Title: Director, Firefly Foundry Growth Location: - Los Angeles, California, United States of America - San Francisco, California, United States of America - San Jose, California, United States of America - New York, New York, United States of America - Atlanta, Georgia, United States of America Hybrid Job Description: The Opportunity We're the market leader in software products and services that power the world's creative, document, and marketing ecosystems - from Creative Cloud and Document Cloud to Firefly, Express, and Experience Cloud. Over 85% of the Fortune 2000 rely on Adobe to fuel creativity, collaboration, and transformation. As AI reshapes the creative and media landscape, Adobe stands at the intersection of creativity, marketing, and artificial intelligence - making us a trusted partner to CEOs, CMOs, CTOs, Studio executives, key talent and known directors as well as the next generation of creative and business leaders. We are looking for an incredible individual to drive thought leadership, innovation, and commercial partnerships that inspire and accelerate enterprise adoption of GenAI in creativity, film and enterprises. We're looking for a rare hybrid - a technically fluent creative leader with deep roots in filmmaking, Hollywood, YouTube, or digital storytelling - who knows how to bridge art and technology to open doors, build partnerships, and create momentum in the market. This person will be equal parts technologist, storyteller, and dealmaker - passionate about shaping the future of creativity, and skilled at translating innovation into business impact. A successful candidate will have the technical AI chops to be respected by our eng and researchers, strong c-level relationship building skills, an ability to rally internal cross-functional partners and a founder mentality. What You'll Do Ignite new business and partnerships: Lead Firefly Foundry engagements from concept to commercial deal, collaborating with Adobe's enterprise sales and creative leadership teams. Bridge creative vision with technology: Translate the needs of filmmakers, studios, creators, and brands into Firefly Foundry use cases that showcase "the art of the possible." Shape Adobe's role in the entertainment and creator ecosystem: Build trusted relationships across studios, media companies, YouTube creators, agencies, and enterprise partners. Advise and evangelize: Serve as a GenAI authority and creative industry leader with vision - presenting at customer meetings, partner events, and major conferences. Collaborate across the enterprise: Work closely with Adobe Research, Firefly engineering, marketing, and product teams to test, validate, and influence future product directions. Be hands-on: Prototype creative solutions, demo Firefly APIs and integrations, and bring ideas to life with tangible visual and storytelling proof points. What you'll need to succeed - 10+ years of experience across creative technology, media, entertainment, or enterprise partnerships. - A strong mix of technical fluency (AI, creative tools, APIs, cloud platforms) and creative depth (film, video, digital storytelling, YouTube, or content production). - Proven success launching or scaling products or experiences - ideally in a startup, 0→1, or innovation lab environment. - A network in the entertainment and creator ecosystem - and the confidence to navigate C-suite, studio, and creator conversations. - Entrepreneurial outlook: a "player-coach" who rolls up their sleeves and thrives in ambiguity. - High EQ, low ego, and a natural ability to connect teams, ideas, and opportunities. - Comfort operating as both strategist and creative technologist, who can drive both impact and storytelling. - Great teammate (roll up your sleeves, adaptable work style, lead via influence, excellent "connector") About Adobe Adobe empowers everyone to create through innovative platforms and tools that unleash creativity, productivity and personalized customer experiences. Adobe's industry-leading offerings including Adobe Acrobat Studio, Adobe Express, Adobe Firefly, Creative Cloud, Adobe Experience Platform, Adobe Experience Manager, and GenStudio enable people and businesses to turn ideas into impact, powered by AI and driven by human ingenuity. Our 30,000+ employees worldwide are creating the future and raising the bar as we drive the next decade of growth. We're on a mission to hire the very best and believe in creating a company culture where all employees are empowered to make an impact. At Adobe, we believe that great ideas can come from anywhere in the organization. The next big idea could be yours. Let's Adobe together At Adobe, we believe in creating a company culture where all employees are empowered to make an impact. Learn more about Adobe life, including our values and culture, focus on people, purpose and community, Adobe for All, comprehensive benefits programs, the stories we tell, the customers we serve, and how you can help us advance our mission of empowering everyone to create. Adobe is proud to be an Equal Employment Opportunity employer. We do not discriminate based