Senior Manager, Brand Marketing
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use - for any list of duties/requirements/benefits, and
for prose. 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. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. Output ONLY the HTML fragment — no /, no markdown code fences.
We need to decide which sections to include based on content.
Content includes:
- About Invisible Dynamics (company description)
- Core Values (list)
- Purpose (description of role)
- Essential Skills (list)
- Responsibilities (multiple sub-sections: Brand & Marketing, New Business Operations, Collaboration & Integration, Resource Operations)
- Logistical Requirements (location, schedule, travel, extended hours)
- More Open Roles (list of other jobs) - maybe not needed? It's not part of the role description; it's like "More Open Roles". Probably we can drop as it's not substantive for this role. Also "View all → →" etc.
- "Does this sound like you? Send us your CV, and we'll be in touch." and "Apply Now → →" are application instructions; we should remove.
Thus sections: About Invisible Dynamics (maybe as "About the company"? The instruction says use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. But we can adapt: "About Invisible Dynamics" could be considered "About the role"? Actually "About the role" is typical heading for role overview. But we have a purpose paragraph describing role. Could use "About the role" heading for that purpose paragraph. The company description could be separate maybe as "About Invisible Dynamics". Not in the list but we can still use heading? The instruction says use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It gives examples but not exclusive. Likely we should follow those typical headings. So we can have:
- About the role (purpose paragraph)
- Responsibilities (list of duties)
- Skills (essential skills)
- Requirements? Not explicitly listed; maybe we can combine skills as requirements. Could also have "Qualifications" but not present. Could have "Schedule" from logistical requirements (Monday-Thursday in office, optional WFH Fridays). Also travel and extended hours. So we can have Schedule section.
- Benefits? Not mentioned.
- Pay? Not mentioned.
Thus we will include sections: About the role, Responsibilities, Skills, Schedule.
We also have Core Values list; maybe could be part of About the role or separate? Could be included as part of About the role? But core values are company values, not role-specific. Might be considered part of "About the company". Not in list but we could include as a separate section "Core Values". However instruction says prefer a few substantive sections over many thin ones. Could embed core values within About the role? Might be okay to have a separate section but that adds thin section. Might be better to include core values as a list under About the role? But the purpose paragraph is separate. Could create a section "About Invisible Dynamics" but that's not in examples. Might be okay but risk being considered thin? It's substantive.
Let's think: The instruction says "use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It gives examples but not exclusive; we can use other headings if needed. However they say "Prefer a few substantive sections over many thin ones." So we should avoid many small sections. Core Values is a list; could be included under "About the role" as a paragraph? But it's distinct.
Maybe we can combine "About Invisible Dynamics" and "Core Values" into a section "About the company". But not in examples. Could still use heading "About Invisible Dynamics". Might be okay.
Alternatively we could drop core values as it's not directly about the role; but it's substantive info about company culture. The instruction says preserve ALL substantive information; do NOT invent or summarize away detail. So we must keep core values. So we need to include them somewhere.
Thus we need a section for core values. Could be "Core Values". That's a heading.
Similarly, we have "Logistical Requirements" which includes schedule, location, travel, extended hours. Could be split into Schedule and maybe Location? But we can put all under Schedule section? The schedule includes location (Los Angeles office, in-person collaboration, Monday-Thursday required in office; optional work-from-home Fridays). Travel and extended hours also. So we can put all under Schedule heading.
Thus sections:
- About Invisible Dynamics (company description)
- Core Values (list)
- About the role (purpose paragraph)
- Responsibilities (list grouped maybe with subheadings? But we can just list all responsibilities as - items. However there are subcategories; we could keep them as separate
under same heading? Might be okay.
- Skills (essential skills list)
- Schedule (logistical requirements)
We must not include Pay/Benefits as not present.
We must not include application instructions.
We must not include "More Open Roles" etc.
We must not include duplicated lines.
Now we need to format: Use for each section heading. Use - for any list of duties/requirements/benefits. Use
for prose.
Thus:
About Invisible Dynamics
Invisible Dynamics (ID), founded in 2023, is a next-generation brand transformation consultancy combining the rigor of management consulting, the storytelling power of a creative studio, the technical expertise of a digital product agency, and the executional precision of a production house. Headquartered in a 10,000 sq. ft. LA studio, ID operates across LA, NYC, London, and Vancouver with an 80+ person team.
