Senior Manager of Performance Marketing

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

Franchise Partner Leadership (Core)

• 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
  

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’re close, apply

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
  

Hiring Process
Apply → alignM!NT Review → Recruiter Interview → Client Interview(s) → Offer → placeM!NT

placeM!NT is supporting 4Ever Young with recruitment. All communication will come from a @placemint.agency email address.

4EVER YOUNG WAS FOUNDED BECAUSE WE WERE WILLING TO ASK A RADICAL QUESTION: what if you could look forward to the aging process? At 4Ever Young, we’re in the business of helping you live your best life - no matter where you are in your journey. Our anti-aging health facility uses advanced diagnostic methods and modern anti-aging science to develop a customized plan for your specific experience and moment in your journey. We don’t just treat symptoms; we help you maintain vitality and wellness.

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 us at [email protected]. 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).