Social, Content & Community Manager
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should only use those headings. The "About Beyond Braid" is not one of those, but we could maybe treat as part of About the role? However they said "use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." So we should only output those headings if content exists. The "About Beyond Braid" is not required; we could embed that info under About the role? But they said "Do NOT repeat the job title as a heading (the page already shows it)". They didn't forbid other headings like About the company. But they gave examples; maybe we can include other headings if needed, but they said use for section headings (e.g. About the role, Responsibilities...). Likely they expect us to use those headings only. However we have content about company description; we could put it under About the role? Might be odd. Better to include an "About the company" section? Not in list. But they said "use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." The "e.g." implies those are examples, not exclusive. So we could add other headings like About the company. But they'd prefer few substantive sections. The company description is substantive. Could include as About Beyond Braid
. That seems okay.
But they also said "Prefer a few substantive sections over many thin ones." So we could combine company description with About the role? Might be okay.
Let's decide: We'll include sections: About the role (includes description of role), Responsibilities (list of duties), Requirements (must-have), Qualifications (maybe nice-to-have?), Skills (maybe overlapping), Benefits, Pay, Schedule. We need to see what content exists.
From posting:
- About Beyond Braid (company description)
- About the Role (description)
- What You Will Own (list of responsibilities)
- What Success Looks Like (metrics)
- What We Are Looking For (must-have, nice-to-have)
- How We Work (work culture)
- Compensation and Benefits (pay, benefits)
- How To Apply (application instructions) – we must remove application instructions per instruction: "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions." So we should exclude How To Apply.
Thus we need to map content to headings.
Responsibilities: The "What You Will Own" section lists many duties. Also "About the Role" includes some description. We can combine.
Requirements: Must-have section: "MUST-HAVE, NON-NEGOTIABLE: You genuinely know the fishing industry..." plus list of requirements.
Qualifications: Could be the "Nice To Have" section.
Skills: Could be overlapping with requirements; but we can maybe put skills like editing, writing, numerate, budgeting, etc. But we already have them in requirements. Might be redundant. Better to have Requirements (must-have) and Qualifications (nice-to-have). Skills maybe not needed.
Benefits: From Compensation and Benefits: "Fully funded health benefits after 90 days", "Product, and a lot of it", "A brand with real momentum, a small team where your work is visible, and a founder engaged daily". Also maybe "Quarterly performance bonus tied to metrics you actually control". That's part of compensation.
Pay: "$60,000 to $70,000 base, depending on experience", "Quarterly performance bonus tied to metrics you actually control". So Pay section includes base salary and bonus.
Schedule: Not explicitly mentioned. There's "On remote: that flexibility comes with real accountability. Our team operates from 9:00 AM to 5:00 PM Eastern and you are expected to be available during core hours." That's schedule info. So we can include Schedule section with core hours.
Thus we will output sections:
About Beyond Braid
(company description)
About the Role
(role overview)
Responsibilities
(list)
Requirements
(must-have)
Qualifications
(nice-to-have)
Benefits
Pay
Schedule
We must not include empty sections. All have content.
Now we need to format lists with - . For prose use
.
We must preserve all substantive information, not invent or summarize away detail. Must not omit details.
We need to be careful to include all details from each section.
Let's extract details.
Company description (About Beyond Braid):
"Beyond Braid is one of the most-followed fishing brands in the country, and we're just getting started. We make braided line and tackle that anglers actually trust, and we've built it into a real brand by caring more about product and brand than anyone in our lane."
That's it.
About the Role:
"You own the content engine and the creator community.
Our affiliates, ambassadors and sponsored creators shoot the content: roughly 300 TikTok Shop affiliates, a Trybe creator roster, and a paid roster of UGC creators. Your job is to turn that into a machine. Collect it, judge it, cut it, schedule it, and get it everywhere it can earn. Then grow the community that produces it.
This is a high-volume operation, and anyone coming from a four-posts-a-week brand account will find the pace a real change. We want quality and quantity.
Roughly 70 to 80 percent of this role is orchestration, making other people's content work harder than it would on its own. You are not the on-camera talent and you are not expected to film everything yourself. The rest is filling gaps, and there is a real advantage in being willing to pick up a camera when the calendar needs it."