Core Values
- How you do anything is how you do everything.
- We combine commerce, culture and creativity.
- Communication is the key to collaboration.
- Rome took time.
- Co-founders mindset
- Smiling is contagious.
About the role
The Senior Manager, Brand Marketing will be the engine behind how we show up in the world and how we win new work. This is a dual-function role that sits at the heart of the business — equal parts brand steward and growth operator — and it requires someone who can move between crafting compelling content and managing the operational detail of a new business pipeline without losing momentum in either direction. On the brand side, you will own the day-to-day expression of Invisible Dynamics across all owned channels — social, events, awards, and marketing — ensuring everything we put into the world reflects the quality, ambition, and cultural intelligence of our work. You will be the person who keeps ID visible, relevant, and credible in the market, and who builds the kind of presence that attracts the clients and talent we want. On the growth side, you will be the operational backbone of our new business effort — managing pipelines, drafting proposals, coordinating schedules, and ensuring that every opportunity we pursue is organized, well-presented, and followed through. You will work closely with the Managing Director and senior leadership to make sure no opportunity falls through the cracks and that our new business process is as sharp as the work itself. This is a role for someone who is organized without being rigid, creative without being chaotic, and ambitious enough to understand that the way a business presents itself and pursues growth are two sides of the same coin.
Responsibilities
- Brand & Marketing: Own the day-to-day management of Invisible Dynamics' brand presence across all owned channels — developing and executing a content calendar that keeps ID visible, relevant, and culturally credible
- Brand & Marketing: Partner with the creative and copy team to produce content that reflects the quality and voice of the agency — including client work, case study storytelling, thought leadership, cultural commentary, and team and culture content
- Brand & Marketing: Lead the coordination and production of ID's awards submissions — managing timelines, gathering materials, writing entries, and ensuring every submission puts our best work forward
- Brand & Marketing: Plan and execute ID events — from client gatherings, new business dinners and industry moments to internal team events — managing logistics, invitations, venue, and on-the-day delivery
- Brand & Marketing: Develop and maintain capabilities and materials that accurately and compellingly represent ID's offer, capabilities, and work across all relevant formats
- Brand & Marketing: Monitor industry trends, cultural moments, and competitive activity — identifying opportunities for ID to participate, comment, or show up in ways that build and further our reputation
- New Business Operations: Own the operational infrastructure of ID's new business pipeline — maintaining a clear, up-to-date view of all active opportunities, leads, and follow-ups, and ensuring nothing is lost between conversations
- New Business Operations: Draft, format, and refine new business proposals and credentials documents in partnership with senior leadership — translating strategic thinking into compelling, well-structured written presentations
- New Business Operations: Coordinate new business diaries and logistics — managing meeting schedules, follow-up cadences, and the administrative detail that keeps the process moving efficiently
- New Business Operations: Support the preparation of pitch and presentation materials — working with strategy and creative teams to pull together the right assets, information, and framing for each opportunity
- New Business Operations: Maintain and organize a library of credentials, case studies, and supporting materials that can be drawn on quickly and accurately across new business contexts
- New Business Operations: Track and report on pipeline activity and new business performance, providing the Managing Director and leadership team with a clear picture of where opportunities stand
- Collaboration & Integration: Work closely with the Managing Director and senior leadership team to ensure brand and growth activity is aligned with the strategic direction and priorities of the business
- Collaboration & Integration: Partner with the strategy and creative teams to develop content and materials that accurately and ambitiously represent the work we do and the thinking behind it
- Collaboration & Integration: Act as a connective thread across the business — ensuring that what we say externally is consistent with who we are internally, and that every new business interaction reflects the quality of our work
- Resource Operations: Develop, implement, and continuously refine the processes, tools, and systems that govern how resourcing works across the creative department
- Resource Operations: Identify and evaluate technology solutions that improve resourcing visibility and communication at scale — and lead their adoption across the team
- Resource Operations: Operationalize key workflows across the creative department, working with creative leadership to embed new processes in a way that earns buy-in rather than resistance
- Resource Operations: Document resourcing standards and best practices to create consistency and institutional knowledge as the team grows
Skills
- Smart,
