Group Director Core

Who We Are:

Power Digital is an AI-Native Growth Firm built at the intersection of world-class talent and proprietary technology. We help leading and emerging brands grow by combining deep vertical expertise, strategic thinking, and enterprise intelligence to drive measurable business outcomes.

For more than a decade, we have built our business around one belief: the best technology makes great people better. Our teams of strategists, creatives, analysts, and technologists use Omega, our AI operating system, to surface opportunities faster, investigate what is driving performance, and execute approved work with greater speed and precision. Behind Omega is Iris, our proprietary intelligence layer, built on years of real performance data, strategic frameworks, testing, and learnings from across our client portfolio. AI expands the capacity of our people to think, create, solve harder problems, and make better decisions. Human judgment, creativity, and accountability remain central to how we work.

As a people-first firm, we value diversity in backgrounds and experiences. We strongly believe our people and culture are key to our success. We partner closely with our clients as an extension of their teams, working across strategy, execution, and measurement to identify what is truly blocking growth and determine what to do next. Our culture is built on people who are curious, ambitious, accountable, and committed to delivering meaningful results for our clients and for one another.

At Power Digital, we believe the future belongs to teams that combine the best talent with the best technology. We are building that future today.

**We support 100% remote, in-office, or hybrid work styles for anyone legally eligible to work in the U.S.

A day in the life:

The Group Director, Core is Power Digital's senior client relationship and revenue leader for a portfolio of primarily small business, founder-led clients. Your clients are often making their first serious investment in outside marketing help — the founder is usually the client, the budget is real money out of their own pocket, and a single underperforming month can feel existential in a way it rarely does at the enterprise level. You manage a higher-volume portfolio than almost any other Group Director role, and you run it the way a disciplined fund manager runs a broad, diversified book: fewer swings for the fences on any single account, more rigor in the system that keeps every account healthy. You are the executive a founder calls directly — there's no committee and no VP layer between you and the person who built the business — and the leader an Account Director never wants to let down. The roles you consistently play day-to-day are: portfolio growth owner, talent multiplier, tech forward leader and AI systems thinker.

At Power, retention is the floor, not the job. You are commercially driven first: you personally own executive relationships and expansion revenue for the top of your portfolio, and you hold your team to the same standard. In Core, that means running a scalable, standardized system — foundational packages, repeatable playbooks, and efficient triage — rather than bespoke strategy for every account, because the portfolio is wider and the margin for one-off customization is thinner than at any other tier. You coach Account Directors and their teams to operate as AI-Native Growth Directors — faster, sharper, and less buried in manual work than the role has ever required before. You decide which AI tools and workflows the division adopts. Your influence runs beyond Client Experience: you shape your Division's go-to-market position, you're a thought partner to your Managing Director and VP, and you represent Power Digital in market on how small, founder-led businesses can grow with limited resources.

Key Responsibilities:

Own net revenue retention and expansion MRR for the division; treat expansion as the primary commercial lever of the role and own the division's monthly service expansion target Personally own executive relationships across the top 10-20% of the portfolio by MRR — direct relationship, not delegated Run quarterly, relationship-focused executive check-ins with top-tier accounts and 1x1 check-ins with every priority account Maintain an accurate, self-owned retention forecast on a weekly basis — accountable for the accuracy of the division's retention data Track vertical-specific signal such as founder engagement and responsiveness, service package utilization, and time-to-first-win on foundational packages, since a disengaged founder or a stalled quick win is often the earliest warning sign of churn at this tier Diagnose risk early and install fixes, not just responses; lead or co-lead quarterly plans for the top 10% of the portfolio, weighted toward strategic outcomes over metrics recaps Partner with Account Directors to build value-based, consultative business cases — expansion should drive value, not be sold Identify and lead common Core expansion paths, including upsell from foundational packages into additional service lines, and efficient, template-driven expansion offers built for speed rather than custom-built proposals Work with Account Directors to keep the Salesforce pipeline current and accurate — stages, forecast, and next steps updated weekly Serve as the frontline for product and vertical innovation, feeding client signal into Power Circuit Build and evolve vertical-relevant reporting frameworks for Core, including metrics such as time-to-first-win, founder engagement/response rate, and package-level utilization, built to work at scale across a high-volume portfolio Play a key leadership role in final-round pitches for prospective clients where support is needed Bring vertical point of view and executive credibility to new business Partner with Sales to sharpen positioning, collateral, and win rate for the division's go-to-market Directly manage Account Directors and oversee the pod that supports them Coach every direct report to operate as an AI-Native Growth Director, not a task manager — faster diagnosis, more client-facing time, less manual reporting Evaluate the team on Pulse sentiment, health scores, and expansion weekly — not just activity Raise the floor on AI adoption — no one on the team operates the old way Own hiring, staffing, capacity, and career pathing for the division; facilitate DAPs and career progression conversations Practice radical candor; deliver timely, actionable feedback that accelerates careers Identify and develop key talent for future Sr. Account Director & Group Director roles Lead training on vertical-specific and AI-native tools, processes, and strategies Vibe-codes prototypes to automate repeatable tasks, surface better insights, and test hypotheses quickly Designs AI workflows for the team — builds the system, not just uses the tools; models AI-forward behavior Runs Omega and Iris across the full portfolio and acts on the patterns they surface Decides which AI tools and workflows get adopted, when, and how across the division Owns division-level AI quality tradeoffs — where AI accelerates output, and where it must never touch client-facing work unreviewed Builds and evolves Power Circuit solutions specific to the division with AI-assisted research; runs a monthly audit to confirm adoption Collaborates with the innovation team on enhancements and optimizations that better serve the division's clients Consulted on the division P&L and accountable for the profitability of the portfolio Forecast the four pillars — Churn, Service Expansion, New Business, Efficiency — in partnership with the MD and VP Use the P&L and strategic growth bets to build the business case for headcount and investment; drive efficiency through technology, AI, and process improvement Own resolution of every escalation in the direct portfolio Partner with Data Intelligence, Media Planning, and Activation teams to keep strategy and execution connected Represent Power Digital in market — speaking, content, and client-facing points of view Become the internal knowledge hub other leaders turn to for vertical and division expertise

