Director of Search Marketing (Remote, Cincinnati)
for each section heading. Use - for any list of duties/requirements/benefits. Use
for prose.
We must preserve all substantive information, not invent or summarize away detail. Remove boilerplate: cookie/navigation/legal/EEO etc. There's none. Also remove duplicated lines, application instructions? The instruction says remove application instructions. The "How To Apply" section includes instructions: "Four fields at the link, then a short 6 minute Predictive Index assessment. Use the same email throughout. No cover letter." That's application instructions, so we should remove that section entirely. Also "Process" maybe considered part of hiring process, but not application instructions? It says "Process Three conversations, then a decision..." That's not exactly application instructions but could be considered part of hiring process. The instruction says remove application instructions, but not necessarily process description. However "Process" is about interview steps; might be considered part of hiring process but not strictly application instructions. 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". Also maybe "About The Role" is a heading; we keep.
We need to not repeat job title as heading. The job title is "Director of Search Marketing". Not to repeat.
We need to use
for section headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. But we only include sections that have real content. The posting has "About The Role", "What You Own" (could be Responsibilities), "What You Need" (could be Requirements/Qualifications/Skills), "Process". There's no explicit Benefits, Pay, Schedule. So we will have sections: About the role, Responsibilities (What You Own), Requirements (What You Need), Process.
We need to use - for any list of duties/requirements/benefits. So we need to turn bullet-like content into lists.
Let's extract content.
About The Role paragraph: "Blacksmith Agency runs PPC and SEO for clients across multifamily, B2B and technical verticals. As Director of Search Marketing 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."
We can keep as prose
.
What You Own: bullet points? It's a list of items separated by line breaks? Let's parse:
"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."
We need to turn into list items. Each sentence maybe a bullet. Let's split by periods? But we need to preserve detail. Could create
with each distinct responsibility as - . Let's identify distinct items:
- 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.
We could combine some but keep as separate
- .
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 turn into list items for requirements. Let's extract distinct bullet points:
- 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 but keep as list.
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
with items: Thirty minute screen with recruiter; First round with founder; Final interview; No take-home project; No panel interview.
Now produce HTML fragment:
About the role
...
Responsibilities
- ...
...
Requirements
- ...
...
Process
- ...
...
Make sure no extra whitespace? It's fine.
Check that we didn't include any boilerplate. No mention of Pay/Benefits/Schedule.
Let's craft the prose for About the role exactly as given, maybe keep same sentences.
About the role paragraph: combine sentences.
I'll copy:
"Blacksmith Agency runs PPC and SEO for clients across multifamily, B2B and technical verticals. As Director of Search Marketing 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."
Now responsibilities list items as identified.
Let's write them precisely:
- 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.
Now requirements list:
- 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.
for prose. We must preserve all substantive information, not invent or summarize away detail. Remove boilerplate: cookie/navigation/legal/EEO etc. There's none. Also remove duplicated lines, application instructions? The instruction says remove application instructions. The "How To Apply" section includes instructions: "Four fields at the link, then a short 6 minute Predictive Index assessment. Use the same email throughout. No cover letter." That's application instructions, so we should remove that section entirely. Also "Process" maybe considered part of hiring process, but not application instructions? It says "Process Three conversations, then a decision..." That's not exactly application instructions but could be considered part of hiring process. The instruction says remove application instructions, but not necessarily process description. However "Process" is about interview steps; might be considered part of hiring process but not strictly application instructions. 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". Also maybe "About The Role" is a heading; we keep. We need to not repeat job title as heading. The job title is "Director of Search Marketing". Not to repeat. We need to use
for section headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. But we only include sections that have real content. The posting has "About The Role", "What You Own" (could be Responsibilities), "What You Need" (could be Requirements/Qualifications/Skills), "Process". There's no explicit Benefits, Pay, Schedule. So we will have sections: About the role, Responsibilities (What You Own), Requirements (What You Need), Process.
We need to use - for any list of duties/requirements/benefits. So we need to turn bullet-like content into lists.
Let's extract content.
About The Role paragraph: "Blacksmith Agency runs PPC and SEO for clients across multifamily, B2B and technical verticals. As Director of Search Marketing 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."
We can keep as prose
.
What You Own: bullet points? It's a list of items separated by line breaks? Let's parse:
"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."
We need to turn into list items. Each sentence maybe a bullet. Let's split by periods? But we need to preserve detail. Could create
with each distinct responsibility as - . Let's identify distinct items:
- 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.
We could combine some but keep as separate
- .
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 turn into list items for requirements. Let's extract distinct bullet points:
- 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 but keep as list.
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
with items: Thirty minute screen with recruiter; First round with founder; Final interview; No take-home project; No panel interview.
Now produce HTML fragment:
About the role
...
Responsibilities
- ...
...
Requirements
- ...
...
Process
- ...
...
Make sure no extra whitespace? It's fine.
Check that we didn't include any boilerplate. No mention of Pay/Benefits/Schedule.
Let's craft the prose for About the role exactly as given, maybe keep same sentences.
About the role paragraph: combine sentences.
I'll copy:
"Blacksmith Agency runs PPC and SEO for clients across multifamily, B2B and technical verticals. As Director of Search Marketing 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."
Now responsibilities list items as identified.
Let's write them precisely:
- 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.
Now requirements list:
- 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 Own: bullet points? It's a list of items separated by line breaks? Let's parse: "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." We need to turn into list items. Each sentence maybe a bullet. Let's split by periods? But we need to preserve detail. Could create
- with each distinct responsibility as
- . Let's identify distinct items: - 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. We could combine some but keep as separate
- .
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 turn into list items for requirements. Let's extract distinct bullet points:
- 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 but keep as list.
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
- with items: Thirty minute screen with recruiter; First round with founder; Final interview; No take-home project; No panel interview.
Now produce HTML fragment:
- ... ...
- ... ...
- ... ...
- 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. Now requirements list:
- 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.
About the role
...
Responsibilities
Requirements
Process