on gender, race or color, ethnicity or national origin, age, disability, religion, sexual orientation, gender identity or expression, veteran status, or any other protected characteristic. Adobe aims to make our Careers website and recruiting process accessible to any and all users. If you have a disability or special need that requires accommodation to navigate our website or complete the application process, email accommodations@adobe.com or call +1 408-536-3015. AI Use Guidelines for Interviews: Our interviews are designed to reflect your own skills and thinking. The use of AI or recording tools during live interviews is not permitted unless explicitly invited by the interviewer or approved in advance as part of a reasonable accommodation. If these tools are used inappropriately or in a way that misrepresents your work, your application may not move forward in the process. At Adobe, we empower employees to innovate with AI - and we look for candidates eager to do the same. As part of the hiring experience, we provide clear guidance on where AI is encouraged during the process and where it's restricted during live interviews. See how we think about AI in the hiring experience. Expected Pay Range: Our compensation reflects the cost of labor across several  U.S. geographic markets, and we pay differently based on those defined markets. The U.S. pay range for this position is $185,900 -- $328,925 annually. Pay within this range varies by work location and may also depend on job-related knowledge, skills, and experience. Your recruiter can share more about the specific salary range for the job location during the hiring process. In California, the pay range for this position is $227,200 - $328,925 In New York, the pay range for this position is $227,200 - $328,925 At Adobe, for sales roles starting salaries are expressed as total target compensation (TTC = base + commission), and short-term incentives are in the form of sales commission plans. Non-sales roles starting salaries are expressed as base salary and short-term incentives are in the form of the Annual Incentive Plan (AIP). In addition, certain roles may be eligible for long-term incentives in the form of a new hire equity award. State-Specific Notices: California: Fair Chance Ordinances Adobe will consider qualified applicants with arrest or conviction records for employment in accordance with state and local laws and "fair chance" ordinances. Colorado: Application Window Notice If this role is open to hiring in Colorado (as listed on the job posting), the application window will remain open until at least the date and time stated above in Pacific Time, in compliance with Colorado pay transparency regulations. If this role does not have Colorado listed as a hiring location, no specific application window applies, and the posting may close at any time based on hiring needs. Massachusetts: Massachusetts Legal Notice It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

We are looking for an amazing Professional Growth, Mentorship & Recognition Specialist to fill this role, which is based remotely. The Professional Growth, Mentorship & Recognition Coordinator supports global contact center operations by supporting professional growth and recognition programs are consistently implemented across all regions. This role provides direct coordination and execution of mentorship, and recognition initiatives, which influence shore-based employees. By serving as the operational hub for these programs, the coordinator ensures that the organization fosters a culture of growth, recognition, and engagement that aligns with enterprise values. Here is a summary of what Princess is looking for in its Professional Growth, Mentorship & Recognition Specialist. Is this you? Responsibilities - Coordinate the end-to-end execution of professional growth and recognition programs, including the mentorship program, Bridge to Leadership, President’s Club, and the employee points system, ensuring smooth operations and consistent engagement. - Facilitate ongoing communication with program participants, including mentors, mentees, leadership candidates, and recognition recipients, to ensure alignment, participation, and an overall positive experience across all initiatives. - Develop and maintain program resources such as guides, communication templates, nomination forms, and training materials to support employee understanding and success within each program. - Track and analyze key program metrics (e.g., participation rates, progression milestones, satisfaction scores, and points earned) to assess impact and identify opportunities for improvement. - Collaborate with training, leadership, and workforce management teams to align program activities with onboarding, performance cycles, and business needs. - Provide support and guidance to mentors and program participants to ensure a consistent, high-quality experience that fosters growth, leadership readiness, and recognition. - Recommend program enhancements based on participant feedback, data trends, and best practices in employee engagement and