Role Requirements

Department leadership and management experience required — has led Account Directors or senior marketers as direct reports 10+ years of leadership experience in a digital marketing agency, with small business or founder-led client work at the AD level or above Experience managing a P&L for profitable growth Deep marketing fluency across a high-volume, standardized-service portfolio — foundational packages, repeatable playbooks, and time-to-value; understands where a scaled service model breaks down for an individual account and how to fix it without abandoning the system Channel and program strategy expertise across a standardized service catalog — has built or overseen scalable, template-driven marketing programs, not bespoke enterprise strategy, without sacrificing quality Measurement expertise: keeping reporting simple, fast, and founder-legible — time-to-value and quick-win ROI — and how to translate marketing performance into terms a first-time marketing buyer can act on, without over-engineering the analysis Familiarity with the realities of founder-led decision-making — budget sensitivity tied to personal cash flow, fast decision cycles, and low tolerance for jargon or delay Has presented to and pushed back on a founder or owner when the data supported it — can hold a direct, plain-language conversation about performance and expectations without an intermediary layer Expertise in contract negotiation, client retention, and client growth Proven track record delivering high NPS and retention metrics across a high-volume portfolio Extensive knowledge of owned, earned, and paid marketing channels appropriate for small business budgets — content, SEO, paid search, paid social, and programmatic Familiarity with Core-specific platforms and tools: standardized reporting and dashboarding tools built for scale, CRM systems, and lightweight marketing automation suited to small business budgets Operational discipline — able to run a consistent, efficient system across many accounts rather than reinventing the approach for each one Entrepreneurial spirit — energized by building, not just operating; contributes to product and go-to-market strategy, not just client management

Key Performance Indicators (KPIs)

Primary: Meet or exceed a 60% Expansion-to-Churn Ratio (ETCR) on a trailing 3-month average

Secondary Expectations:

103% net revenue retention (trailing 6-month average) 100% MRR (Monthly Recurring Revenue) Growth target achievement (set annually) $125K in monthly service expansion pipeline creation across the division +90% employee retention rate Portfolio NPS at or above 8 (trailing 12 months)

Most Important Things (MITs)

Division Business & Team Leadership New Business & Service Expansion Leadership Product Quality, AI & Systems Development Client Portfolio Ownership

Benefits & Perks:

Base salary + commission opportunities Robust Medical, Dental, Vision insurance plans with up to 100% employer contribution towards employee monthly premium 401(k) plan - 4% employer contribution matching Unlimited Time Off available on day one Up to 4 hours per quarter for paid Volunteer Time Off (VTO) towards philanthropic endeavors Fully flex work environment: full-remote, in-office, or hybrid A one time $100 USD Work From Home (WFH) stipend automatically added to your first paycheck Employee Assistance Program (EAP) 12 observed United States national holidays + 2 mental health recharge days per year Unlimited opportunities for growth & leadership within a rapidly growing firm Ongoing employee development programs for personal and professional growth (Hedgehog and Vital 5s) Quarterly awards including prize money and recognition for outstanding performance Opportunities to be involved in company DEI initiatives

Power Digital’s people and culture are at the core of our success, which is why diversity in our team’s backgrounds and experiences are paramount. We are an Equal Opportunity Employer and our employees are people with different strengths, experiences, and backgrounds, who strive to make an impact inside and outside of the workplace. Diversity not only includes race and gender identity, but also age, disability status, veteran status, sexual orientation, religion and many other parts of one’s identity. All of our employees' points of view are key to our success, and inclusion is everyone's responsibility.

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