for prose. 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. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. Output ONLY the HTML fragment — no /, no markdown code fences. We need to decide which sections to include based on content. Content includes: - About Invisible Dynamics (company description) - Core Values (list) - Purpose (description of role) - Essential Skills (list) - Responsibilities (multiple sub-sections: Brand & Marketing, New Business Operations, Collaboration & Integration, Resource Operations) - Logistical Requirements (location, schedule, travel, extended hours) - More Open Roles (list of other jobs) - maybe not needed? It's not part of the role description; it's like "More Open Roles". Probably we can drop as it's not substantive for this role. Also "View all → →" etc. - "Does this sound like you? Send us your CV, and we'll be in touch." and "Apply Now → →" are application instructions; we should remove. Thus sections: About Invisible Dynamics (maybe as "About the company"? The instruction says use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. But we can adapt: "About Invisible Dynamics" could be considered "About the role"? Actually "About the role" is typical heading for role overview. But we have a purpose paragraph describing role. Could use "About the role" heading for that purpose paragraph. The company description could be separate maybe as "About Invisible Dynamics". Not in the list but we can still use heading? The instruction says use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It gives examples but not exclusive. Likely we should follow those typical headings. So we can have:
- About the role (purpose paragraph)
- Responsibilities (list of duties)
- Skills (essential skills)
- Requirements? Not explicitly listed; maybe we can combine skills as requirements. Could also have "Qualifications" but not present. Could have "Schedule" from logistical requirements (Monday-Thursday in office, optional WFH Fridays). Also travel and extended hours. So we can have Schedule section.
- Benefits? Not mentioned.
- Pay? Not mentioned.
Thus we will include sections: About the role, Responsibilities, Skills, Schedule.
We also have Core Values list; maybe could be part of About the role or separate? Could be included as part of About the role? But core values are company values, not role-specific. Might be considered part of "About the company". Not in list but we could include as a separate section "Core Values". However instruction says prefer a few substantive sections over many thin ones. Could embed core values within About the role? Might be okay to have a separate section but that adds thin section. Might be better to include core values as a list under About the role? But the purpose paragraph is separate. Could create a section "About Invisible Dynamics" but that's not in examples. Might be okay but risk being considered thin? It's substantive.
Let's think: The instruction says "use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It gives examples but not exclusive; we can use other headings if needed. However they say "Prefer a few substantive sections over many thin ones." So we should avoid many small sections. Core Values is a list; could be included under "About the role" as a paragraph? But it's distinct.
Maybe we can combine "About Invisible Dynamics" and "Core Values" into a section "About the company". But not in examples. Could still use heading "About Invisible Dynamics". Might be okay.
Alternatively we could drop core values as it's not directly about the role; but it's substantive info about company culture. The instruction says preserve ALL substantive information; do NOT invent or summarize away detail. So we must keep core values. So we need to include them somewhere.
Thus we need a section for core values. Could be "Core Values". That's a heading.
Similarly, we have "Logistical Requirements" which includes schedule, location, travel, extended hours. Could be split into Schedule and maybe Location? But we can put all under Schedule section? The schedule includes location (Los Angeles office, in-person collaboration, Monday-Thursday required in office; optional work-from-home Fridays). Travel and extended hours also. So we can put all under Schedule heading.
Thus sections:
- About Invisible Dynamics (company description)
- Core Values (list)
- About the role (purpose paragraph)
- Responsibilities (list grouped maybe with subheadings? But we can just list all responsibilities as - items. However there are subcategories; we could keep them as separate
under same heading? Might be okay.
- Skills (essential skills list)
- Schedule (logistical requirements)
We must not include Pay/Benefits as not present.
We must not include application instructions.
We must not include "More Open Roles" etc.
We must not include duplicated lines.
Now we need to format: Use for each section heading. Use - for any list of duties/requirements/benefits. Use
for prose.
Thus:
About Invisible Dynamics
Invisible Dynamics (ID), founded in 2023, is a next-generation brand transformation consultancy combining the rigor of management consulting, the storytelling power of a creative studio, the technical expertise of a digital product agency, and the executional precision of a production house. Headquartered in a 10,000 sq. ft. LA studio, ID operates across LA, NYC, London, and Vancouver with an 80+ person team.
Core Values
- How you do anything is how you do everything.
- We combine commerce, culture and creativity.
- Communication is the key to collaboration.
- Rome took time.
- Co-founders mindset
- Smiling is contagious.
