Responsibilities

• Full ownership of our Meta account: structure, budgets, testing, scaling and kill decisions.
• Run it day-to-day through AdManage + native Facebook Ads Manager.
• Scale us through $1–2M/month in Q4 — while protecting efficiency.
• Question every number. High CPC, low conversion rate? Maybe that’s not an ad problem — maybe it’s a landing page problem. You diagnose the whole funnel , not just the account.
• Go down rabbit holes. If a metric doesn’t make sense, it should genuinely piss you off until you understand it.
• Understand the entire business model — margin, AOV, offer, LP, creative — because that’s where the real levers are.
• Own our Monday kickoff call with the creative team — you infuse the whole team with what the data says.
• Build the weekly report : what’s winning, what’s losing, why — the key differences between winning and losing ads.
• Sit in the management circle and steer it with projections: “with this week’s numbers, I scale to this next week” — so support preps ticket volume and ops preps the backend. The whole company moves on your numbers.

Requirements

• $5M+ in Meta spend managed personally — you’ve run $30–50K+ days with your own hands.
• You’ve been the buyer scaling at least one 8-figure eCommerce brand.
• Deep Meta fluency: account structure, testing frameworks, post-iOS attribution reality.
• Full-funnel literacy: landing page data, unit economics, contribution margin — not just ROAS.
• Fluent English — you can hold the room on a Monday morning call.

Preferred

• Obsessed with the numbers: you’d dig through ad accounts even if nobody paid you.
• Can’t let go: when something doesn’t add up, you hammer on it until it confesses.
• Questions everything: every metric, every assumption, every idea we bring — including this job post.
• Business brain: you see the account as one machine — product, offer, funnel, creative.

Benefits

• Remote & flexible — 40h/week, you own your schedule.
• Real growth path: this seat becomes Head of Performance — $10–20M/year in spend runs through you by 2027.
• Equity at senior level. We want to exit for $100M — our goal is to create millionaires inside this business. That’s not a perk, that’s the plan.