Senior Manager of Performance Marketing

• Work Experience 3-5 years
• Remote Job

This is a remote position.

Company: 4

Ever 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 + Q  Storytelling (Cadence Builder)

• Synthesize data from multiple sources and explain anomalies clearly
• Run Q ‑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 + Q  cadence across markets

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/Q  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 Q  cadence that scale
• Growth runway: leadership expects this role to expand beyond “just account…