development. - Ensure accurate documentation and recordkeeping across all programs in compliance with internal privacy standards, company policies, and operational procedures. Requirements - Bachelor’s degree in human resources, Business Administration, Organizational Development, Education, or a related field. Equivalent experience will be considered. - Strong interpersonal and communication skills, both written and verbal. - Ability to work collaboratively across multiple departments and levels of the organization. - Familiarity with adult learning principles, coaching models, or mentorship best practices. - 2-4 years of professional experience in a contact center, customer service, training, human resources, or employee development environment. - 2+ years of experience in coordinating or managing programs in a fast-paced, high-volume sales or contact center environment. - Proven track record of program or project management with clear deliverables and measurable outcomes. - Demonstrated experience coordinating or supporting mentorship, coaching, or training programs is highly preferred. - Experience working cross-functionally with operations, training, or leadership teams in a fast-paced, metric-driven environment is highly preferred. What You Can Expect - Cruise and Travel Privileges for You and Your Family - Health Benefits - 401(k) - Employee Stock Purchase Plan - Training & Professional Development - Tuition & Professional Certification Reimbursement - Rewards & Incentives Our Culture… Stronger Together Our highest responsibility and top priority is compliance, environmental protection and the health, safety and well-being of our guests, the people in the communities we touch and serve, and our shipboard and shoreside employees. Please visit our site to learn more about our Culture Essentials, Corporate Vision Statement and our Core Values at: https://www.princess.com/aboutus/culture-framework/ Princess is an equal-opportunity employer. All qualified applicants will receive consideration for employment without regard to age, ancestry, color, family or medical care leave, gender identity or expression, genetic information, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran status, race, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable laws, regulations and ordinances. Americans with Disabilities Act (ADA) Princess will provide reasonable accommodations with the application process, upon your request, as required to comply with applicable laws. If you have a disability and require assistance in this application process, please contact recruiting@hollandamericagroup.com #PCL

Role Description This role is all about execution. We're looking for a motivated Growth Analyst to focus on X and create the content our users see every day, from social posts and short videos to emails and blog posts. It's the perfect opportunity for someone at the start of their career to get a wide range of marketing experience and make a real impact. If you’re a strong writer who loves to create, experiment, and learn, this is the perfect fit. - Create X (Twitter) content: - Draft and schedule engaging content for X and other social media channels to grow our audience and drive conversation. - Analyze the market: - You will drive competitive research in the AI tools space, follow growth trends, and report findings to leadership. - Engage our community: - Monitor X and potentially other social media channels for comments and questions, acting as a friendly and helpful voice for the brand. - Maintain the calendar: - Help maintain our content and marketing calendar to ensure all our activities are organized and on schedule. - Report on performance: - Assist in pulling basic performance metrics from our social, email, and web channels to help the team understand what’s working. Qualifications - Experience scaling an X following, either for an organization/startup or your own personal channel. - Excellent writing and editing skills, with an ability to adapt your tone for different channels (social, email, blog). - A portfolio of content you've created (e.g., X posts, blog articles, short videos). - Hands-on experience with social media management for a brand or organization. - Familiarity with content creation tools like Canva, CapCut, Adobe Suite, etc. - Detail-oriented and highly organized, with the ability to manage multiple tasks and deadlines. - A strong desire to learn and a willingness to jump into new projects. - Familiarity with marketing tools like HubSpot, Google Analytics, or similar platforms is a plus. Requirements - Bonus points for: - Experience creating short-form video content for platforms like TikTok, Reels, or Shorts. - A passion for AI tools, researching and experimenting with new tools. - Desire to work in a fast-paced startup environment. Benefits - A fully remote work environment. - Competitive salary. - Meaningful equity in an early-stage company. - Comprehensive health benefits (medical, dental, vision). - Unlimited PTO. - 401(k) plan available for US teammates. - A team that cares about craft, clarity, and doing good work.