That's the role overview.
Responsibilities (What You Will Own):
We need to capture all bullet-like sentences.
Let's list them:
- The content pipeline
- Collect, tag and file every incoming asset into one organized library. Nothing lives in DMs.
- Judge every asset against a clear standard: strong hook, product shown honestly, real angler in real use, usable framing and audio.
- Route it. Organic-worthy content into the calendar, ad-worthy content into the weekly folder our ads team works from, every week. That hand-off is one of the most important things you own.
- Recut and reframe across formats, and strip platform-specific language so one video works in more than one place.
- Run our repost engine. We keep a permission list of creators who gave us blanket rights to repost with credit, and working that list is a real growth lever.
- Own compliance. Proper disclosure on affiliate and sponsored content, honest claims, no invented offers. Checking the claim is part of approving the video.
- Publishing at volume
- Beyond Braid posts every single day, on every channel, without a gap. We run two TikTok accounts with different jobs: the brand account is what a customer scrolls when deciding whether we are a real brand, so it stays deliberate, and the sales account carries the volume. Instagram, Facebook and YouTube publish daily alongside both.
- Own the content calendar as a living document, two weeks buffered and a month prepped ahead.
- Write every caption and hook in our voice: professional, badass, clean. A knowledgeable buddy on the water, never a corporate catalog.
- Tag products every time. On TikTok Shop an untagged post does not earn, and it cannot be fixed after the fact.
- The affiliate community
- Recruit, onboard and activate TikTok Shop affiliates at real volume. Proactive outreach weekly, not a monthly campaign.
- Run the affiliate group chat and a regular announcement rhythm: top sellers, example videos that work, one product to focus on. Motivation is the job, not just logistics. Affiliates quit when they stop seeing results, so peer proof and real earnings beat product announcements.
- Maintain a genuinely exclusive VIP tier and protect those relationships.
- Make the case for ad spend behind creator videos. It is the strongest incentive we have. The decision sits with marketing leadership, but you identify where it goes and push for it.
- Own the full creator lifecycle: sourcing, briefing, contracting, review, payment and offboarding. Removing creators who have gone quiet matters as much as adding new ones.
- Run the sample pipeline across TikTok Shop, Trybe and direct inbound. Approve against a clear bar, tier by risk so newer creators start on lower-cost product, and chase every sample through to content delivered. A sample that produces nothing is a loss.
- Manage the paid creator roster inside a $6,000 to $7,000 monthly budget, on month-to-month agreements with a test period for anyone new.
- Run Trybe daily: clear the queue, publish approved content into ads, reply fast. The platform scores us on all three and suppresses brands that slip.
- Build systems, not just relationships. A tracked roster, onboarding flows and playbooks, so a creator can succeed without a one-to-one conversation.
- Community and brand presence
- Grow and program our owners' Facebook group. This is close to a blank page and we want someone excited by that rather than looking for a playbook to inherit.
- Be the first responder on comments and DMs across TikTok, Instagram, Facebook and YouTube, in brand voice. The sales and support team help here too.
- Moderate well. Protect performing content from pile-ons, help on-the-fence buyers, route service issues to the right team, keep our auto-hide rules current.
- Run social listening and feed it back to marketing. What anglers say about braid, about us and about competitors is the cheapest research we have, and the comment section is full of intelligence almost nobody mines.
Also "What Success Looks Like" includes metrics that could be considered responsibilities? But it's more about success metrics. Could be placed under Responsibilities or maybe a separate section but we don't have a heading for metrics. Could include under Responsibilities as part of what you own. But we already have many responsibilities. Might be okay to include as part of Responsibilities.
But we need to preserve all substantive info. So we should include the success metrics somewhere. Could be under Responsibilities as a list of what success looks like. Or we could create a separate section "Success Metrics" but not in allowed headings. Might be okay to add as a subsection under Responsibilities.
We'll include after responsibilities a note: "What Success Looks Like" as a
maybe.
But the instruction: "Prefer a few substantive sections over many thin ones." So we can incorporate success metrics into Responsibilities as a paragraph.
