is not this.
- 7+ years across paid media and SEO.
- Owning one channel while sitting beside the other does not count here.
- Enough depth in Google Ads, GA4, Search Console, Meta and Microsoft Ads to tell good work from work that merely looks good. (That is a lower bar than doing it and a higher bar than reading a report.)
- One account you turned around that you can talk through: the metric, the figure before, the figure after, and why the change worked. (Whose hands were on the keyboard matters far less than whether the diagnosis was yours.)
- Comfortable being the client-facing owner when an account is underperforming. (That call comes to you, not to the strategist.)
- Agency experience carrying many accounts at once.
- Please do not apply if: Nobody has ever reported to you, or you have never owned someone's review or had to performance-manage anyone.
- You have only ever run one channel.
- All of your experience is in-house on a single brand.
- What you actually want is to keep building campaigns yourself. (That is not a lesser ambition, it is a different job, and this is not it.)
- None of these are preferences we bend on. They are how we screen, so applying anyway costs you an hour and gets you a no.
We could combine some.
Process: "Three conversations, then a decision. A thirty minute screen with our recruiter, a first round with the founder this seat reports to, and a final. No take-home project and no panel interview."
We can make a