PIPELINE AND GROWTH
Paid Media Manager
Owns paid acquisition across LinkedIn, Meta, Google and YouTube, including budget, creative testing and attribution back to booked calls.
$4,000 to $6,000/mo + bonus
01 · What you own
- Paid acquisition across LinkedIn, Meta, Google and YouTube.
- Budget allocation, defended with attribution back to booked calls.
- Creative testing: a disciplined backlog, not scattered experiments.
- The landing page feedback loop with the conversion engineer.
- A weekly number: cost per booked call, by channel, with the trend.
02 · Your first 30/60/90 days
Take over one live channel completely: audit the account structure, kill what cannot attribute, and ship your first creative test inside week one. By week two you own the budget line for that channel.
03 · What we look for
- You have managed real spend and can state the return on it.
- You attribute to booked calls and revenue, not clicks.
- You write or direct creative that converts cold audiences.
- You have killed a channel you liked because the number said so.
04 · What this is not
- Not a brand awareness seat. Every dollar answers to a booked call.
- Not agency account management. You run the platforms yourself.
05 · Where this leads
Head of Growth across ventures as paid becomes a larger share of pipeline.
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