The Role

Hadrian is hiring a Growth Marketing Manager to run our campaigns across every channel we can buy, measure, and improve. Paid social, search, email, web, and out of home, all of it operated by you.

This is a scrappy, high-output role. We are not looking for someone to manage a large media budget through an agency and report on it quarterly. We are looking for the person who writes the ad, builds the landing page, launches the test, reads the numbers the next morning, kills what is not working, and puts more behind what is. You will be measured on whether the campaigns produce candidates and conversations, not on how much you spent or how many impressions you bought.

Our primary audience is technical: software and AI engineers, plus machinists, welders, and skilled technicians. These are not audiences you reach efficiently with a generic playbook, and most of the standard growth tactics will need to be rebuilt for them. Figuring out what actually works here is the job.

Why Now

We are hiring aggressively across multiple sites and running a major brand and talent campaign, and we do not have a dedicated owner for performance and campaign execution. Media is currently being planned faster than it can be operated. You are the person who closes that gap, with real budget across digital and out of home and enough autonomy to make the channel calls yourself.
What You\'ll Do

Run the digital campaigns

• Own paid campaigns end to end across social, search, and programmatic: strategy, audience targeting, creative briefing, build, launch, optimization, and reporting.

• Write and ship a high volume of ad variants, landing pages, and email sequences. This role produces work, it does not only coordinate it.

• Run a continuous testing cadence on audiences, creative, offers, and landing pages, with a clear bar for what counts as a winner and a willingness to kill your own ideas.

• Own the campaign side of our website: landing pages, conversion paths, form flows, and the application funnel, working with whoever owns the site build.

Own out of home buying

• Own out of home buying end to end: market and inventory selection, vendor negotiation, rates, contracting, trafficking specs, and posting verification.

• Manage the out of home production timeline backwards from the artwork deadline, accounting for print and install lead times plus permitting, landlord, and transit approvals. This calendar constrains the rest of the campaign, so you own protecting it.

• Build a measurement approach for out of home that is honest about what it can and cannot prove, using geo-based comparisons, lift studies, scan-through destinations, and search and application volume by market.

• Partner with the experiential marketing lead wherever a placement has a physical or event component, on a shared calendar with a clear handoff. You own the buy and the media math; they own the live activation.

Own the numbers

• Build and maintain the reporting that tells us what is working, including spend, funnel performance by channel and market, cost per qualified applicant, and cost per hire where we can attribute it.

• Instrument properly: tracking, UTMs, conversion events, and the integration between our site, our ad platforms, and our applicant tracking system.

• Report honestly, including on campaigns that underperformed and on channels where attribution is genuinely uncertain. We would rather know the truth than see a good-looking dashboard.

• Manage budget and pacing across channels, and reallocate toward what is performing rather than defending an original plan.

Partner across the company

• Work with recruiting to align campaigns to live requisitions and hiring priorities, and to close the loop from click through to hire.

• Partner with design and content on creative, giving clear performance feedback on what the data says is working.

• Coordinate with communications on anything public-facing, and respect the review paths that govern customer, program, and export-controlled information.

What We\'re Looking For

• Experience: 4+ years in growth, performance, or digital marketing, with direct hands-on ownership of paid campaigns and budget. You have been the person in the ad accounts, not the person receiving the report.

• Builder, not just a manager: You write copy, build pages, set up tracking, and launch campaigns yourself. You are comfortable being the whole function.

• Analytical rigor: You are fluent in funnel math and can tell the difference between a real result and noise. You know when a test has not run long enough to call.

• Scrappy by default: You have gotten results without a big budget or an agency, and you would rather run five cheap tests than one expensive campaign.

• Ownership and ambiguity: You are comfortable being the first dedicated owner here and building the infrastructure, tracking, and process from scratch.

• Judgment on attribution: You can operate in a world where not everything is cleanly attributable, make decisions anyway, and be clear about your confidence level.

What Will Set You Apart

• Experience running recruitment marketing or employer brand campaigns, especially against engineering or skilled-trade audiences.

• Hands-on out of home experience, including vendor negotiation and the production timeline realities.

• Experience marketing to technical audiences who are skeptical of marketing, and a point of view on what earns their attention.

• Comfort with SQL, spreadsheets at depth, or lightweight scripting to get at your own data.

• Experience with applicant tracking system integrations and recruiting funnel reporting.

• A track record in hard technology, defense, industrials, or another category where the story is physical and the audience is specialized.

Compensation

For this role, the target salary range is $150,000 - $180,000 (actual range may vary based on experience).

This is the lowest to highest salary we reasonably and in good faith believe we would pay for this role at the time of this posting. We may ultimately pay more or less than the posted range, and the range may be modified in the future. An employee\'s pay position within the salary range will be based on several factors, including, but not limited to, relevant education, qualifications, certifications, experience, skills, geographic location, performance, and business or organizational needs.

Benefits for Full-time Employees

• Medical, dental, vision, and life insurance plans for employees
  401k
• Relocation support may be provided for certain situations, based on business need.
• Flexible vacation policy
• Equity