About the role
The Senior Manager, Brand Marketing will be the engine behind how we show up in the world and how we win new work. This is a dual-function role that sits at the heart of the business — equal parts brand steward and growth operator — and it requires someone who can move between crafting compelling content and managing the operational detail of a new business pipeline without losing momentum in either direction. On the brand side, you will own the day-to-day expression of Invisible Dynamics across all owned channels — social, events, awards, and marketing — ensuring everything we put into the world reflects the quality, ambition, and cultural intelligence of our work. You will be the person who keeps ID visible, relevant, and credible in the market, and who builds the kind of presence that attracts the clients and talent we want. On the growth side, you will be the operational backbone of our new business effort — managing pipelines, drafting proposals, coordinating schedules, and ensuring that every opportunity we pursue is organized, well-presented, and followed through. You will work closely with the Managing Director and senior leadership to make sure no opportunity falls through the cracks and that our new business process is as sharp as the work itself. This is a role for someone who is organized without being rigid, creative without being chaotic, and ambitious enough to understand that the way a business presents itself and pursues growth are two sides of the same coin.
Responsibilities
- Brand & Marketing: Own the day-to-day management of Invisible Dynamics' brand presence across all owned channels — developing and executing a content calendar that keeps ID visible, relevant, and culturally credible
- Brand & Marketing: Partner with the creative and copy team to produce content that reflects the quality and voice of the agency — including client work, case study storytelling, thought leadership, cultural commentary, and team and culture content
- Brand & Marketing: Lead the coordination and production of ID's awards submissions — managing timelines, gathering materials, writing entries, and ensuring every submission puts our best work forward
- Brand & Marketing: Plan and execute ID events — from client gatherings, new business dinners and industry moments to internal team events — managing logistics, invitations, venue, and on-the-day delivery
- Brand & Marketing: Develop and maintain capabilities and materials that accurately and compellingly represent ID's offer, capabilities, and work across all relevant formats
- Brand & Marketing: Monitor industry trends, cultural moments, and competitive activity — identifying opportunities for ID to participate, comment, or show up in ways that build and further our reputation
- New Business Operations: Own the operational infrastructure of ID's new business pipeline — maintaining a clear, up-to-date view of all active opportunities, leads, and follow-ups, and ensuring nothing is lost between conversations
- New Business Operations: Draft, format, and refine new business proposals and credentials documents in partnership with senior leadership — translating strategic thinking into compelling, well-structured written presentations
- New Business Operations: Coordinate new business diaries and logistics — managing meeting schedules, follow-up cadences, and the administrative detail that keeps the process moving efficiently
- New Business Operations: Support the preparation of pitch and presentation materials — working with strategy and creative teams to pull together the right assets, information, and framing for each opportunity
- New Business Operations: Maintain and organize a library of credentials, case studies, and supporting materials that can be drawn on quickly and accurately across new business contexts
- New Business Operations: Track and report on pipeline activity and new business performance, providing the Managing Director and leadership team with a clear picture of where opportunities stand
- Collaboration & Integration: Work closely with the Managing Director and senior leadership team to ensure brand and growth activity is aligned with the strategic direction and priorities of the business
- Collaboration & Integration: Partner with the strategy and creative teams to develop content and materials that accurately and ambitiously represent the work we do and the thinking behind it
- Collaboration & Integration: Act as a connective thread across the business — ensuring that what we say externally is consistent with who we are internally, and that every new business interaction reflects the quality of our work
- Resource Operations: Develop, implement, and continuously refine the processes, tools, and systems that govern how resourcing works across the creative department
- Resource Operations: Identify and evaluate technology solutions that improve resourcing visibility and communication at scale — and lead their adoption across the team
- Resource Operations: Operationalize key workflows across the creative department, working with creative leadership to embed new processes in a way that earns buy-in rather than resistance
- Resource Operations: Document resourcing standards and best practices to create consistency and institutional knowledge as the team grows
Skills
- Smart,
- items. However there are subcategories; we could keep them as separate
- under same heading? Might be okay.
- Skills (essential skills list)
- Schedule (logistical requirements)
We must not include Pay/Benefits as not present.
We must not include application instructions.
We must not include "More Open Roles" etc.
We must not include duplicated lines.
Now we need to format: Use
- for any list of duties/requirements/benefits. Use
for prose. Thus:
About Invisible Dynamics
Invisible Dynamics (ID), founded in 2023, is a next-generation brand transformation consultancy combining the rigor of management consulting, the storytelling power of a creative studio, the technical expertise of a digital product agency, and the executional precision of a production house. Headquartered in a 10,000 sq. ft. LA studio, ID operates across LA, NYC, London, and Vancouver with an 80+ person team.
