Performance Marketer

Honor & Fire is a business education company serving contractors, service business owners, and entrepreneurs across the country. We built a community of more than 34,000 small business owners and a growing membership almost entirely on earned attention. Organic content, live rooms, word of mouth, and a product that works. That is rare, and it is a real asset. It also means we have been leaving an entire growth channel on the table, and we are done doing that.

Today the paid work is split between our COO and our social lead, which means it is nobody's full-time job and it shows. Your first mandate is to take it off their plates and make it yours.

You get to build the paid function on top of a warm base most companies would kill for. There is no ten-year-old account to untangle, no inherited naming conventions to decode, and no sunk-cost campaigns you are not allowed to kill. What there is, is an audience that already trusts us and a channel nobody has properly turned on.

Be clear-eyed about what this seat is. It is paid media depth. It is not brand work and it is not a broad marketing generalist role. You will spend your days inside ad platforms, creative, and spreadsheets, and you will be held to a number every single month. If that sounds like a cage, this is the wrong job. If it sounds like the only honest way to do marketing, keep reading.

You report to Josh Latimer, our CEO, for strategy and offer, and to Eric Kelly, our COO and partner, for marketing technology and measurement. We run an AI-augmented operation, our leadership works this way daily, and you get the same tooling.

All of it earned. Almost none of it bought.

You will not work alone. A creative team feeds you, our copywriter Christa owns messaging across the company, and a Growth Marketer owns everything that happens after the click. You tell them what is winning and what you need more of. You are the one who turns their output into spend that pays back.

Meta is the primary channel and it is yours: campaign structure, budget allocation, audience strategy, and the testing cadence that finds winners and kills losers fast.

You stand up Google Search and YouTube as the second channel and prove out where intent capture beats interruption for this audience. You also own our cold outbound email infrastructure, which means sending domains, list building, deliverability, and the sequences that feed the top of the funnel. When we ask which channel deserves the next dollar, you have a point of view and you defend it with numbers.

You own message continuity, the offer exactly as your ad stated it, and the audience the page is written for. You do not own the pages themselves. Our Growth Marketer does.

You bring them the conversion problems your data finds and you tell them what to test, and you are their single most important input. Read a page's performance as fluently as you read an ad set's, so that when CAC moves you already know which side of the click it moved on.

You brief creative against the angles your data says to test. Christa owns copy and Maverick produces content. Both are resources you pull from, not gatekeepers you wait on.

You also produce your own static creative and copy variants when speed matters. Creative volume is the biggest lever in paid social and we will not let a queue throttle it.

Day one you work inside the tracking and reporting we already have, and you keep UTM and naming discipline clean enough to trust. As you prove capable, tracking and attribution transfer to you, and after that the marketing automations and the CRM backend. A deliberate staged handoff, not a first-week dump of our messiest systems.

It is also where the ceiling on this role lifts. Once attribution is trustworthy, your bonus credit expands past the first sale to the full funnel your traffic creates.

One more thing about the first ninety days. We are not going to hand you a prescribed sequence. You audit the account in week one and you propose your own order of operations for approval. What you choose, and how you justify it, tells us more than any interview answer will.

This is the senior one. You own the number, you own cold outbound infrastructure, and you take the staged handoff of tracking, then attribution, then the automations and the CRM.

Our Paid Media Buyer seat sits between junior and senior: hands-on-keyboard buying, without the measurement mandate and without cold outbound. If the honest description of you is "strong in the ad platforms, not yet ready to own a company's measurement stack," apply for that one instead. We would rather you land in the right seat than talk yourself into this one.

Our Growth Marketer owns the pages, the testing, and everything after the click. The split is simple: performance buys, growth converts. You are their best input, not their backup.

Christa owns that across the whole company. You brief against it and you tell her what the data says. You do not rewrite it.

Maverick's team shoots and edits. You tell them which angles to make more of, and you produce your own statics and copy variants when the queue would slow you down.

Contractors, trades, service business owners, and the coaches and consultants who serve them. They found us through content, they showed up to live rooms, and they told other owners. More than 34,000 of them are in the community now, and the testimonials are real.

That changes the job. You are not spending to manufacture awareness from zero. You are spending into a market where the brand already carries weight, which is the single biggest unfair advantage a paid buyer can be handed, and it is the reason we think this channel is underpriced for us specifically.

Real rooms, real owners, and our own studio where the creative gets made. No stock photos.

34,000+

Business owners in the community

$30K–$100K

Monthly budget you would run

12

People on the team doing it

You will run a monthly budget in the $30,000 to $100,000 range and you are measured on the cost to acquire a customer. Not impressions, not engagement, not a platform's self-reported ROAS. Ad CAC, against a budget you can look at. Here is the whole mechanism, because you should not have to guess at it in an interview.

The part worth reading twice is that your budget is recomputed from real volume every period. It widens automatically as you scale instead of staying pinned to an assumption somebody made before you arrived, which means you can never be measured against a number that quietly stopped being achievable. We hand you the acquisition model and the revenue data. You own moving the number.

The fully loaded amount we will pay to acquire a certification customer. Everything below is carved out of this.

Closer compensation comes off the top before your field begins, and so does your salary. You never spend money already promised to someone else.

The number your CAC is measured against, recomputed from real volume each period.

A share of whatever you come in under that budget, rising as CAC falls.

Your bonus is measured against a baseline CAC that does not exist yet, so the first job is building trustworthy measurement. Here is the whole schedule. We are showing you this before you apply, not after you are hired.