Overview: Reporting to the Head of Demand Generation, the Growth Media Strategist is responsible for finding the underpriced channels where Nexcess's target accounts live — and engineering the coordinated, multi-channel account experiences that move them from anonymous to engaged. This is not a paid media management role. You will not just be optimizing Google Ads campaigns or managing a LinkedIn budget against a CPL target. You will be hunting. You will identify micro-segments of high-fit accounts, map where their buying committees actually concentrate attention — the newsletters they trust, the podcasts they listen to, the communities where they solve real problems — and activate a coordinated set of channels that creates an experience, not a campaign. You will work in close partnership with the Head of Demand Generation on account strategy, the Growth Coordinator on ABX ops and signal escalation, the Content Experience Manager on copy and content routing, and the Web Experience Manager on landing page conversion. Every play you run is a hypothesis, every 6-week window is a decision point, and every dollar you spend needs a clear account-level signal to justify it. This job is for you if: - You read B2B media the way a trader reads markets. You're always scanning for the next underpriced pocket of attention — the newsletter with 8,000 deeply relevant subscribers, the podcast where your exact ICP calls in, the community where your buyers debug each other's problems at 11pm. You find it before your competitors bid it up. - You think in accounts, not audiences. A LinkedIn audience of "IT Directors at companies with 200–1,000 employees" doesn't excite you. A named list of 75 accounts that match your best customers — and a plan to surround their buying committee from six directions over six weeks — does. - You measure intent lift, not click-through rate. You know that a newsletter placement that generates zero form fills but causes eight target accounts to spike in 6sense is working. You can make that case with data. - You start experiments before you have perfect information. You'd rather launch a podcast sponsorship with a 6-week runway and a clear kill criterion than spend three weeks building the perfect brief. You optimize on the fly and document what you learn. - You treat channel discovery as a research discipline. You use LinkedIn Audience Insights, customer interviews, and your own reading habits to map where your ICP pays attention. You don't guess. You research, then you spend. - You coordinate like an air traffic controller. You understand that an ABX play is only as good as the timing. The newsletter placement, the direct mail send, the LinkedIn thought leader ad, and the BDR outreach need to land in a sequenced arc — not all at once, not independently. You own that coordination. Why join our mission: Hunt Channels Your Competitors Haven't Found Yet: Nexcess's ICPs are concentrated in specific communities and publications that most enterprise SaaS companies haven't discovered. You will have the mandate, the budget, and the tools to find them and own them before the competition catches up. Own a New Motion: You will build the channel experiment playbook, define what "working" looks like for dark funnel channels, and create the institutional knowledge that tells Nexcess where its best accounts actually live. That is a career-defining piece of work. Your Metrics Are Account Metrics: You will be judged on account coverage %, intent lift rate, cost per engaged account, and whether the accounts in your ABX programs have a meaningfully higher win rate than those outside them. That is a more honest and more interesting way to measure media. Core Responsibilities 1. Channel Discovery & Micro-Segment Targeting - ICP Attention Mapping: Research where each target account cluster concentrates attention — using 6Sense, LinkedIn Audience Insights, customer interviews, and direct community participation — before spending a dollar on any channel - Micro-Segment Identification: Work with the Head of Demand Generation to identify and prioritize high-value account clusters of accounts based on shared firmographic, technographic, and behavioral characteristics - Channel Experiment Backlog: Maintain a prioritized backlog of channel experiments — each with a defined hypothesis, targeting rationale, success metric, and 6-week decision point — reviewed with the Head of Demand Generation bi-weekly - Competitive Intelligence: Monitor where competitors are building media and community presence; identify whitespace channels before they become crowded and expensive 2. ABX Experience Design & Activation - Play Architecture: Design coordinated, multi-channel account-level experiences for each target segment — not campaigns, but sequenced plays where an account encounters Nexcess across 3–5 channels in a purposeful arc over 4–6 weeks - Channel Activation: Negotiate and activate across non-traditional and paid channels — niche newsletter sponsorships, podcast host-read ads, Slack community sponsorships, intent-triggered direct mail, programmatic DOOH, LinkedIn Thought Leader Ads, and category placements - Expansion ABX: Apply the same ABX motion to existing customer accounts flagged as whitespace or competitor-researching — coordinating with the Lifecycle Manager on sequence timing and the Head of DG on expansion account prioritization - BDR Coordination: Work with the Growth Coordinator to time BDR outreach to the peak of account engagement — ensuring the BDR follow-up lands when intent signals are highest, not before or after the window closes 3. Intent Monitoring & Signal Escalation - Daily Signal Review: Monitor 6sense and Bombora dashboards during active ABX windows; flag account intent spikes to the Head of Demand Generation and Growth Coordinator - Engagement Threshold Design: Define the combination of signals — Pathfactory touches, site visits, intent data, direct mail delivery plus BDR response — that constitutes a warm account ready for high-touch outreach - Martech Integration: Work with the Martech Manager to ensure Pathfactory engagement, intent signals, and ABX campaign data flow into a