About Us
At #paid, we’re on a mission to empower creators to do what they love—create. Our marketplace connects vetted creators with some of the world’s most iconic brands, like McDonald’s, Samsung, and Disney, fostering authentic collaborations that drive real business results. We’ve built a marketplace that solves big challenges in the creator ecosystem, from fair pricing to algorithmic matching and content usage rights, ensuring every partnership is seamless and impactful.
With our proprietary technology and an unwavering commitment to trust and transparency, we’re revolutionizing the way brands and creators come together to make magic. Rated #1 for customer support and managed services, #paid is leading the creator marketing space. Through innovative technology and a team of ambitious humans, we're transforming the future of the creator economy.
Equal Employment Opportunity
#paid is an equal opportunity employer and as such, we do not discriminate on the basis of race, colour, religion, sex, sexual orientation, gender identity, national origin, age, disability, or any other characteristic protected by applicable laws.
We are dedicated to growing a diverse team of highly talented individuals and creating an inclusive environment where everyone feels empowered to bring their best and authentic selves to work.
If you require any accommodations during the recruitment process, whether it be alternate forms of material, accessible meeting rooms, etc., please let us know and we will work with you to meet your needs.
- Build measurement infrastructure from scratch: Design and implement queries, dashboards, and daily internal views that surface campaign performance before traditional 30–45 day post-campaign analysis. Own the infrastructure personally in the early stage.
- Define the reporting playbook: Establish what gets packaged for weekly brand-facing updates versus deeper post-campaign analysis (PCA). Set the cadence and structure that scales as the function grows.
- Drive early-stage insights: Lead two-week measurement checkpoints on qualifying campaigns, working alongside CSMs to deliver 1st-party and insight-based findings that clients can act on.
- Shape pre-sale success criteria: Partner with Sales and Strategy to ensure every campaign launches with clearly articulated, measurable success metrics that your measurement process can confidently answer against.
- Master the complete data picture: Own both first-party data (platform, organic results) and third-party data (brand lift, foot traffic, attribution) to build a holistic measurement model.
- Productize custom measurement: Build custom and complex measurement into a paid, revenue-bearing line item. Own both the capability and its commercial accountability.
- Coach and scale: Grow the measurement analyst on the team and build the systems and processes that enable a technical pod as the function matures.
Experience & Technical Skills
- 10+ years in marketing, media, or measurement strategy—with proven hands-on expertise in both first-party and third-party data.
- 5+ years managing and developing people, with a track record of building capability, not just running what exists.
- Fluency writing SQL and building dashboards—you're a genuine player-coach who ships code alongside strategy.
- Proven ability to build measurement from 0-to-1. You've stood up a capability from scratch before, not inherited a mature operation.
- Background in agency, adtech, martech, or measurement platforms. For Measurement: analytics or measurement leaders from adtech/martech platforms are explicitly in scope. Other SaaS backgrounds don't translate to this role.
Soft Skills & Working Style
- Automation-first mindset: You templatize and systematize rather than hand-crank reports. You'd rather invest time building reusable solutions than repeating manual work.
- Translates data into narrative: You can take complex measurement findings and tell a story that non-technical brands and CSMs can understand and act on.
- Bias to ship: You choose "useful today" over "perfect in 45 days." You're comfortable with 80% solutions that inform decisions now.
- Influences without authority: You own outcomes while the data stack lives with engineering. You know how to partner, advocate, and move things forward across functions.
- Comfortable in ambiguity: You thrive in greenfield environments where processes don't exist yet. You stay hands-on and can operate in chaos without needing a mature team around you.
- Specific experience with creator or influencer measurement.
- Track record of productizing measurement into a revenue-generating line item.
- Experience building under resource constraints while partnering with an engineering dependency.
- Fluency working directly with product and engineering teams on measurement tooling and infrastructure.
You're a measurement & insights leader who still builds. You're not interested in inheriting a mature operation and managing from above—you want to shape how a function grows from first principles. You care about insights that drive decisions now , not analyses that are perfect but arrive too late. You translate data into stories that influence how other teams think and act, and you're genuinely excited to stay hands-on with SQL and dashboards while your team is small. Ambiguity doesn't make you uncomfortable; constraints are just design problems. You've done this before and you know what good looks like.
The pay range listed reflects base salary only. In addition to base pay, we offer additional forms of compensation for all roles, which may include variable pay (bonus or commission), stock options, and perks and benefits, depending on the role and location. We’ll discuss total compensation openly in our first conversation so there are no surprises when it comes time for an offer.
At #paid, we believe compensation should be transparent and fair.
Our compensation framework is built around clearly defined job levels based on seniority, expertise, scope of responsibility, performance expectations, and impact.
For all publicly posted roles, we share a clear compensation range that reflects the levels associated with the role and complies with applicable pay transparency laws. Candidates are hired into a specific level, and compensation is set at the base pay associated with that level. The posted range represents the span between levels, not a negotiable pay range.
When offers are made, they are presented at the compensation set for the level a candidate is hired into and are determined by experience, skills, and role alignment — not negotiation tactics or who asks first. This ensures consistent and equitable pay for team members in the same function and at the same level.