• Own Google Ads and Microsoft Ads end to end: account structure, campaigns, bidding strategies, search-terms hygiene, negative-keyword strategy, audiences, and creative testing. • Drive cost efficiency and profitable scale, balancing CAC and volume against clear unit-economics targets. • Build and own your own reporting and monitoring: spend pacing, CAC by funnel stage, payback, and the dashboards you need to stay ahead of the account. • Use AI tools actively as part of your daily workflow, for analysis, audits, ad iteration, and reporting. • Stand up and lead our paid social program (Meta first) with disciplined testing, clear success criteria, and honest go or no-go decisions. • Partner with the Head of Marketing on strategy, landing pages, and where to place the next growth bets. • Communicate performance, trends, and decisions clearly to both technical and non-technical stakeholders.

Role Description We’re looking for a Director of Paid Social to lead execution and performance across Meta (Facebook & Instagram) ad accounts. This role is focused on hands-on management, optimization, and scaling of paid social campaigns within a performance-driven environment. - Own day-to-day management of Meta Ads accounts (Facebook & Instagram) - Build, launch, and optimize campaigns based on performance goals - Monitor budget pacing and adjust bids to maximize results - Manage campaign performance through learning phases and scaling efforts - Identify performance trends and optimize based on data insights - Collaborate on creative testing and iteration strategies Qualifications - 5+ years of experience managing paid social campaigns, primarily on Meta (Facebook & Instagram) - Strong hands-on experience with campaign builds, budget pacing, and bid management - Experience optimizing campaigns through the learning phase and scaling performance - Ability to manage and prioritize across multiple campaigns or accounts - Strong understanding of performance metrics and data-driven decision making - High attention to detail and ownership of campaign execution Requirements - Experience in DTC or e-commerce environments - Familiarity with creative testing and iteration strategies - Experience working in agency or multi-client environments - Exposure to performance reporting and attribution tools Benefits - Remote Work: Work from anywhere—our team is global, and we value work-life balance. - Growth Opportunities: As a key player, you’ll have the chance to shape your role and grow with us. - Innovative Culture: Join a team that is passionate about leveraging data to solve challenges and drive success in a rapidly evolving market. As part of our recruitment process, all candidates are kindly asked to read, understand, and agree to Lago's Confidentiality and Non-Circumvention agreement. This ensures a respectful and professional experience for everyone involved.

• Own the strategy and performance of complex, high‑budget Paid Search accounts across multiple markets and platforms. • Develop data‑driven strategies across Google Ads, Performance Max, AI Max and emerging AI Search environments to deliver measurable business growth. • Translate complex performance data into clear insights, prioritized actions and continuous optimization. • Advise senior client stakeholders, challenge existing approaches and identify new opportunities for profitable growth. • Lead strategic presentations, workshops and pitches, while helping shape best‑in‑class standards across our Paid Search and AI Advertising practice.

Role Description The Lead Engagement and Performance Management Specialist is responsible for advancing a high-performance, highly engaged workforce through the design, execution, and continuous improvement of enterprise-wide programs. This role leads key initiatives that strengthen employee experience, drive effective talent practices, and align workforce strategies with organizational goals. The position partners closely with HR, leaders, and cross-functional stakeholders to translate insights into action and enable a culture of accountability, development, and engagement. Responsibilities - People Analytics: - Lead analytics efforts that inform enterprise workforce planning and talent decisions. - Partner with HRIS team to develop Power BI dashboards to identify capability gaps, assess workforce risks, and support strategic deployment of talent. - Integrate insights from performance, engagement, and talent review processes into clear, actionable recommendations for leadership. - Employee Engagement: - Conduct advanced analysis of Employee Opinion Survey results to uncover trends and drivers of engagement. - Develop and track engagement strategies, including survey design, action planning, and longitudinal measurement. - Present key findings, insights, and recommendations to HR and business leadership to drive improved morale, connection, and retention. - Performance Management: - Support the design, communication, and execution of the annual performance management cycle, including goal setting, check-ins, and year-end reviews. - Ensure tools, resources, and guidance support managers in delivering effective performance conversations. - Talent Review & Succession Planning: - Partner directly with the Director of Talent Management to co-design and implement the enterprise talent review strategy, ensuring alignment with organizational priorities and future capability needs. - Collaborate closely with HR Business Partners to provide tools, guidance, facilitation materials, and coaching to ensure consistent execution of the process. - Lead the planning, coordination, and enterprise-level oversight of the talent review cycle, including readiness assessments, calibration sessions, and talent mapping. - Work with HR leadership to enhance succession planning frameworks, identify critical roles, and support the development of successor pipelines and risk-mitigation strategies. - Conduct advanced analysis of talent data to identify capability gaps, high-potential talent, successor readiness, and mobility trends; translate insights into clear recommendations for senior leaders. - Integrate outcomes from talent reviews into broader performance, engagement, learning, and workforce planning strategies. - Maintain ongoing visibility into leadership bench strength and internal talent movement to support strategic workforce planning. - Workday: - Collaborate with HRIS to optimize performance and engagement processes within Workday. - Generate and interpret Workday reports to support business insights and decision-making. - Leadership Coaching & Engagement: - Equip managers with best practices in employee engagement, performance management, communication, recognition, and development planning. - Facilitate training sessions and provide targeted guidance to support leader capability and consistency. - Program Development: - Design, implement, and evaluate recognition, wellness, and career development programs that enhance employee experience and support organizational growth. - Partner with internal stakeholders to ensure programs are scalable, inclusive, and aligned to organizational culture. - Change Management: - Lead or support change initiatives related to engagement, performance, and broader people programs. - Develop communication plans, stakeholder alignment strategies, and training to drive adoption and smooth transitions. - Compliance and Best Practices: - Ensure all programs and processes comply with applicable laws, regulations, and organizational policies. - Continuously benchmark industry trends, innovations, and best practices to guide program enhancements. Qualifications - Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or related field. - 5+ years’ experience in employee engagement, performance management, or related HR roles. - Strong knowledge of performance management systems and engagement methodologies. - Excellent analytical, interpersonal, and communication skills. - Strong analytical capabilities, including ability to interpret workforce data, identify insights, and translate trends into recommendations. - Demonstrated ability to influence and partner with stakeholders at all levels. - Experience with data-driven decision making and HR metrics. - Experience supporting or leading enterprise-wide talent programs such as engagement surveys, performance management, talent reviews, and succession planning. - Preferred experience working in a healthcare setting and/or working with physicians. - Demonstrated experience partnering with HR Business Partners and cross-functional stakeholders to deliver HR or talent programs. - Background working with complex or matrixed organizations is preferred. - Familiarity with survey platforms and engagement analytics tools. - Understanding of talent review frameworks, succession readiness criteria, and experience facilitating (or supporting) calibration discussions. - Ability to coach, influence, and equip leaders with performance, engagement, and talent management best practices. - Strong communication and facilitation skills, with experience supporting or coordinating sessions such as talent reviews, calibration meetings, or engagement action planning. - Skilled in change management concepts and supporting organizational transitions. - Ability to manage multiple priorities, coordinate workflows, and operate autonomously while partnering cross-functionally. Working Conditions - This position is remote. - Occasional travel required for training, meetings, or company events.