Now Requirements (must-have):
Extract:
"MUST-HAVE, NON-NEGOTIABLE: You genuinely know the fishing industry. This is not a category we will teach you. If you are an expert social media operator and a serious angler who has never officially worked for a fishing company, that is fine. But if you do not know the space, this is not the role for you.
3 to 5 years running social, content operations, or a creator or affiliate program for a consumer brand. DTC or e-commerce
for section headings (e.g. About the role, Responsibilities...). Likely they expect us to use those headings only. However we have content about company description; we could put it under About the role? Might be odd. Better to include an "About the company" section? Not in list. But they said "use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." The "e.g." implies those are examples, not exclusive. So we could add other headings like About the company. But they'd prefer few substantive sections. The company description is substantive. Could include as About Beyond Braid
. That seems okay.
But they also said "Prefer a few substantive sections over many thin ones." So we could combine company description with About the role? Might be okay.
Let's decide: We'll include sections: About the role (includes description of role), Responsibilities (list of duties), Requirements (must-have), Qualifications (maybe nice-to-have?), Skills (maybe overlapping), Benefits, Pay, Schedule. We need to see what content exists.
From posting:
- About Beyond Braid (company description)
- About the Role (description)
- What You Will Own (list of responsibilities)
- What Success Looks Like (metrics)
- What We Are Looking For (must-have, nice-to-have)
- How We Work (work culture)
- Compensation and Benefits (pay, benefits)
- How To Apply (application instructions) – we must remove application instructions per instruction: "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions." So we should exclude How To Apply.
Thus we need to map content to headings.
Responsibilities: The "What You Will Own" section lists many duties. Also "About the Role" includes some description. We can combine.
Requirements: Must-have section: "MUST-HAVE, NON-NEGOTIABLE: You genuinely know the fishing industry..." plus list of requirements.
Qualifications: Could be the "Nice To Have" section.
Skills: Could be overlapping with requirements; but we can maybe put skills like editing, writing, numerate, budgeting, etc. But we already have them in requirements. Might be redundant. Better to have Requirements (must-have) and Qualifications (nice-to-have). Skills maybe not needed.
Benefits: From Compensation and Benefits: "Fully funded health benefits after 90 days", "Product, and a lot of it", "A brand with real momentum, a small team where your work is visible, and a founder engaged daily". Also maybe "Quarterly performance bonus tied to metrics you actually control". That's part of compensation.
Pay: "$60,000 to $70,000 base, depending on experience", "Quarterly performance bonus tied to metrics you actually control". So Pay section includes base salary and bonus.
Schedule: Not explicitly mentioned. There's "On remote: that flexibility comes with real accountability. Our team operates from 9:00 AM to 5:00 PM Eastern and you are expected to be available during core hours." That's schedule info. So we can include Schedule section with core hours.
Thus we will output sections:
About Beyond Braid
(company description)
About the Role
(role overview)
Responsibilities
(list)
Requirements
(must-have)
Qualifications
(nice-to-have)
Benefits
Pay
Schedule
We must not include empty sections. All have content.
Now we need to format lists with - . For prose use
.
We must preserve all substantive information, not invent or summarize away detail. Must not omit details.
We need to be careful to include all details from each section.
Let's extract details.
Company description (About Beyond Braid):
"Beyond Braid is one of the most-followed fishing brands in the country, and we're just getting started. We make braided line and tackle that anglers actually trust, and we've built it into a real brand by caring more about product and brand than anyone in our lane."
That's it.
About the Role:
"You own the content engine and the creator community.
Our affiliates, ambassadors and sponsored creators shoot the content: roughly 300 TikTok Shop affiliates, a Trybe creator roster, and a paid roster of UGC creators. Your job is to turn that into a machine. Collect it, judge it, cut it, schedule it, and get it everywhere it can earn. Then grow the community that produces it.
This is a high-volume operation, and anyone coming from a four-posts-a-week brand account will find the pace a real change. We want quality and quantity.
