Creative Digital Project Manager

***IMPORTANT NOTE: ONLY CANDIDATES WHO APPLY USING THIS LINK WILL BE CONSIDERED FOR THE ROLE:Click to view/jobs/creative-digital-project-manager-45***??

About the Job:

As a Creative Digital Project Manager, your primary responsibilities are to efficiently allocate and oversee daily tasks, ensuring clear communication and adherence to quality control standards. You are tasked with continuously improving processes and leveraging technology to enhance efficiency, documenting all updates and lessons learned. Additionally, your role involves hiring competent talent, fostering their professional development, and making decisive personnel decisions based on their performance and fit within the team.

All of these KPIs/responsibility is on a timely basis (one that is done daily). You do not have the luxury of weeks to make these adjustments.

Key Responsibilities:
1. 25%- Task Allocation & Communication Coordination: This involves defining project scope, goals, timelines, and resources. A Creative Digital Project Manager must understand the project’s objectives and devise a strategy that aligns with the client’s vision and expectations. They need to plan out the project stages, set milestones, and ensure that all team members are clear about their roles and responsibilities.
Allocate Tasks: You will take client task (client is defined as: brand manager, product manager, marketing team, media buy team, etc/internal owner of their department/role) and allocate the task to the right person to work on
Delivery- ensure on-time return: Our SLA for turnaround time is 1-2 days. This means every day, ideally, the designer should provide an update for whatever task they are working on back to the client (Even if it’s not done). << You are responsible for ensuring there's been an update. QC- Ensure the delivery matches our QC guideline: You should check to ensure the work meets our QC (alignment, spell check, etc) Communicate/Coordinate- When there's an issue or if the task is NOT clear, to begin with, you are required to ask and help unblock any issues that might cause an inefficient or wrong output delivery (basically catching problems before they are a problem) Output, not time spent: We measure success by efficiency via process & technology; not by time spent (you can spend a lot of time managing tasks but make 0 difference overall- in this case, you have a 0 productivity in the company's viewpoint) 2. 35%- Improve Efficiency of Process & Technology: All processes & QC & mistakes/lessons learned MUST be documented ?Documentation/update SLA: You have till the end of day to document/update whatever issue/lessons learned we made (or discussion about the process/QC). If you wait, you WILL forget Documentation means written in GetGuru (our knowledge base): Knowledge cannot exist in Slack, in Click to view, or just in conversation; whatever that is not verifiable is deemed the same as not done Continuous improvement on the documentation and way we are doing that Use our process as a form of leverage to improve efficiency If you have to be involved with all tasks manually, you are not using the process well. Technology: You will be responsible for ensuring the technology is of the highest efficiency possible Making changes as needed to process and technology to ensure we are leveraging technology to be as efficient as possible If you have to be involved with all tasks manually, you are not using technology well 3. 40%- Build/Hire the Best possible Talent, Develop Team & Fire as Necessary: Hire: Job Description- follow our CR Fence & Rail guidelines to create the appropriate and HIGHLY specific job description. Each position will need its own job description. Outlining specifically what are the 3 specific key responsibilities Paint a complete and full picture of what the position will and will NOT do Create Trial Task- this should be exactly what the person will work on We do NOT have a wing-it interview and you will not be conducting an interview to bridge the gap for doing a bad job on the Job Description & Trial Task setup. A failure to plan is planning to fail. Building capacity: building a team in advance or an on-demand workforce for spill over work to ensure we have a delivery of SLA 1-2 days. Train & Develop: Aware of each person’s professional & personal development plan Follow up and review the development plan at a minimum monthly Each person should be in their position maximum of 3-5 years Keeper Test: ?You must ask yourself on a consistent basis (At least a few times a month): “If I (the staff) told you I was leaving the company to work for a competitor, how hard would you fight to keep me and try and convince me to change my mind? If your answer is not a resounding yes, then you MUST let the person know and calibrate. If after 2-3 times of this happening, you MUST inform HR and we will begin the offboarding process with a severance package. Requirements: Education: Associate’s or equivalent Experience: 11-15 years of relevant experience Management: 5-10 years experience; 3 years of