Director of Growth Systems
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AI Summary
The Director of Growth Systems owns the infrastructure, automation, and traffic frameworks that support the Ads Department's execution. This role focuses on building scalable systems, improving operational efficiency, and implementing AI-assisted workflows to increase delivery capacity.
This is a remote position.
This role exists to build, improve, scale, and govern the systems that enable Fountain Forward's Ad Strategists and Specialist teams to consistently help dealerships sell more cars. The Director of Growth Systems is not primarily responsible for individual dealership growth execution, and is not a people-management seat over the Ads Department's specialist tiers. Instead, this role owns the infrastructure, automation, quality control, attribution, traffic frameworks, and scalability systems that the Ads Department runs on top of.
Role Purpose
Own Fountain Forward's advertising, traffic, attribution, automation, and growth operating systems — the infrastructure layer underneath campaign execution, not the campaign strategy or team management itself.
Build scalable systems that improve dealership performance through speed, accountability, efficiency, and operational excellence.
Ensure that the Ads Department has the tools, automation, reporting, quality control systems, and attribution clarity needed to execute growth strategies effectively.
Focus heavily on scalability, process optimization, quality control, AI implementation, automation, and replication of high-performing systems across all dealer accounts — in direct support of the Ads Department's move toward a shared-capacity model (one specialist eventually supporting multiple pods across Meta, Search, and other channels).
Relationship to the Ads Department Strategist and Specialist
The Ad Strategist and Ad Specialist own dealership outcomes, bottleneck diagnosis, client accountability, and growth execution.
The Ads Director owns department strategy, people leadership, and process for the merged Search + Meta ads organization.
The Director of Growth Systems owns the systems, traffic frameworks, advertising infrastructure, automation, and reporting frameworks that the Ads Director's team and DGS teams run on — this is an infrastructure partner role, not a layer in the specialist reporting chain.
This structure separates infrastructure ownership from dealership growth ownership and from people management, creating clearer accountability and a more scalable organization as the Ads Department completes its Search/Meta merge and automation roadmap.
Core Responsibilities
Own advertising and traffic systems across Meta Ads, Google Ads, SEO, SEM, GMB, retargeting, video, and future traffic channels (TikTok and others as they come online).
Design and improve scalable campaign frameworks, naming conventions, reporting systems, SOPs, and optimization systems — including active initiatives such as Fluency campaign blueprints, the internal portal reporting build, and department SOP standardization.
Lead operational efficiency initiatives that reduce wasted labor and increase delivery capacity per headcount, in direct support of the Ads Department's account-load scaling plan (progressing specialist capacity from ~25 toward 50+ shared accounts as automation matures).
Implement AI-assisted workflows and automation systems that improve quality, speed, and scalability — with a target of automating the large majority of Level 1 monitoring and execution work over time so specialists can operate at higher account volume without added headcount.
Own department-level quality control systems for launches, reporting, tracking, attribution, and optimization accuracy.
Build and enforce scalable workflows across all advertising and traffic-related departments.
Identify top-performing specialists and systems, then work with the Ads Director to replicate those behaviors and frameworks across the organization.
Partner with Analytics, Tech & Innovation, Creative, the Ads Director, and Strategy teams to improve dealership growth infrastructure.
Drive standardization across platforms, campaign structures, reporting systems, and optimization methodologies as Search and Meta operate as one merged department.
Operational Excellence Responsibilities
Lead quarterly efficiency audits to identify low-value activities and operational bottlenecks.
Increase delivery capacity while maintaining or improving quality, with particular attention to onboarding/launch on-time performance.
Implement automation-first workflows wherever possible.
Reduce manual tasks through AI tools, SOP improvements, templates, and automation systems.
Monitor workload balance, SLA adherence, task timeliness, and operational throughput across the merged Ads Department.
Improve cross-pod consistency and execution reliability.
5. Quality Control Ownership
Own the company-wide QC framework for all traffic and advertising systems.
Ensure launch-ready standards across tracking, budgets, naming conventions, attribution, reporting, and campaign builds.
Conduct recurring audits to identify recurring errors, workflow weaknesses, and training gaps, coordinating with the company's broader QC audit cadence.
Implement systems that reduce launch mistakes, reporting inconsistencies, and execution errors — including partnering on review-quality tooling (e.g., flagging generic or inflated review scores) and offer/creative turnaround policies where they intersect with ad systems.
AI & Automation Responsibilities
Lead AI-assisted optimization initiatives.
Support Analytics Edge AI expansion and implementation.
Partner on the internal company portal, Fluency (campaign blueprints and monthly-offer automation), Attribution/OE tooling, server-side tracking infrastructure, and Fathom API + MCP integrations.
Implement automation systems that improve reporting speed, optimization consistency, and delivery scalability.
Identify opportunities to expand capacity through AI and workflow automation, in direct support of the Ads Department's long-term automation targets for Level 1 specialist work.
Leadership & Team Development
Train and develop Specialists, Strategists, Senior Specialists, and pod leaders on systems, tooling, and process — in partnership with the Ads Director, who owns day-to-day people management for the Ads Department.
Coach team members on operational discipline, quality standards, systems thinking, and efficiency.
Create repeatable frameworks that improve execution consistency across the department.
Develop future leaders capable of managing systems, quality, and scalability.
Key Performance Indicators (KPIs)
Task and onboarding timeliness ≥85%
QC accuracy and reporting accuracy
Reduction in launch and tracking errors
Operational efficiency improvements
Capacity per specialist/pod, tracked against the department's shared-account scaling roadmap
SLA adherence
Automation adoption and workflow improvements
Cross-pod consistency
Implementation speed
Support effectiveness for Ads Department teams
Retention support through improved systems and reporting clarity
Clarification of Key Concepts
Growth Systems: The combination of traffic systems, automation, reporting, SOPs, attribution, workflows, and quality controls that support dealership growth.
