• Develop, execute, and optimize paid media campaigns across Google Ads channels. • Conduct comprehensive keyword research to identify high-impact opportunities for paid search campaigns. • Manage marketing campaign budgets effectively, ensuring optimal resource allocation for maximum performance. • Utilize tools like Google Analytics, Google Tag Manager, and SEO tools to monitor campaign performance and generate detailed web analytics reports. • Implement conversion optimization strategies to improve click-through rates (CTR), conversion rates, and overall media performance analytics. • Collaborate with cross-functional teams to align media strategies with broader marketing objectives and brand messaging. • Stay current with industry trends in performance marketing, SEM (Search Engine Marketing), affiliate marketing, and digital marketing innovations to continuously refine tactics.

Role Description We are seeking a Head of Performance who will build the operating system for talent at Rex: a rigorous, standards-driven infrastructure for measuring performance, enforcing accountability, and continuously upgrading the talent bar. This is not a traditional HR role. You will not be optimizing for engagement surveys or employee experience; you will be optimizing for talent density, ensuring every seat is filled with an A-player, that standards are unambiguous, and that underperformance is identified and resolved quickly rather than tolerated. You will design the scorecards, calibration processes, and grading systems that make performance visible and comparable across the ecosystem, and support the recruiting engine that keeps a pipeline of superior talent ready to backfill every seat we upgrade. What You’ll Do - Build a Performance Operating System: - Design role-specific scorecards, KPIs, and standards so performance is measurable, comparable, and undeniable, not a matter of opinion or politics. - Run Rigorous Calibration: - Implement a formal grading process (A/B/C player identification, forced differentiation) across the ecosystem, ensuring managers surface true performance instead of avoiding hard calls. - Systematize Accountability: - Build clear, fast, well-defined processes for addressing underperformance, up to and including exit, so cutting bottom talent is routine execution, not a rare, dreaded event, built on solid documentation and legal review so speed doesn't create exposure. - Drive Continuous Upgrading: - Partner with leadership to run an aggressive, always-on recruiting pipeline so every seat vacated by a low performer is immediately backfilled with someone better. Talent density should rise every quarter. - Level Up Existing Talent: - Build targeted coaching and development plans for high-potential B players identified through calibration, with clear timelines and standards for moving into A territory. Upgrading talent density means growing people as often as it means replacing them. - Own People Analytics: - Build dashboards that give leadership real-time visibility into performance distribution, attrition quality (regretted versus unregretted), hiring-bar strength, and productivity: the same rigor we apply to capital, applied to talent. - Enforce Standards at Scale: - Keep the performance bar consistent across multifamily, real estate, tech, and insurance operations, resisting drift toward comfort, tenure-based leniency, or politics. - Manage Compliance & Legal Risk: - Own multi-state HR compliance as risk management, not the mission of the role, but a hard floor. Partner with legal counsel to ensure calibration, forced differentiation, and exit processes are documented and defensible, given the real exposure these systems can create if run carelessly. - Lead Change Management: - Communicate the shift to a calibration-driven, faster-exit culture clearly to managers and employees outside the pilot group, so the system lands as fair and high-standards rather than arbitrary. - Advise Leadership Directly: - Serve as Peter Rex's direct partner on talent decisions: who to hire, who to promote, who to exit, bringing data and conviction, not consensus-seeking. Qualifications - 7 to 12 years building performance management, talent grading, or workforce-upgrading systems, ideally in PE-backed, high-growth, or turnaround environments where standards had to be built from scratch. - Direct experience with rigorous performance methodologies (Topgrading, forced ranking/calibration, standards tied to real consequences) and comfort making and executing hard people decisions quickly. - Working knowledge of the legal risk profile of forced ranking and rapid-exit systems (e.g., disparate impact exposure), and experience building processes that move fast without inviting litigation. - Fluency in people analytics and HRIS tools sufficient to build dashboards leadership actually uses, not reports that sit unread. - A bias toward standards over sentiment: someone who sees clear accountability as respect for high performers, not cruelty toward low ones. - Real experience coaching and developing high-potential talent into stronger performers, not just grading and cutting. Sees leveling up existing people as a core lever, not a side project. - Working knowledge of multi-state HR compliance, enough to keep the company out of trouble without letting compliance become the operating philosophy. - Track record of building lean, high-density teams: "fewer, more capable" in practice, not just in language. - Genuine conviction for a high-standards, no-excuses culture: someone who finds building this kind of engine energizing, not exhausting. Benefits - Base Salary: Commensurate with experience and market standards - Comprehensive health, dental, and vision insurance - 401(k) with company matching - Professional development opportunities to advance personal and professional growth - Fully remote work flexibility, with travel required for investor meetings and strategic engagements Employment Eligibility Requirements Applicants will be required to pass a background check and reference check prior to their first day to verify their employment eligibility. For finance focused positions a credit check may also be required. We operate in the following states: Alabama, Arizona, Colorado, Florida, Georgia, Indiana, Iowa, Nebraska, North Carolina, South Carolina, Tennessee, and Texas. At this time, we will only hire people who live in or will relocate to those states. We have a strong preference for Texas and Florida as the majority of our portfolio is within those states.

• Begeisterung für Influencer Marketing und Gespür für Trends im Men's Beauty, Sport und Lifestyle • Unterstützung im Influencer Campaign Management Team • Entwicklung und Steuerung authentischer Creator-Kooperationen • Beratung des Account Managements zur Erarbeitung wirkungsvoller Strategien • Recherche von Influencer:innen auf Instagram, YouTube, TikTok etc. • Ansprache der Influencer:innen nach Kundenpräferenzen • Erstellung von Briefings und Verträgen • Projektmanagement: Monitoring von Kosten, Qualität und Timing des Contents

• Architect and execute a full-funnel demand generation strategy—from awareness to pipeline acceleration. • Develop customer-centric programs that make Tillster’s value proposition impossible to ignore. • Drive lead generation, nurture, scoring, and conversion strategies laser-focused on ROI. • Launch high-impact digital campaigns, events, and field marketing initiatives that generate buzz and deliver results. • Partner with sales, product, and leadership to build messaging that breaks through the noise. • Tell our story through content that educates and inspires: white papers, case studies, videos, and more. • Own and optimize our marketing tech stack: CRM, automation tools, and analytics platforms. • Ensure seamless alignment between marketing and sales.