which as a Middle Manager Scope of Control: Has control over a team’s work Impact: Jobs at this level have a direct impact on the performance of a team or department. These jobs typically require strong leadership and interpersonal skills, and the incumbent is responsible for setting direction, motivating team members, and achieving team goals. (Mid-level roles) Degree of Technical Skills: Has extensive knowledge and experience in the area of practice. Can identify and solve complex problems with ease. Can mentor or train others effectively. Is often sought out for their expertise. Degree of Problem Solving: Individuals at this level are able to identify and prevent problems before they occur. They are able to think critically and creatively to identify potential problems and develop solutions. Are able to work independently to solve problems. Task Complexity: Tasks are more complex and require some problem-solving skills. There is some ambiguity or uncertainty involved in completing the tasks. The tasks require more specialized skills and knowledge. The tasks can be completed in a reasonable amount of time. Hardware Required: This level of hardware is sufficient for more demanding tasks such as browsing multiple browser tabs, video editing, and graphic design. The hardware requirements for this level are higher than the basic level, and a mid-range computer or laptop will be required. Additional Job Information: While you will be responsible for setting up the job description (in full), you will not be responsible for managing the Talent Acquisition funnel. CR Fence & Rail has its own process for Talent Acquisition and in fact you will be following our strict guidelines on the process. The initial vetting will NOT be done by you (it will be done by the HR department) At least 11+ years of Media and Design experience At least 5+ years of creative project management/traffic management experience At least 3+ years of Agency experience (with a minimum team size of 10 people) Have built out your team from less than 5 people to over 10 people You should be able to jump in and do some of the creative work if there’s a strong demand and we need to meet deadline. However, ideally, you should have enough manpower both full-time and on-demand so you are not working in the team.? ? Why join CR Rail & Fence? CR Rail & Fence is a fast-growing, disruptive company. The job required here is often messy, challenging & fast pace. One will most likely have to do hard/difficult things, have to learn new skills (relevant to your job/career goal), have to have uncomfortable conversions and be graded 100% on your outcome/output (not time spent). The bottom line is that working at CR Rail & Fence is NOT for everyone. However, for the right person, this job will be a kick-ass, messy, fun, challenging, and rewarding place to work. CR Rail & Fence aims to empower people to easily install handrails and keep their loved ones safe, globally. Some of the perks @ CR Rail & Fence: Competitive pay in line with your experience and the roles responsibilities and impact Work from home/work from anywhere No time tracker / no micromanagement (but this also means no hand-holding) Unlimited PTO Maternity and Paternity Leave when applicable Open book management – Click to view/pages/cr-we-practice-the-great-game-of-business A stake in the outcome bonus (target is annual pay * 1.24 performance bonus [Bonus: 24% of annual salary]) Are You the Right Fit? Let Us Explain… Besides having the right job experience, which is someone who has demonstrated in the past of having done (or solve our exact issues & a proven track record of success), we are looking for people who can success “in spite of”… Learn and do a good job in spite of poor onboarding and training. Communicate quickly & efficiently in spite of being remote and rarely doing meetings. Do the job and do the job well in spite of ambiguous and incomplete process. Make improvements to our process in spite of being so busy executing the process. Get the job done with flying colors, on schedule and on budget in spite of all the difficulties we face as a startup. You can learn much more about CR Rail & Fence’s about us, core value, work principles, detailed benefits, bonus structure, and more on: Click to view/pages/cr-job-benefits Interview Process The interview process is all initially at your pace. We only do in-person interviews in the final step. We will initially ask yes/no & numeric questions to verify your relevant experience. We will ask you to list our your key responsibilities from our previous companies We will then ask you to demonstrate from past responsibilities to support your list of key responsibilities and success metrics. Then we will select a few applicants to do a paid trial task (we will provide actual problems/issue we face that you will try to resolve). Lastly, we will do a final in-person interview (at this point, you would most likely have passed most of the job competency and experience assessment and this is a job/culture fit + opportunity for you to ask/understand us better).