Operational Efficiency: Reducing low-value activity while improving output quality and scalability.
Capacity Expansion: Increasing the number of dealerships supported per team member without reducing service quality.
Quality Control (QC): Processes that ensure campaigns, reporting, tracking, and optimizations are accurate and consistent.
Attribution Clarity: The ability to accurately identify what marketing activity contributes to dealership sales outcomes.
Replication Frameworks: Identifying high-performing behaviors or systems and standardizing them across the organization.
L1 / L2 / L3: The Ads Department's specialist tiers. L1 monitors accounts and executes against established blueprints; L2 strategizes and troubleshoots as a platform expert; L3 leads innovation, testing, and the hardest platform problems. This role builds and maintains the systems and automation that make this model scalable, but does not manage these tiers directly.
Requirements
Required Skills & Qualifications
8+ years of digital marketing / paid media experience, with at least 3+ years in a leadership role specifically overseeing paid media, performance marketing, or growth operations teams — general cross-functional management experience without direct paid media team leadership does not meet this bar.
3+ years directly managing paid media team members (media buyers, specialists, team leads, or channel managers) — not general operations or project management staff.
Experience managing or overseeing multi-account paid media operations, preferably in an agency, franchise, multi-location, or automotive environment.
Proven experience across Meta Ads and Google Ads, with working knowledge of campaign structure, budget pacing, optimization cadence, testing frameworks, and performance diagnosis.
Experience overseeing at least $100k+ in monthly ad spend or managing paid media systems across 20+ client accounts/locations — this experience must include demonstrated ownership of team strategy and outcomes, not execution volume alone. Managing a high account count as an individual contributor does not by itself meet this bar.
Experience building or enforcing SOPs, launch checklists, QA processes, naming conventions, reporting standards, or audit routines.
Proven ability to lead technically strong team members and hold them accountable to timeliness, quality, performance standards, and execution consistency.
Strong understanding of attribution beyond platform metrics, including CRM/source tracking, lead quality, contact rate, appointment rate, show rate, sold units, and cost per sale.
Experience using dashboards, reports, and performance data to identify execution gaps, workflow issues, training needs, and recurring errors.
Experience partnering cross-functionally with Analytics, Creative, Operations, Tech/Innovation, and client-facing teams to improve campaign performance and operational consistency.
Experience identifying automation opportunities that reduce manual work, improve QA, or increase team capacity.
Strong communication skills, with the ability to clearly explain paid media strategy, performance issues, and operational changes to leadership and teams.
A demonstrated track record of setting your own direction and priorities as a leader — independently identifying what needs to be built and pushing it forward — rather than only executing on problems that are surfaced or assigned to you.
Note on fit: this role is a paid media leadership and systems role, not a pure technical/tracking-infrastructure position. Candidates whose primary background is tagging, server-side tracking, or attribution engineering without direct paid media strategy and team leadership experience are not a fit for this position, regardless of technical depth.
Preferred / Nice to Have
Automotive experience is preferred, not required. Analytical ability, ownership mentality, and demonstrated systems thinking matter more than industry background — automotive knowledge can be taught.
Automotive, dealership, franchise, or multi-location marketing experience.
Experience managing managers or developing senior specialists into stronger leaders.
Experience with call tracking, CRM attribution, offline sales matching, or lead quality analysis.
Experience using AI or automation tools for reporting, QA, budget pacing, workflow alerts, or operational efficiency.
Success Profile
An independent leader who builds their own vision and roadmap for growth systems, rather than waiting to react to problems or priorities handed to them by others.
A successful Director of Growth Systems thinks in systems rather than individual campaigns.
They focus on scalability, efficiency, predictability, and repeatable execution.
They identify operational bottlenecks quickly and implement systems that remove friction.
They improve delivery quality while increasing team capacity.
They create the infrastructure that allows DGS and Ads Department team members to execute dealership growth strategies more effectively — without needing to manage those teams directly.
Benefits
The Perks!
- Remote-First Culture: Work from home—or anywhere in the world. We value results, not where you log in from.
- Flexible Schedule: We offer flexibility in your daily schedule (within reason) to help you do your best work while maintaining a healthy work-life balance.
- Unlimited Paid Time Off: Enjoy an unlimited vacation policy with just two weeks’ notice and manager approval. We also offer paid sick days because your well-being matters.
- Parental Leave: We understand the importance of supporting our team members during significant life events. Our maternity and paternity leave policy ensures you can prioritize your growing family without added stress.
- Room to Grow: We’re a fast-growing company with massive opportunities for upward mobility. As we grow, you grow with us.
- Professional Development: Get access to training in digital marketing, advertising, and leadership to sharpen your skills and advance your career.
- Quarterly Performance Bonuses: Earn bonuses based on your performance and contributions to the company’s success.
- Paid Referral Program: Earn rewards for referring great talent to join our team!
- Health & Fitness Reimbursement (upon tenure): Get support for health insurance or a gym membership—because your well-being matters.
How We Work
- Freedom and flexibility. We’re a team working from around the world. That is, as long as they show up on our weekly calls, do their job correctly, and have a good sense of accountability.
- Autonomy and ownership. Working on a distributed team means you don’t have someone micromanaging you or looking over your shoulder to make sure you’re getting things done. We’re a team of do-ers who take full ownership for their results.
- Be helpful and dedicated. We help our clients be successful. We help our prospects get the right information and make the right decision whether or not it includes our services. We help our team members reach their full potential.
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