When What is happening What you are paid What you are measured on Month 1 You audit the account, propose your own ninety-day sequence, and start standing up measurement you would personally sign your name to. Base Whether the numbers become honest Months 2 and 3 Measurement firms up and a real baseline CAC establishes itself. Paying variable against noise serves neither of us. Base plus a $2,000 monthly draw, credited against your first commissions The quality of the baseline you set Month 4 The bonus ladder turns on, measured against the baseline you established rather than a number we guessed at before you arrived. Base plus ladder Ad CAC against that period's budget Month 6 onward The full plan runs. Once you have earned the attribution handoff and the numbers are trustworthy, bonus credit expands beyond the initial sale. Base plus full ladder Ad CAC, then the full funnel your traffic creates

The $2,000 monthly draw is offered upfront rather than held in reserve, so the ramp does not cost you income while you build the thing your own comp depends on.

The better your acquisition cost, the larger your share. There is no ceiling on the upside.

$65,000, W-2. Real money while you build, not a draw dressed up as a salary.

An uncapped share of whatever you come in under the period's ad budget. Your percentage of those savings rises as you push CAC down.

Months one through three are base while you stand up trustworthy measurement, with a $2,000 monthly draw in months two and three credited against your first commissions. The ladder turns on in month four.

Tiers are provisional until real baseline CAC data lands, then they lock, and any change after that is prospective and in writing. The comp plan is signed before your start date. We do not do handshake bonus math.

W-2, fully remote from any state, with periodic onsite in Denton, Texas.

We walk you through the full structure, tier by tier with real numbers, in the offer conversation. We are not going to make you guess what this pays.

And the honest version of the upside: six figures is reachable at target performance. A $200,000 year is a scale outcome, not a year-one expectation. We would rather tell you that now than sell you a number nobody has hit yet.

You have owned a real budget in-house. You have personally managed meaningful monthly spend and been accountable to an acquisition cost, at a company whose money it was. We need someone who has felt the P&L rather than optimized to a client report.

You are deep in Meta and competent in Google. Real depth in at least one, working fluency in the other, and honest about which is which.

You can build, not just brief. If your last five years ran through a designer for every test, this seat will frustrate you.

You are fluent in your own numbers. You live in platform reporting and spreadsheets, you can spot when a platform is taking credit it did not earn, and you can explain a CAC move in one sentence.

You test relentlessly and kill your own ideas. You do not defend a losing campaign because you built it.

You are self-directed. Remote, a dotted line to two people, and a number of your own means nobody is going to organize your week for you.

You want the scoreboard. The best people in this role ask what the target is in the first interview.

This is not a seat where you talk about frameworks and philosophies. We want the total monthly spend you have personally managed, on real budgets rather than an account you supported. The CAC or ROAS you actually held, over what period and in what vertical. And scale history: an account you took from one level of spend to a materially higher one, and what happened to efficiency when you did. If you cannot put figures next to those claims, you are not the operator this role needs.

Bonus points, none of them required. Direct-response experience with webinar funnels, application flows, or high-ticket phone-closed offers. Marketing to contractors, trades, or service business owners. GoHighLevel specifically, plus GA4, Meta CAPI, or server-side tracking. Cold email infrastructure: domain warming, inbox rotation, deliverability troubleshooting. And AI fluency, strongly preferred. If you already use AI to generate creative variants at volume, research audiences, and pressure-test your own analysis, tell us and show us. It is a real differentiator here.

Anyone can spend more. Spend more and hold the number.

You have owned a real budget in-house, at a company whose money it was, and you were on the hook for what a customer cost. You talk about payback and unit economics without being prompted, because that is how you were measured.

You want a channel you can actually shape rather than an account you inherit and defend. You want the scoreboard visible and the upside uncapped. You would rather be handed a number and left alone than managed toward a vague mandate.

Your entire history is agency or client-side. This is an explicit filter, not a preference. Agency buyers optimize to a client report; we need someone who has felt the P&L. If you have since gone in-house and owned a real budget, that is a different story and we want to hear it.

You cannot show the numbers. You need a designer before you can test anything. You want brand work, or a generalist title, or the pages. You defend campaigns you built after they stopped working. You want comfortable rather than uncapped.

I've worked inside a lot of high-level organizations, but I've never worked with a team that's more unified and honorable. Not to mention we have a whole lot of fun working in our respective zones of genius every day.

Working with Honor & Fire is amazing! My favorite part is changing all of our customers' lives.

After a first conversation, finalists complete a short written case response on a real scenario from our own account. It is roughly 30 to 45 minutes and it is unpaid . We are telling you that here rather than springing it on you three calls in.

We are reading for how you diagnose, not whether you guess our answer. You get real numbers from a real ad set and we ask what you think is happening, what you would check first and in what order, what you would change this week, and what data you would need that we did not give you. That last part matters most to us.

We will not ask you for a full account audit or a strategy deck without paying for it, and we tell every finalist where they stand within a week.

The offer is contingent on confidentiality and assignment of work product, since ad accounts, creative, pixels, and data are Honor & Fire property; a customer and employee non-solicit, with no non-compete; and a successful background check.

The worst part of any job search is silence. We don't do that here. A real person reads every application, and you get an answer within two business days, either way. If it's a yes, we'll tell you the next step. If it's a no, we'll still tell you, because you spent the time to apply and you've earned a reply.

That's not a recruiting tactic. It's just how we'd want to be treated.