PIPELINE AND GROWTH
Campaign and Data Operator
Owns list building, enrichment, sending infrastructure, domain warming and deliverability. Writes the copy. If the sequences stop landing, nobody gets a meeting.
$3,500 to $5,500/mo
Not the most urgent seat right now, but we want to meet people for it.
01 · What you own
- List building and enrichment: the raw material of the sales floor.
- Sending infrastructure: domains, warming, rotation, reputation.
- Deliverability: open rates, spam placement, blacklist response.
- The copy: ad copy, sequence copy, campaign copy. This role writes.
- Sequence performance data, reported weekly with the reason behind every dip.
- The feedback loop from reply quality back into targeting.
02 · Your first 30/60/90 days
Audit the current sending stack end to end: every domain, every mailbox, every warm-up state. Deliver a written deliverability report and fix the three worst findings before touching a single list.
03 · What we look for
- You have run outbound infrastructure at volume, not just used a sequencer.
- You know what a domain dies of and can show one you saved.
- You read headers and bounce logs, not just dashboards.
- You write copy that lands, not just copy that fills a field.
- You treat data hygiene as the job, not the chore before the job.
04 · What this is not
- Not a CRM admin role. You own outcomes, not field mappings.
05 · Where this leads
Head of Pipeline as volume scales, or lateral into GTM ownership of channel architecture.
06 · Leadership Is Earned, Not Assigned
Leadership at Black Swan Ventures Group is not a function of tenure, title, or sales performance. It is evaluated separately, continuously, and much more strictly than the job itself.
Being excellent at your job does not entitle you to lead people. A closer who breaks every record in the company has no more claim to a Head of Sales seat than someone who has never made a cold call, because the two jobs measure different things. One measures output. The other measures judgment, composure under pressure, and the ability to make other people better. An entry-level hire with strong emotional intelligence and zero sales experience has a real path to leadership. A top performer with poor judgment does not, no matter how much revenue they close.
If you're good at your job, you stay good at your job, and you get paid more for it. That is a complete outcome here, not a consolation prize.
Every employee has the right to choose who they report to, and the right to raise a dispute about leadership they believe is toxic or unfit. We do not tolerate toxic leadership in any form. If someone is highly skilled but cannot work productively under the standing leadership structure, they report directly to the founder until a fit is found, not to someone they cannot work with.
Leadership roles are held under more scrutiny than any other position in the company, not less. They can be lost. They are not permanent once granted.
07 · Who We Hire
We hire for skill and judgment, not background, age, gender, or neurotype. We are actively friendly to hiring people who are neurodivergent, including ADHD, autism, and other learning or attention differences, and to candidates who don't present as conventionally social in an interview. None of that is a disqualifier here, and in several of our functions it's a genuine advantage. Diverse teams across age, gender, background, and cognitive style build better companies. We built this hiring process to actually reflect that.
06 · Logistics
You are in UTC. This role runs 13:00-21:00 CET. You overlap by 8 hours: 11:00 to 19:00 your time.
Strong overlap