Senior Retention Specialist, CRM

We need to output HTML fragment with sections: About the role (maybe "About The Role" heading), Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must include only sections that have real specific content. The posting includes: About Darkroom (company (company description) but we should not repeat job title heading; we can include About Darkroom? 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. So we can include "About Darkroom" maybe as a section? Not listed but could be considered "About the role"? Actually there is "About Darkroom" then "About The Role". The instruction says we can use headings like About the role, Responsibilities, etc. So we should include "About The Role" as heading. Also we have responsibilities (the "A day in the life" and earlier description). Requirements/Qualifications/Skills: there is a list of qualifications (3-5+ years etc). Benefits: there is a section "What It's Like to Work at Darkroom" includes benefits like Unlimited PTO, Remote-First Culture, Health & Wellness, Finances, Parental Leave, Growth. Also Compensation (Pay) section: "Compensation: The base salary range for this role is $60,000-$80,000 per year." So we need Pay section. Schedule: not mentioned; maybe remote-first culture implies schedule? Not explicit. So we should not create Schedule section if no specific content. Also we should not create Benefits if content is generic? But we have specific benefits: Unlimited PTO + US holidays, Remote-First Culture, Health & Wellness (company-sponsored medical, dental, vision), Finances (401k with match and profit-sharing), Parental Leave, Growth. Those are specific enough. So we include Benefits. We need to preserve all substantive information, not invent or summarize away detail. Use

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

  for prose. We must remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions. So we should drop the Equal Opportunity Statement at end. Also drop any "You should apply if this sounds like you" maybe considered boilerplate? It's part of qualifications? It's a call to apply; we should remove application instructions. The line "You should apply if this sounds like you" is basically a call to apply; we should drop it. Also "A day in the life" is a heading but we can treat as part of Responsibilities. We need to structure: maybe sections: About The Role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay. But we must avoid thin sections. Could combine Requirements and Qualifications and Skills into one? But instruction says use those headings if content exists. We have qualifications list (experience, expertise). We have skills list (technical skills). Could separate: Requirements (maybe years of experience), Qualifications (specific experiences), Skills (technical). However we risk thin sections. Let's see content: Qualifications list: "3–5+ years of hands-on lifecycle, CRM, or email marketing execution, with deep expertise in at least one enterprise-grade ESP — Braze, Salesforce Marketing Cloud, Iterable, Customer.io, or comparable." That's a qualification. Then a bunch of bullet-like sentences: "You have built complex, event-triggered journeys from scratch: multi-branch logic, wait steps, conditional splits, holdouts, and cross-channel orchestration across email, SMS, push, and in-app." etc. Those are more like responsibilities or skills. Could treat as Requirements. Better to have sections: About The Role (summary), Responsibilities (day-to-day tasks), Requirements (experience & expertise), Skills (technical abilities), Benefits, Pay. Let's extract content. About The Role: The paragraph after "About The Role": "We are looking for a deeply technical Senior Retention Specialist to own the CRM build for a high-growth consumer technology client. You will architect and implement the flows and automations that carry the program, own the segmentation logic behind them, and hold the channel KPIs that determine whether any of it lands in the inbox. You are standing this program up from the ground, not inheriting it. The list starts near 20,000 and scales rapidly behind a significant acquisition investment — which puts real pressure on deliverability, list hygiene, and data hygiene from day one. Volume ramps to 40–60 emails a month, and increasingly granular segmentation is what generates that output. Automation is the core of the program: lead capture, welcome series, and the first-conversion funnel first, then subscription activation, loyalty, repeat purchase, and win-back. You will work in an enterprise-grade platform — Braze, Salesforce Marketing Cloud, Iterable, Customer.io, or comparable. You are the person who knows the platform better than anyone else on the team. When something does not fire, does not render, or does not deliver, you find out why." That's the role description. Responsibilities: The "A day in the life" paragraph: "Build and QA the flows, automations, and campaigns that run your client's program — from lead capture and welcome through activation, loyalty, repeat purchase, and win-back. Implement the segmentation and audience logic behind the calendar, and build the dynamic content that makes personalization work at volume. Own the technical setup and health of the client's ESP instance: integrations, data feeds, event tracking, templates, and modules. Monitor and own channel performance and deliverability, escalating and fixing issues before they affect the program. Troubleshoot anything that misfires — a flow that does not trigger, a segment that under-populates, a template that breaks in Outlook — and document the fix. QA every build end to end before launch: logic, rendering, links, personalization, suppression. Design and run the testing roadmap with your Associate Director, and report results honestly. Partner with the Copy & Content Specialist to get copy and creative into the build accurately and on schedule. Build and maintain the reporting your Associate Director needs for client KPI reviews." That's responsibilities. Requirements: maybe the years of experience and expertise: "3–5+ years of hands-on lifecycle, CRM, or email marketing execution, with deep expertise in at least one enterprise-grade ESP — Braze, Salesforce Marketing Cloud, Iterable, Customer.io, or comparable." Skills: the list of technical abilities: building complex event-triggered journeys, advanced segmentation, deliverability discipline, HTML/CSS for email, templating languages, data flows, troubleshooting, testing, communication. We could also include "You have built the funnel that matters here: lead capture forms and opt-in logic, welcome series, first-conversion sequences, and subscription activation journeys. You have implemented loyalty, rewards, and win-back programs, and you treat driving repeat purchase and long-term value as a core outcome rather than a nice-to-have." That's more like experience/qualifications. But to avoid too many sections, we could combine Requirements and Skills into one "Requirements" with sublists? But instruction says use