Core Values
- How you do anything is how you do everything.
- We combine commerce, culture and creativity.
- Communication is the key to collaboration.
- Rome took time.
- Co-founders mindset
- Smiling is contagious.
About the role
The Senior Manager, Brand Marketing will be the engine behind how we show up in the world and how we win new work. This is a dual-function role that sits at the heart of the business — equal parts brand steward and growth operator — and it requires someone who can move between crafting compelling content and managing the operational detail of a new business pipeline without losing momentum in either direction. On the brand side, you will own the day-to-day expression of Invisible Dynamics across all owned channels — social, events, awards, and marketing — ensuring everything we put into the world reflects the quality, ambition, and cultural intelligence of our work. You will be the person who keeps ID visible, relevant, and credible in the market, and who builds the kind of presence that attracts the clients and talent we want. On the growth side, you will be the operational backbone of our new business effort — managing pipelines, drafting proposals, coordinating schedules, and ensuring that every opportunity we pursue is organized, well-presented, and followed through. You will work closely with the Managing Director and senior leadership to make sure no opportunity falls through the cracks and that our new business process is as sharp as the work itself. This is a role for someone who is organized without being rigid, creative without being chaotic, and ambitious enough to understand that the way a business presents itself and pursues growth are two sides of the same coin.
Responsibilities
- Brand & Marketing: Own the day-to-day management of Invisible Dynamics' brand presence across all owned channels — developing and executing a content calendar that keeps ID visible, relevant, and culturally credible
- Brand & Marketing: Partner with the creative and copy team to produce content that reflects the quality and voice of the agency — including client work, case study storytelling, thought leadership, cultural commentary, and team and culture content
- Brand & Marketing: Lead the coordination and production of ID's awards submissions — managing timelines, gathering materials, writing entries, and ensuring every submission puts our best work forward
- Brand & Marketing: Plan and execute ID events — from client gatherings, new business dinners and industry moments to internal team events — managing logistics, invitations, venue, and on-the-day delivery
- Brand & Marketing: Develop and maintain capabilities and materials that accurately and compellingly represent ID's offer, capabilities, and work across all relevant formats
- Brand & Marketing: Monitor industry trends, cultural moments, and competitive activity — identifying opportunities for ID to participate, comment, or show up in ways that build and further our reputation
- New Business Operations: Own the operational infrastructure of ID's new business pipeline — maintaining a clear, up-to-date view of all active opportunities, leads, and follow-ups, and ensuring nothing is lost between conversations
- New Business Operations: Draft, format, and refine new business proposals and credentials documents in partnership with senior leadership — translating strategic thinking into compelling, well-structured written presentations
- New Business Operations: Coordinate new business diaries and logistics — managing meeting schedules, follow-up cadences, and the administrative detail that keeps the process moving efficiently
- New Business Operations: Support the preparation of pitch and presentation materials — working with strategy and creative teams to pull together the right assets, information, and framing for each opportunity
- New Business Operations: Maintain and organize a library of credentials, case studies, and supporting materials that can be drawn on quickly and accurately across new business contexts
- New Business Operations: Track and report on pipeline activity and new business performance, providing the Managing Director and leadership team with a clear picture of where opportunities stand
- Collaboration & Integration: Work closely with the Managing Director and senior leadership team to ensure brand and growth activity is aligned with the strategic direction and priorities of the business
- Collaboration & Integration: Partner with the strategy and creative teams to develop content and materials that accurately and ambitiously represent the work we do and the thinking behind it
- Collaboration & Integration: Act as a connective thread across the business — ensuring that what we say externally is consistent with who we are internally, and that every new business interaction reflects the quality of our work
- Resource Operations: Develop, implement, and continuously refine the processes, tools, and systems that govern how resourcing works across the creative department
- Resource Operations: Identify and evaluate technology solutions that improve resourcing visibility and communication at scale — and lead their adoption across the team
- Resource Operations: Operationalize key workflows across the creative department, working with creative leadership to embed new processes in a way that earns buy-in rather than resistance
- Resource Operations: Document resourcing standards and best practices to create consistency and institutional knowledge as the team grows
Skills
- Smart,
for each section heading. Use
- for any list of duties/requirements/benefits. Use