Head of Paid Acquisition

The role

You will own paid acquisition for Hops, from strategy and budget to hands-on execution in the ad accounts. You will build on an existing foundation, with accountability for pipeline and paying customers. This role calls for a founder mentality and daily work in Google Ads, Meta and X.

The Bar

You'll be measured on pipeline and CAC, Activated Trials, LTV/CAC. Not on impression share, CTR, or campaign count. "I'd need a PPC specialist and a landing page team" is an instant no-hire. You're both.

What you will do

• Plan, launch, and optimize paid search and paid social across Google Ads, Meta, and X, as well as other experimental channels (LLMs, Reddit, CTV). Control budgets, bids, targeting, creative rotation and pacing against pipeline targets.

• Improve the full conversion path from ad to landing page to sign-up to paying customer, including ad relevance, landing page experience, and Quality Score.

• Build and maintain GA4 and pixel tracking, enhanced and offline conversions, and server-side events that support campaign optimization.

• Run a documented experiment cadence across audiences, search queries, copy, creative and landing pages. Record the results and use them to decide what to scale or stop.

• Use Hops and similar AI tools daily for ad copy iteration, query analysis and reporting.

• Partner with the Marketing Director on priorities and investment decisions. Bring recommendations and push back when the evidence supports a different approach.

• Codify the paid acquisition playbook and hiring rubric. When we add a second channel hire, onboard and develop that person.

How You'll Know It's Working

30 days. Account audited. Wasteful spending and bad match types killed. Conversion tracking and offline import clean. First experiments shipped.

60 days. Campaign architecture restructured. Creative/bidding strategy and budget allocation locked to pipeline goals. CAC trend visible. Weekly read-out into the Performance Marketing cycle.

90 days. Channels are predictable, scaling with a documented playbook. Landing page experimentation loop running. Hiring rubric drafted if/when we add a second seat on the channel.

What you bring

• 4–8 years running paid search, with deep Google Ads, Meta and X experience for B2B SaaS or AI products and accountability for pipeline.

• Direct, hands-on media buying at scale. You have personally run campaigns with meaningful spend and owned the outcomes. Agency management alone does not meet this bar.

• Hands-on experience implementing conversion tracking and optimizing server-side events. Multi-touch attribution and value-based optimization are strong pluses.

• Fluency in ad-platform reports and BI data. You can investigate performance yourself and turn the findings into campaign decisions.

• Evidence of a consistent experimentation practice, including documented wins and their effect on pipeline.

• Daily use of AI to plan and run campaigns, with the judgment to evaluate its output.

Even better if

• You have scaled paid search from zero at a Series A company or a B2B SaaS business.

• You have worked on AI or product-led growth (PLG) products.

• You have owned landing page and ad creative experimentation alongside the ad account.

Salary Range

Compensation $120,000 - $150,000. Note: We have the flexibility to hire at different levels, which may impact the corresponding pay range.

Why Join Hops?

• Impact. AI is reshaping how work gets done, and you'll be at the forefront of that shift, building Hops, a product that enables teams to get more done with AI. Hops is the platform our own business runs on, so you'll see how your work lands right away.

• AI-First. We use AI to expand what one person can accomplish. You'll constantly rethink how you work: what to hand over to AI, and where your own judgment matters most.

• Ownership. We keep the team small and give people real scope, autonomy, and equity. You'll take initiative, make decisions, and see your work through to real outcomes, and when the company wins, you win.

• High Talent Density. A small team of highly capable people moves faster and builds better. You'll work directly with senior teammates in a flat structure where ideas win on merit, not titles.

• Remote-First. We hire globally, prioritizing talent over location, so you can work where you're most productive. Prefer in-person? We have a hub in Barcelona with weekly co-working.