Base
$120,000 – $160,000 base
Bonus
Annual performance bonus, 10-20% of base, tied to client outcomes and retention
Upside
Profit share kicks in after first full year
Senior Paid Search Manager
Run Google Ads and Bing Ads for the kind of programs that move a business. Founder close to every account.
We're a small consultancy that gets hired when the math on paid search has to be right. Our clients spend $100K – $5M+ a month in the auction. They came to us because the previous agency was running a templated playbook. The job is to be the senior operator who knows the auction at the level the platform's economists do, and who can defend every dollar of spend to a CFO. We pay accordingly.
You are
- 01
Five to ten years on Google Ads and Bing Ads, with at least three running senior-IC at a real shop. Not a junior who got promoted into the title.
- 02
Fluent in account architecture, match-type discipline, smart bidding levers, PMax / Demand Gen, and the conversion architecture that makes any of it work.
- 03
Can read a $7-figure spend report and tell the room what to do about it without needing a deck built first.
- 04
Have opinions about server-side conversions, Enhanced Conversions, value-based bidding, and what to do when GA4 disagrees with the platform.
- 05
Write like a senior. The weekly client review is yours. There's no AM layer to translate for you.
- 06
Hold a high bar with each other. We turn down work we can't do well, which means we have to actually be able to do the work.
You'll do
- 01
Own three to five accounts end-to-end. Strategy, structure, day-to-day execution, weekly review.
- 02
Be in every weekly meeting alongside one of the founders. You run it. We're there to back you, not perform for the client.
- 03
Build the measurement architecture before the program scales. Tag audit, value flow, server-side where it matters.
- 04
Mine search-term reports weekly. Negative-keyword hygiene weekly. PMax asset groups built around real audiences, not the default.
- 05
Write the diagnostic for new prospects. What's broken, what to fix, in what order, with what evidence.
- 06
Hold the line on quality. We'd rather lose the engagement than ship a program we don't believe in.
Comp & benefits
What we actually pay.
Benefits
- Fully remote. Work from where you live.
- Health, dental, vision; 100% premium covered for the employee
- Unlimited PTO with a 4-week floor (yes, the floor is enforced)
- $3K annual learning budget
- Top-tier hardware + ergonomic setup stipend
- No on-call. We close the laptop on weekends.
How we hire
The process, in 4 steps.
- 01
30-minute intro
James or Ryan walks through the work, the team, the comp, the bar. You ask anything. Honest both ways.
- 02
Take-home diagnostic
We share an anonymized account export. You walk us through what you see, what you'd do, in what order, why. Two hours, max. No rewriting your résumé.
- 03
Working session with the team
Half-day deep-dive. You meet the operators you'd work with. We dig into your past programs, our open ones. References both directions.
- 04
Decision in five days
Offer, no, or 'not yet.' We don't ghost. If we're not the right fit we'll tell you why and, where we can, where we think you should look.
Apply
Send your application
Email james@pivotal-consulting-group.com with the subject below. Attach a résumé or LinkedIn. In the body, tell us about an account you ran where the math was harder than the platform suggested. What you saw, what you changed, what happened. One paragraph.
Email the founders