With Innovation as one of the core values, we have built Automation and AI capabilities into the requirements for every role.
We encourage every member of the Remote team to bring their talents, experiences and culture to the table to help us build the best-in-class HR platform.
About the Role:
We are seeking a data-driven Paid Social Channel Manager to own and scale our B2B paid acquisition strategy across major social platforms. This role is crucial in driving qualified leads from mid-market and scaling tech companies and optimizing full-funnel performance.
Responsibilities:
- Develop, execute, and manage paid social strategies (Meta, LinkedIn, X/Twitter) focused on high-value B2B target accounts.
- Own audience architecture, including building Ideal Customer Profile (ICP) audiences using Clay, exclusion lists, and leveraging intent data and predictive audiences for personalized ad experiences.
- Manage end-to-end campaign execution, covering awareness, retargeting, and demand generation objectives across various geos (AMER, EMEA, APAC).
- Conduct daily pacing, performance audits, and continuous ad copy and creative formats testing to optimize efficiency (cpMQL/cpOPP) and scaling.
- Partner with creative teams to develop a creative testing roadmap and ensure assets align with platform best practices, managing creative refresh cadences (e.g., every 3-4 weeks).
- Ensure robust conversion tracking (e.g., CAPI/X Pixel integration) and UTM architecture for accurate measurement and ROI attribution across CRM and marketing automation platforms.
Qualifications:
- 6+ years of experience in B2B performance marketing, specifically managing multi-million dollar budgets across paid social.
- Advanced knowledge of major paid media platforms (Meta Ads Manager, LinkedIn Campaign Manager) and relevant B2B marketing tools (e.g., HubSpot, Salesforce, ZoomInfo, Clay).
- Proven expertise in audience segmentation, scaling spend, and managing complex B2B full-funnel campaigns.
- Expertise in UTM architecture, conversion tracking installation, and data-driven optimization.
- Experience in a B2B tech environment targeting Finance, HR, and Operations leaders in mid-market and enterprise accounts.
Remote's Total Rewards philosophy is to ensure fair, unbiased compensation and fair equity pay along with competitive benefits in all locations in which we operate. We do not agree to or encourage cheap-labor practices and therefore we ensure to pay above in-location rates. We hope to inspire other companies to support global talent-hiring and bring local wealth to developing countries.
At first glance our salary bands seem quite wide - here is some context. At Remote we have international operations and a globally distributed workforce. We use geo ranges to consider geographic pay differentials as part of our global compensation strategy to remain competitive in various markets while we hiring globally.
Our salary ranges are determined by role, level and location, and our job titles may span more than one career level. The actual base pay for the successful candidate in this role is dependent upon many factors such as location, transferable or job-related skills, work experience, relevant training, business needs, and market demands. The base salary range may be subject to change.
At Remote, we foster internal mobility as a key element of our culture of employee growth and development, supported by a compensation philosophy that guarantees pay equity and fairness. Therefore, all compensation changes associated with an internal move will be reviewed by the Total Rewards & People Enablement team on a case by case basis.
- work from anywhere
- flexible paid time off
- flexible working hours (we are async)
- 16 weeks paid parental leave
- mental health support services
- stock options
- learning budget
- home office budget & IT equipment
- budget for local in-person social events or co-working spaces
We work async at Remote which means you can plan your schedule around your life (and not around meetings). Read more at remote.com/async.
You will be empowered to take ownership and be proactive. When in doubt you will default to action instead of waiting. Your life-work balance is important and you will be encouraged to put yourself and your family first, and fit work around your needs.
If that sounds like something you want, apply now!
How to apply- Please fill out the form below and upload your CV with a PDF format.
- We kindly ask you to submit your application and CV in English, as this is the standardised language we use here at Remote.
- If you don’t have an up to date CV but you are still interested in talking to us, please feel free to add a copy of your LinkedIn profile instead.
Not only do we encourage folks from all ethnic groups, genders, sexuality, age, abilities, disability status and any other under-represented group to apply, but we prioritize a sense of belonging. We have 4 ERGs (Women, Disability, Queer, Minorities in Tech) who meet regularly with the People team. During your interviews and beyond, we ask & encourage anybody who needs an accommodation to request one from their recruiter.
We will ask you to voluntarily tell us your pronouns at interview stage, and you will have the option to answer our anonymous demographic questionnaire when you apply below. As an equal employment opportunity employer it’s important to us that our workforce reflects people of all backgrounds, identities, and experiences and this data will help us to stay accountable. We thank you for providing this data, if you chose to.
At Remote, we embrace AI as a valuable tool while prioritizing human creativity and authenticity. We look forward to meeting candidates who balance innovation with genuine expertise and experience. To learn more about Remote's AI guidelines check see here.
Please note we accept applications on an ongoing basis.
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