Program Manager

We need to output only HTML fragment, using

for section headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must include sections only when posting has real specific content. We must preserve all substantive info, not invent or summarize away detail. Remove boilerplate etc. We need to parse the posting. First part: "About Darkroom" is company description; not needed as a heading? The instruction: use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

or drop it. Thus we need to produce sections for content that matches those headings. We have "About The Role" (note capital T). That is about the role description. So we can map to

About the role

and include the prose. Then we have "What You'll Do" which is responsibilities. So

Responsibilities

with list of duties. Then "You Should Apply If This Sounds Like You" includes qualifications/skills/experience. We need to split into Requirements, Qualifications, Skills maybe. The instruction: Prefer a few substantive sections over many thin ones. But we need to include sections only when posting has real specific content. We have content for experience, skills, tools, etc. Could combine into one section like "Requirements" or "Qualifications". But we have separate headings allowed: Requirements, Qualifications, Skills. We need to decide based on content. The posting says: "You Should Apply If This Sounds Like You" then bullet points (actually sentences) describing: - You have 3-5+ years of project or program management experience, ideally at a media, marketing, creative, or digital agency - You're conversant in paid media workflows and terminology: campaign builds, flight dates, creative rotations, reporting cadences, even if you've never bought media yourself - You build the tracker before someone asks for it, and you notice when a timeline is about to slip before anyone else does - You're a clear, proactive communicator, comfortable managing up, across, and with clients when needed - You are a Notion guru. Notion is Darkroom’s spine, and one needs to be fluent in Notion. This means designing and maintaining relational databases, building filtered views, and maintaining SOPs. - You're comfortable working across Slack, Toggl, and Google Sheets-based trackers as your daily toolkit - You can juggle multiple accounts and shifting priorities without dropping details - You hold a high bar for your own output and expect the same from the people you coordinate with These are qualifications/skills/experience. Could be placed under

Requirements

as a list. Then "What It's Like to Work at Darkroom" includes benefits, culture, etc. This includes benefits: 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 mentions hiring process and compensation: base salary range $120,000 per year, performance-based compensation. Also mentions "Our Hiring Process and Compensation:" includes hiring process stages and compensation. Thus we can have sections: Benefits, Pay, maybe Schedule (they mention fully remote role supporting a team in EST time zone (9 AM–5 PM EST)). That's schedule info: remote, EST hours. So we can include Schedule section. We also have "About Darkroom" company overview; not required as a heading per list, but could be omitted? The instruction: use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but says use those for those sections. Probably we should only include those headings if we have content. "About Darkroom" is not in the list, but we could include as a

maybe? The instruction: "Prefer a few substantive sections over many thin ones." Might be okay to include a brief intro paragraph before sections. But they said output ONLY the HTML fragment, no /. We can include a

with company overview as intro, then sections. We must not include boilerplate like Equal Opportunity Statement, hiring process details? Actually hiring process is part of "Our Hiring Process and Compensation:" which includes compensation and process. We need to preserve substantive info; we can include compensation under Pay section, and maybe mention hiring process as a short note? The instruction: "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions." The hiring process is not exactly boilerplate; it's part of the posting. Could keep as a short paragraph under Pay or maybe separate section? But we have no heading for hiring process. Could include as a

after Pay section. We must not include "Equal Opportunity Statement" - remove. We must not include duplicated lines. Now let's extract content. Company overview: "About Darkroom Darkroom is the leading next-generation growth marketing firm engineering the brands of tomorrow. Founded in 2017, we set out to redefine what a modern agency could be, by replacing the inertia of legacy advertising behemoths with a model built for speed, intelligence, and measurable impact. At our core, Darkroom is a human services company powered by Shadow, a universal AI commerce layer that integrates executive-level strategy with proprietary agentic technology. This fusion enables our teams to deliver outsized returns by enhancing creative output, operational efficiency, and revenue generation across every stage of the customer journey. Our track record speaks for itself: billions in attributable revenue driven across e-commerce marketplaces, media networks, DTC ecosystems, and social commerce platforms. Every engagement feeds into our proprietary data infrastructure, enabling a continuous feedback loop that accelerates growth, improves margins, and compounds results across our client portfolio. What began as a boutique design studio has evolved into one of the fastest-growing private companies in America (Inc. 5000) and among the most effective performance media agencies of the 2020s (Varos). Our founders were recognized by Forbes 30 Under 30 for advancing the intersection of technology, marketing, and advertising, cementing Darkroom's role as a defining player in the future of media innovation." We can keep that as an introductory