Roughly 70 to 80 percent of this role is orchestration, making other people's content work harder than it would on its own. You are not the on-camera talent and you are not expected to film everything yourself. The rest is filling gaps, and there is a real advantage in being willing to pick up a camera when the calendar needs it."
That's the role overview.
Responsibilities (What You Will Own):
We need to capture all bullet-like sentences.
Let's list them:
- The content pipeline
- Collect, tag and file every incoming asset into one organized library. Nothing lives in DMs.
- Judge every asset against a clear standard: strong hook, product shown honestly, real angler in real use, usable framing and audio.
- Route it. Organic-worthy content into the calendar, ad-worthy content into the weekly folder our ads team works from, every week. That hand-off is one of the most important things you own.
- Recut and reframe across formats, and strip platform-specific language so one video works in more than one place.
- Run our repost engine. We keep a permission list of creators who gave us blanket rights to repost with credit, and working that list is a real growth lever.
- Own compliance. Proper disclosure on affiliate and sponsored content, honest claims, no invented offers. Checking the claim is part of approving the video.
- Publishing at volume
- Beyond Braid posts every single day, on every channel, without a gap. We run two TikTok accounts with different jobs: the brand account is what a customer scrolls when deciding whether we are a real brand, so it stays deliberate, and the sales account carries the volume. Instagram, Facebook and YouTube publish daily alongside both.
- Own the content calendar as a living document, two weeks buffered and a month prepped ahead.
- Write every caption and hook in our voice: professional, badass, clean. A knowledgeable buddy on the water, never a corporate catalog.
- Tag products every time. On TikTok Shop an untagged post does not earn, and it cannot be fixed after the fact.
- The affiliate community
- Recruit, onboard and activate TikTok Shop affiliates at real volume. Proactive outreach weekly, not a monthly campaign.
- Run the affiliate group chat and a regular announcement rhythm: top sellers, example videos that work, one product to focus on. Motivation is the job, not just logistics. Affiliates quit when they stop seeing results, so peer proof and real earnings beat product announcements.
- Maintain a genuinely exclusive VIP tier and protect those relationships.
- Make the case for ad spend behind creator videos. It is the strongest incentive we have. The decision sits with marketing leadership, but you identify where it goes and push for it.
- Own the full creator lifecycle: sourcing, briefing, contracting, review, payment and offboarding. Removing creators who have gone quiet matters as much as adding new ones.
- Run the sample pipeline across TikTok Shop, Trybe and direct inbound. Approve against a clear bar, tier by risk so newer creators start on lower-cost product, and chase every sample through to content delivered. A sample that produces nothing is a loss.
- Manage the paid creator roster inside a $6,000 to $7,000 monthly budget, on month-to-month agreements with a test period for anyone new.
- Run Trybe daily: clear the queue, publish approved content into ads, reply fast. The platform scores us on all three and suppresses brands that slip.
- Build systems, not just relationships. A tracked roster, onboarding flows and playbooks, so a creator can succeed without a one-to-one conversation.
- Community and brand presence
- Grow and program our owners' Facebook group. This is close to a blank page and we want someone excited by that rather than looking for a playbook to inherit.
- Be the first responder on comments and DMs across TikTok, Instagram, Facebook and YouTube, in brand voice. The sales and support team help here too.
- Moderate well. Protect performing content from pile-ons, help on-the-fence buyers, route service issues to the right team, keep our auto-hide rules current.
- Run social listening and feed it back to marketing. What anglers say about braid, about us and about competitors is the cheapest research we have, and the comment section is full of intelligence almost nobody mines.
Also "What Success Looks Like" includes metrics that could be considered responsibilities? But it's more about success metrics. Could be placed under Responsibilities or maybe a separate section but we don't have a heading for metrics. Could include under Responsibilities as part of what you own. But we already have many responsibilities. Might be okay to include as part of Responsibilities.
But we need to preserve all substantive info. So we should include the success metrics somewhere. Could be under Responsibilities as a list of what success looks like. Or we could create a separate section "Success Metrics" but not in allowed headings. Might be okay to add as a subsection under Responsibilities.
We'll include after responsibilities a note: "What Success Looks Like" as a
maybe.
