Senior Account Director

Summary :

An exciting cross-channel integrated marketing agency is seeking a Senior Account Director to lead the relationship with one of their most strategic and highest-visibility accounts. This is a senior, client-facing leadership role: you'll own the account's overall health, direct a cross-functional team of strategists, writers, designers, editors, project managers, producers, and creative leads, and act as the primary point of contact for the account’s stakeholders on scope, performance, and growth.

Responsibilities :

• Own the day-to-day and long-term health of the account, serving as the senior client contact for scope, strategy, and performance conversations
• Lead account planning: translate client’s business and marketing objectives into a creative production/post production roadmap and staffing plan
• Manage and mentor a cross-functional account team (strategists, writers, designers, editors, producers, and project managers) supporting the client, setting priorities and unblocking work
• Own account financials — staffing models, rate cards, scope changes, billing, and renewal/expansion conversations — in partnership with leadership
• Run QBRs and performance reviews, turning creative performance data into a clear narrative and forward-looking recommendations
• Partner with creative strategy and production teams to ensure briefs, concepts, and deliverables meet the client’s brand and performance standards
• Represent the company in RFPs, BAFO processes, and pitch support tied to the broader client relationship as needed
• Escalate and resolve risk early — scope creep, delivery gaps, or misalignment — before it affects the relationship

Qualifications :

• Agency & Account Leadership: Proven experience in client services at a creative, digital, or performance marketing agency, specifically managing large, complex enterprise accounts.
• Vertical Expertise: Direct background managing clients within B2B technology, e-commerce, or enterprise spaces, with strong fluency in paid social, content marketing, and performance creative.
• Financial & Resource Management: Demonstrated track record handling account P&Ls, staffing allocation plans, and contract scope negotiations.
• Executive Presence: Comfortable presenting strategic performance narratives and high-level recommendations to senior client stakeholders.
• Strategic Problem-Solving: Ability to navigate open-ended, ambiguous environments, translating abstract business goals into prioritized, executable workstreams.
• Stakeholder Alignment: Strong leadership skills to drive consensus across competing perspectives and connect high-level strategy to execution so teams understand definitions of success.
• Team Leadership & Organization: Experience managing and developing account or strategy teams while concurrently running multiple complex workstreams without losing sight of the big picture.

This job is being represented by Media Recruiting Group, the premier recruiters for digital media, AdTech, MarTech, Media SaaS and related companies. In business for more than 25 years, we place quality at the heart of all that we do. Clients include: AdTech companies, Digital Publishers, Digital divisions of Media Companies, SaaS (Software as a Service) / Enterprise, Programmatic... Sell Side Platforms (SSP), Ad Exchanges, Demand Side Platforms (DSP), Marketing Technology companies, Ad Agencies, Data Providers, Aggregators, & DMP’s, Video, Social, Mobile companies, Behavioral Targeting companies, Media Buying Platforms, Lead Generation/Co-Registration companies, Ad Serving Platforms, Rich Media companies.

Required Notification: Certain states require that job postings indicate a minimum and maximum base salary in an effort to not discriminate – a very worthwhile purpose that Media Recruiting Group supports. MRG’s practices are and have always been non-discriminatory, and jobs are open to all candidates with respect to race, color, religion, national origin, military status, sexual orientation, sex/gender, age, national origin, disability, etc. That said, companies require that we supply them with candidates with very specific experience, and the commensurate compensation for every job varies. It is a function of a person’s years of experience, type of experience, skills, knowledge of certain computer programs, etc. And every job may have a unique requirement. And every job could come in higher or lower than the range we are given. We do not control the upper and lower ranges for our clients, so we make a best efforts attempt to include information requested by said states. In the case of sales people, most time it is also a function of their contacts. If the job is an analyst, analytical skills and experience matter. Etc. This makes stating a reasonable minimum and maximum challenging absent all of this information about a given candidate. Companies also have other elements of compensation, including but not limited to, commission, bonus, equity, profit sharing, varying levels of healthcare coverage and how much a person would have to contribute to the premium, various perks like continuing education, commuter reimbursement, phone reimbursement, etc. – not included in “salary” as the law states. Thus, know that anything we note in a salary range does NOT include such other compensation elements. And, as recruiters, we don’t know what all of those elements are, as we are recruiting for a company, not for ourselves, and they do not brief us as to each benefit. We are a 3rd party and can only estimate to the best of our knowledge, and thus offer the minimum and maximum salary MRG in good faith believes at the time of the posting the client is willing to pay for the advertised job.

Qualified by all of the above, for this job with requisite/required years of the required experience and skills, the minimum and maximum base salary is approximated at $175,000 and $200,000 respectfully, exclusive of any other incentive or any element of healthcare coverage, any reference to how much a person would have to contribute to the premium of a healthcare plan, any perks, or other forms of compensation. Fewer years of experience could bring the base salary lower, and more experience could bring the base salary higher, if the company is willing to increase their salary bands.

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