. Then About The Role: "This is a dedicated role on a single account, helping a key client bring a brand new product to market, with Darkroom owning all media channels. You are the operational owner of that engagement: the person accountable for the program running on time, in scope, and against every commitment, with no slips in timeline. That makes this different from a typical agency PM job. You are not coordinating a portfolio. You are going deep on one enterprise client, holding the operating rhythm, and creating accountability within the layers of Darkroom. You will report to the Director of Growth Strategy on the Hark engagement, with a dotted line to the Managing Director, Paid Media. You will work daily with Paid Social and Paid Search Specialists, Analytics, Creative, and the client's own program leads. This is a fully remote role supporting a team in the EST time zone (9 AM–5 PM EST)." We can put that under

About the role

as

. Then Responsibilities: "What You'll Do Service level accountability. You track our contracted SLAs, produce the reporting that evidences adherence, and escalate early when something is trending toward a miss. When the client asks whether we hit our commitments, the answer comes from you and it is already documented. The Shared Model. You maintain Darkroom's side of the jointly held media plan, forecast, and ramp model, keep it reconciled against actuals, and manage the cadence with the client's team so both sides are always working off the same numbers. Scope and budget control. You own hours tracking, scope-versus-delivered reconciliation, and ensuring we stay within scope. The operating rhythm. Standups, client status calls, internal syncs, QBR prep. Decisions, action items, and blockers documented and visible to both sides. Cross-functional handoffs. Briefs, assets, performance reporting, and campaign builds moving between Media, Creative, and Analytics on schedule, with dependencies mapped. Resourcing and capacity. Working with the Director of Growth Strategy and team leads to keep staffing matched to the work, and surfacing capacity risk before it shows up as a slipped deadline. Risk escalation. You are the point of escalation for cross-team dependencies and you keep stakeholders aligned without routing every conversation through leadership." We can format as

• each bullet. Then Requirements/Qualifications/Skills: The "You Should Apply If This Sounds Like You" list. We could put under

  Requirements

  as
  • each. Alternatively split into Qualifications and Skills. But we have limited time; better to combine into Requirements. Then Benefits: from "What It's Like to Work at Darkroom" we have: - 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 can put each as
  • under

    Benefits

    . Pay: from "Our Hiring Process and Compensation: The hiring process for this position typically follows three stages; phone screen, hiring manager, and Executive calls. Compensation: The base salary range for this role is $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. This role is also eligible for performance-based compensation. A summary of benefits is listed above." We can put Pay section with

    containing that info. Possibly also mention hiring process briefly. Schedule: from About The Role we have "This is a fully remote role supporting a team in the EST time zone (9 AM–5 PM EST)." That's schedule info. Could be separate Schedule section. We could also include schedule under About the role but better to have Schedule section. Thus we will have sections: About the role, Responsibilities, Requirements, Benefits, Pay, Schedule. We should not include Qualifications or Skills separately. Now we need to output HTML fragment only. We'll start with a

    for company overview. Then

    About the role

    ...

    Then

    Responsibilities

    ...
    Then

    Requirements

    ...
    Then

    Benefits

    ...
    Then

    Pay

    ...

    Then

    Schedule

    ...

    We must ensure we don't include any boilerplate like Equal Opportunity Statement. Check for any duplicated lines: we should not repeat. Now craft the