  • for any list of duties/requirements/benefits. So we can have a single Requirements section with both experience and skills as list items. However they also ask for separate headings like Requirements, Qualifications, Skills. But we can decide to include only those that have substantive content. We have content for Requirements (experience), Qualifications (maybe same), Skills (technical). Could make three sections but risk thin. Let's see if each has enough bullets. Requirements: we have the 3-5+ years and deep expertise. That's one bullet. Qualifications: we have the list of built complex journeys, segmentation, deliverability, HTML/CSS, templating, data flows, troubleshooting, testing, communication. That's many bullets. Skills: maybe overlapping with qualifications. Actually the qualifications list includes many skill-like items. So we could treat the big list as Qualifications, and the brief experience as Requirements. Then we could omit Skills section to avoid duplication. Thus sections: About The Role, Responsibilities, Requirements, Qualifications, Benefits, Pay. Check if we have Benefits: yes. Pay: yes. Now we need to output HTML fragment with

    headings and

    or

    • . We must not include any markdown fences. Let's craft. About The Role: use

      for prose. Responsibilities:

      • each bullet. Requirements: maybe
        • for the experience bullet. Qualifications:
          • for each bullet. Benefits:
            • for each benefit. Pay:

              for the salary range. We must ensure we preserve all substantive information. Let's extract bullets precisely. From responsibilities paragraph, break into logical items: - Build and QA the flows, automations, and campaigns that run the client's program — from lead capture and welcome through activation, loyalty, repeat purchase, and win-back. - Implement the segmentation and audience logic behind the calendar, and build the dynamic content that makes personalization work at volume. - Own the technical setup and health of the client's ESP instance: integrations, data feeds, event tracking, templates, and modules. - Monitor and own channel performance and deliverability, escalating and fixing issues before they affect the program. - Troubleshoot anything that misfires — a flow that does not trigger, a segment that under-populates, a template that breaks in Outlook — and document the fix. - QA every build end to end before launch: logic, rendering, links, personalization, suppression. - Design and run the testing roadmap with your Associate Director, and report results honestly. - Partner with the Copy & Content Specialist to get copy and creative into the build accurately and on schedule. - Build and maintain the reporting your Associate Director needs for client KPI reviews. That's good. Requirements bullet: "3–5+ years of hands-on lifecycle, CRM, or email marketing execution, with deep expertise in at least one enterprise-grade ESP — Braze, Salesforce Marketing Cloud, Iterable, Customer.io, or comparable." Qualifications bullets: need to capture each distinct qualification from the list after "You should apply if this sounds like you" but we removed that line. Actually the qualifications list starts after "You should apply if this sounds like you". The list: - You have built complex, event-triggered journeys from scratch: multi-branch logic, wait steps, conditional splits, holdouts, and cross-channel orchestration across email, SMS, push, and in-app. - You are fluent in advanced segmentation — behavioral and product-event based, computed attributes, dynamic and personalized content — and you have scaled a program where segmentation drove a real increase in send volume. - You have built the funnel that matters here: lead capture forms and opt-in logic, welcome series, first-conversion sequences, and subscription activation journeys. - You have implemented loyalty, rewards, and win-back programs, and you treat driving repeat purchase and long-term value as a core outcome rather than a nice-to-have. - You own deliverability as a discipline: domain warming and authentication (SPF, DKIM, DMARC, BIMI), sending reputation, list hygiene, sunset policies, and what to do when a list grows very fast. - You own the channel KPIs — open, click, click-to-open, conversion, deliverability, bounce, spam complaints, unsubscribe — and you can diagnose a drop in any of them. - You are comfortable with HTML and CSS for email, and you know how to build templates and modules that render correctly across clients. - Liquid, Handlebars, AMPscript, or a similar templating language is a strong plus. - You understand data flows into the ESP: API-based events, webhooks, ETL or CDP integrations, and product event streams. - You can hold a technical conversation with a client's engineering team