unified account-level view in the CRM — so every touch point is visible to BDR and Sales teams in one place - Competitive Re-Engagement: When an existing customer account shows competitor research signals in 6sense, design and activate a re-engagement ABX play in coordination with the Lifecycle Manager and CS team 4. Channel Experimentation & Budget Management - Experiment Cadence: Run a minimum of 2 new channel experiments per quarter, each with a defined hypothesis, clear success metric, and a binary kill-or-scale decision at the 6-week mark — no zombie campaigns - Direct Negotiation: Negotiate channel placements directly with newsletter publishers, podcast producers, community operators, and directory platforms — managing contracts, creative specifications, and performance commitments - Budget Accountability: Own channel spend with full P&L accountability — tracking spend pacing, negotiating rates, and making reallocation decisions without waiting for a weekly finance review - Experiment Documentation: Maintain a channel experiment log that becomes Nexcess's institutional knowledge on what works for each ICP segment — the definitive record of every test, result, and learning 5. Attribution & Reporting - Dark Funnel Attribution: Build attribution methodology for channels that have no native click tracking — using control group comparison, intent lift measurement, unique URL tracking, and Pathfactory engagement correlation to make the pipeline case for channels that don't generate form fills - Account-Level Reporting: Contribute to the Head of DG's weekly account movement report with channel-level engagement data — which accounts showed intent lift during active ABX windows, which channels drove the lift, and what the recommended next action is - Performance Synthesis: Produce bi-weekly channel diagnostic reports for review with the Head of DG — covering intent lift rate, account coverage %, cost per engaged account, and experiment kill-or-scale recommendations Experience Requirements - You have successfully held previous roles in (any of): - Account-Based Marketing or ABX: You have built named account programs, coordinated multi-channel activation, and measured success at the account level — not the audience level - Growth Marketing: You have owned a channel experiment cadence, made data-backed kill-or-scale decisions, and built institutional knowledge from the results - Media Buying or Sponsorship Strategy (non-agency): You have negotiated placements directly with publishers and held them accountable to performance — not briefed an agency and reviewed their slides - Dark Funnel or Intent-Based Marketing: You have used 6sense, Bombora, or G2 Buyer Intent to design marketing programs that operate before the hand-raise — and you can measure their impact without relying on form fills - Channel Discovery Expertise: Has used SparkToro, Audiense, or equivalent audience intelligence tools to map ICP attention before activating spend — not relied on platform-native audience targeting as the primary research method - Attribution Without Pixels: Can build a credible pipeline influence case for a channel that has no native conversion tracking — using intent lift, control groups, and engagement signals rather than last-touch attribution - Direct Negotiation Experience: Has negotiated media placement contracts — pricing, editorial terms, creative specifications, exclusivity — directly with the seller, not through an agency intermediary - Systems Coordination: Can orchestrate a multi-channel ABX play — aligning channel activation timing, BDR outreach windows, direct mail sends, and content routing — without a project manager holding the schedule Key Performance Indicators (KPIs) - Target account coverage %: % of the named account list touched by at least one channel in the last 30 days — the primary health metric for the ABX ecosystem - Intent lift rate: % of accounts in active ABX programs showing a 6sense intent spike vs. a matched control group not in the program — the measure of whether dark funnel channels are actually creating awareness - Cost per engaged account (CPE): Total channel spend divided by accounts showing 3+ engagement signals — replaces CPL as the primary efficiency metric - Channel experiment velocity: Number of new channels tested per quarter — a leading indicator of the hunting behavior this role is hired for - Win rate lift: Win rate of accounts in active ABX programs vs. accounts outside them — measured on a 90-day lag — the ultimate validation that the ecosystem is working Work Environment The physical demands described here are representative of those that must be met by an individual to successfully perform the essential duties of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties. - While performing the essential duties of this job, the individual is regularly required to speak and hear - While performing the essential duties of this job, the individual is regularly required to use hands for keyboarding, gross manipulation, and fine manipulation - Works at a desk and computer screen for extended periods of time - Works in a traditional climate controlled office environment or from home - Works in a highly stressful environment dealing with a wide variety of challenges, deadlines and diverse employee population Disclaimer This job description is only a summary of the typical functions of the position. It is not intended to be an exhaustive or comprehensive list of all job responsibilities, tasks, or duties. Additional duties and tasks may be assigned as part of the job function. Liquid Web Inc. reserves the right to modify, interpret, or apply this job description in a way that best supports the organizational needs. The job description in no way creates or implies an employment contract. The employment contract remains “at will”. Equal Employment Opportunity Policy: Liquid Web is committed to offering equal employment opportunity without regard to age, color, disability, gender, gender identity, genetic information, marital status, military status, national origin, race, religion, sexual orientation, veteran status, or any other legally protected characteristic.