But the instruction: "Prefer a few substantive sections over many thin ones." So we can incorporate success metrics into Responsibilities as a paragraph.
Now Requirements (must-have):
Extract:
"MUST-HAVE, NON-NEGOTIABLE: You genuinely know the fishing industry. This is not a category we will teach you. If you are an expert social media operator and a serious angler who has never officially worked for a fishing company, that is fine. But if you do not know the space, this is not the role for you.
3 to 5 years running social, content operations, or a creator or affiliate program for a consumer brand. DTC or e-commerce
About Beyond Braid
. That seems okay. But they also said "Prefer a few substantive sections over many thin ones." So we could combine company description with About the role? Might be okay. Let's decide: We'll include sections: About the role (includes description of role), Responsibilities (list of duties), Requirements (must-have), Qualifications (maybe nice-to-have?), Skills (maybe overlapping), Benefits, Pay, Schedule. We need to see what content exists. From posting: - About Beyond Braid (company description) - About the Role (description) - What You Will Own (list of responsibilities) - What Success Looks Like (metrics) - What We Are Looking For (must-have, nice-to-have) - How We Work (work culture) - Compensation and Benefits (pay, benefits) - How To Apply (application instructions) – we must remove application instructions per instruction: "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions." So we should exclude How To Apply. Thus we need to map content to headings. Responsibilities: The "What You Will Own" section lists many duties. Also "About the Role" includes some description. We can combine. Requirements: Must-have section: "MUST-HAVE, NON-NEGOTIABLE: You genuinely know the fishing industry..." plus list of requirements. Qualifications: Could be the "Nice To Have" section. Skills: Could be overlapping with requirements; but we can maybe put skills like editing, writing, numerate, budgeting, etc. But we already have them in requirements. Might be redundant. Better to have Requirements (must-have) and Qualifications (nice-to-have). Skills maybe not needed. Benefits: From Compensation and Benefits: "Fully funded health benefits after 90 days", "Product, and a lot of it", "A brand with real momentum, a small team where your work is visible, and a founder engaged daily". Also maybe "Quarterly performance bonus tied to metrics you actually control". That's part of compensation. Pay: "$60,000 to $70,000 base, depending on experience", "Quarterly performance bonus tied to metrics you actually control". So Pay section includes base salary and bonus. Schedule: Not explicitly mentioned. There's "On remote: that flexibility comes with real accountability. Our team operates from 9:00 AM to 5:00 PM Eastern and you are expected to be available during core hours." That's schedule info. So we can include Schedule section with core hours. Thus we will output sections:About Beyond Braid
(company description)About the Role
(role overview)Responsibilities
(list)Requirements
(must-have)Qualifications
(nice-to-have)Benefits
Pay
Schedule
We must not include empty sections. All have content. Now we need to format lists with- . For prose use
. We must preserve all substantive information, not invent or summarize away detail. Must not omit details. We need to be careful to include all details from each section. Let's extract details. Company description (About Beyond Braid): "Beyond Braid is one of the most-followed fishing brands in the country, and we're just getting started. We make braided line and tackle that anglers actually trust, and we've built it into a real brand by caring more about product and brand than anyone in our lane." That's it. About the Role: "You own the content engine and the creator community. Our affiliates, ambassadors and sponsored creators shoot the content: roughly 300 TikTok Shop affiliates, a Trybe creator roster, and a paid roster of UGC creators. Your job is to turn that into a machine. Collect it, judge it, cut it, schedule it, and get it everywhere it can earn. Then grow the community that produces it. This is a high-volume operation, and anyone coming from a four-posts-a-week brand account will find the pace a real change. We want quality and quantity. Roughly 70 to 80 percent of this role is orchestration, making other people's content work harder than it would on its own. You are not the on-camera talent and you are not expected to film everything yourself. The rest is filling gaps, and there is a real advantage in being willing to pick up a camera when the calendar needs it." That's the role overview. Responsibilities (What You Will Own): We need to capture all bullet-like sentences. Let's list them: - The content pipeline - Collect, tag and file every incoming asset into one organized library. Nothing lives in DMs. - Judge every asset against a clear standard: strong hook, product shown honestly, real angler in