Senior Manager of Performance Marketing

Job Description This is a remote position. Company: 4Ever Young Corporate (Med Spa / Wellness franchise system). Location: Remote (U.S.). Atlanta is Corporate. Comp: $80,000–$120,000 base salary (commensurate with experience). Travel: 10–20%. Why this role (and why now) This is a high-impact seat during a rebuild/turnaround moment in how franchise partners experience marketing support. You’ll be the steady, credible point of contact who helps franchisees understand performance, reduces escalations through clear cadence and expectation-setting, and ensures our agency delivers with rigor and transparency. Important: This is not a day-to-day campaign execution role. It is a performance leadership + franchise communication + agency accountability role with light hands‑on auditing/troubleshooting (not primary campaign building). What you’ll own Lead performance conversations with franchise partners (including tough conversations with frustrated stakeholders) Translate results into clear decisions and next steps (what happened → why → what we’re doing next → when we’ll know) Set expectations around volatility and timelines to proactively reduce escalations Bring light business context into conversations when helpful (connecting lead flow to local execution realities) Digital Media Performance Oversight (Digital-first) Review paid media performance across Google and Meta (and other local paid as applicable) Interpret key drivers: CPL, CVR, creative performance, budget scale effects, and lead quality signals Identify cross-market patterns and recommend testing priorities and budget shifts Agency Governance & Accountability Serve as the day‑to‑day strategic counterpart to agency partners (in partnership with leadership) Hold agencies accountable to testing rigor, learning agendas, proactive communication, and actionable reporting Pressure-test plans and ensure franchise partners receive clear answers (not “report theater”) Reporting + QBR Storytelling (Cadence Builder) Synthesize data from multiple sources and explain anomalies clearly Run QBR-style reviews that drive decisions, not just dashboards Improve repeatable processes for onboarding, reporting, and performance cadence across markets Success in this role Franchise partners trust the process and understand results (even when performance fluctuates) Escalations decrease because expectations, cadence, and next steps are consistent Agency testing and reporting become more rigorous, proactive, and decision-oriented A scalable system exists for onboarding + reporting + QBR cadence across markets Requirements Must-haves (what we screen for) 2–3+ years in paid media, performance marketing, or digital marketing 2–3+ years in an agency environment in account management and/or strategy General media + performance marketing fluency strong enough to lead agency partners and confidently guide franchise conversations (primarily paid digital: Google/Meta) Strong stakeholder communication skills (can lead tough conversations calmly and constructively) Comfortable translating performance to non-marketers and creating clear, action-oriented narratives Working familiarity with Meta and Google (ideal: both; acceptable: one strong + one working) Comfortable with light hands‑on auditing/troubleshooting (validating reporting, pulling data, diagnosing issues) Nice-to-haves (not required) Franchise and/or multi‑location experience Familiarity with SEO / local presence basics (e.g., Google Business Profile) Experience building reporting cadence/QBR templates from imperfect inputs If you meet most of the must-haves and you’re great at stakeholder leadership and performance storytelling, we’d still like to hear from you. Pay transparency: $80,000–$120,000 base salary Remote‑first role (Atlanta is corporate) with standard business hours 10–20% travel to support franchise relationships and performance cadence High‑impact seat in a turnaround moment: rebuild trust and establish the operating rhythm franchise partners rely on Autonomy + ownership: build repeatable processes, templates, and QBR cadence that scale Growth runway: leadership expects this role to expand beyond “just account management” as systems mature EOE + AI Disclosure We’re recruiting on behalf of our client/employer partner, an Equal Opportunity Employer. Reasonable accommodations are available – request assistance by contacting recruiting@placemint.agency. We and/or the employer may use automated tools (including AI) to support parts of recruiting (e.g., organizing applications, identifying role‑relevant qualifications, scheduling) with human oversight; these tools are not the sole basis for decisions; people make all hiring decisions, consistent with applicable laws (including California requirements where applicable). #J-18808-Ljbffr