real use, usable framing and audio. - Route it. Organic-worthy content into the calendar, ad-worthy content into the weekly folder our ads team works from, every week. That hand-off is one of the most important things you own. - Recut and reframe across formats, and strip platform-specific language so one video works in more than one place. - Run our repost engine. We keep a permission list of creators who gave us blanket rights to repost with credit, and working that list is a real growth lever. - Own compliance. Proper disclosure on affiliate and sponsored content, honest claims, no invented offers. Checking the claim is part of approving the video. - Publishing at volume - Beyond Braid posts every single day, on every channel, without a gap. We run two TikTok accounts with different jobs: the brand account is what a customer scrolls when deciding whether we are a real brand, so it stays deliberate, and the sales account carries the volume. Instagram, Facebook and YouTube publish daily alongside both. - Own the content calendar as a living document, two weeks buffered and a month prepped ahead. - Write every caption and hook in our voice: professional, badass, clean. A knowledgeable buddy on the water, never a corporate catalog. - Tag products every time. On TikTok Shop an untagged post does not earn, and it cannot be fixed after the fact. - The affiliate community - Recruit, onboard and activate TikTok Shop affiliates at real volume. Proactive outreach weekly, not a monthly campaign. - Run the affiliate group chat and a regular announcement rhythm: top sellers, example videos that work, one product to focus on. Motivation is the job, not just logistics. Affiliates quit when they stop seeing results, so peer proof and real earnings beat product announcements. - Maintain a genuinely exclusive VIP tier and protect those relationships. - Make the case for ad spend behind creator videos. It is the strongest incentive we have. The decision sits with marketing leadership, but you identify where it goes and push for it. - Own the full creator lifecycle: sourcing, briefing, contracting, review, payment and offboarding. Removing creators who have gone quiet matters as much as adding new ones. - Run the sample pipeline across TikTok Shop, Trybe and direct inbound. Approve against a clear bar, tier by risk so newer creators start on lower-cost product, and chase every sample through to content delivered. A sample that produces nothing is a loss. - Manage the paid creator roster inside a $6,000 to $7,000 monthly budget, on month-to-month agreements with a test period for anyone new. - Run Trybe daily: clear the queue, publish approved content into ads, reply fast. The platform scores us on all three and suppresses brands that slip. - Build systems, not just relationships. A tracked roster, onboarding flows and playbooks, so a creator can succeed without a one-to-one conversation. - Community and brand presence - Grow and program our owners' Facebook group. This is close to a blank page and we want someone excited by that rather than looking for a playbook to inherit. - Be the first responder on comments and DMs across TikTok, Instagram, Facebook and YouTube, in brand voice. The sales and support team help here too. - Moderate well. Protect performing content from pile-ons, help on-the-fence buyers, route service issues to the right team, keep our auto-hide rules current. - Run social listening and feed it back to marketing. What anglers say about braid, about us and about competitors is the cheapest research we have, and the comment section is full of intelligence almost nobody mines. Also "What Success Looks Like" includes metrics that could be considered responsibilities? But it's more about success metrics. Could be placed under Responsibilities or maybe a separate section but we don't have a heading for metrics. Could include under Responsibilities as part of what you own. But we already have many responsibilities. Might be okay to include as part of Responsibilities. But we need to preserve all substantive info. So we should include the success metrics somewhere. Could be under Responsibilities as a list of what success looks like. Or we could create a separate section "Success Metrics" but not in allowed headings. Might be okay to add as a subsection under Responsibilities. We'll include after responsibilities a note: "What Success Looks Like" as a
maybe. But the instruction: "Prefer a few substantive sections over many thin ones." So we can incorporate success metrics into Responsibilities as a paragraph. Now Requirements (must-have): Extract: "MUST-HAVE, NON-NEGOTIABLE: You genuinely know the fishing industry. This is not a category we will teach you. If you are an expert social media operator and a serious angler who has never officially worked for a fishing company, that is fine. But if you do not know the space, this is not the role for you. 3 to 5 years running social, content operations, or a creator or affiliate program for a consumer brand. DTC or e-commerce