Head of Creative Operations

Head of Creative Output —

We're hiring a Head of Creative Output to own creative volume, quality, and on-time delivery across every brand and platform we run.

This is an operations and delivery role. Not a creative strategy role. Read that twice before you apply.

We already have founders running strategy — angles, hooks, mechanism, positioning. We have a Creative Manager doing real hands-on work below this seat. What we don't have is a single person who owns the number: approved creatives shipped, on time, at quality, every week.

That's what we're hiring.

ABOUT THE BUSINESS

Our brand is a category-leading DTC pain-relief brand under the 2A Brands / Peak Reach umbrella. We're scaling toward a $160M revenue target in 2026, building out a multi-product portfolio across back pain, sciatica, neuropathy, and adjacent conditions.

We run paid acquisition across Meta, AppLovin, YouTube, Taboola, Outbrain, Newsbreak, Google, and a long tail of native networks. Our creative team — copywriters, video editors, designers, UGC pipeline — produces in parallel for multiple brands and dozens of angles.

Our hero product has a 0.3% return rate. Our control VSL has been running for over a year. We're not a brand that needs more creative ideas — we need someone who can make sure the ideas we already have ship on time, at quality, in volume.

WHY THIS ROLE EXISTS

The creative team has grown past the point where coordination can sit on the side of someone's desk. Right now nobody owns the whole picture end to end — the result is assets that arrive late, briefs that go out half-formed, editors who sit idle waiting on assets, and founders pulled back into chasing deliverables instead of building.

The Creative Manager (recently promoted) is doing real work in his seat — but he's a senior individual contributor by nature. He's still hands-on editing, still doing first-pass QA himself, still balancing his own task list. That's valuable and continues. What it is not is ownership of total creative output.

This role sits above that. The single person who owns the number — approved creatives shipped, on time, at quality — and manages the workload of every creative function to hit it.

The one-line test: if a brief is vague, an asset is late, an editor is blocked, or a launch is missing creative — this person saw it first and already has a fix moving.

THE FIVE PILLARS OF OWNERSHIP

1) Output ownership. The number. Approved creatives shipped per week, on time, at quality — across every brand and platform. You set weekly targets with the Creative co-founder and hold the team to them. You maintain a forward view of the launch calendar and work backward so nothing arrives late. You own the "concepts produced" and "approved creatives" figures in the leadership sheet. You build buffer for platform rejections (AppLovin, Taboola, Meta) — they're a recurring tax on volume the pipeline must absorb.

2) Workload & briefing. Every creative function — copy, video, design, UGC — always knows what they're working on, why, and by when. You own the production board (Airtable, moving to Asana). Every brief carries angle, hook, target audience, platform, exact deliverable, hard deadline. The strategic inputs come from the founders; you package them into something a producer can execute without coming back with questions. You kill the recurring "waiting on assets" blocker. You sequence the work when media buying, launches, and seasonal pushes collide. You follow up. Relentlessly.

3) Quality assurance. The gate. You own the QA chain end to end: VE → Creative Manager (hands-on first pass) → you (final creative QA) → founders (sign-off). You make the taste-calls: on-brand, on-brief, platform-compliant, good enough to spend behind. You protect founder time — founders review polished work, never half-finished cuts.

4) UGC & actor pipeline. The talent supply. You own UGC requests end to end — from request, to script, to actor, to delivered asset. You manage existing actors, onboard them into the workflow, and actively source new talent so we can scale UGC volume on demand. You track which actors and styles perform and feed that back into sourcing.

5) Hiring & process. The scaling layer. You own creative recruiting — video editors, designers (a full-time designer is an active, flagged need), UGC talent. You write the job posts, run the test tasks, evaluate, recommend hires. You turn tribal knowledge into real SOPs. The previous Creative Lead's handover is Loom videos and scattered docs — you convert that into a documented, repeatable production system. You own the Airtable-to-Asana migration and team adoption.

WHAT WE ARE NOT HIRING

Not a creative strategist. Not someone opinionated who walks in and redirects angles, positioning, or creative direction. Strategy stays with the founders. A big creative ego in this seat is a liability, not an asset.

We want someone who takes the strategic direction as a given and is relentlessly, almost obsessively good at turning it into briefed, produced, QA'd, delivered output.

Strong creative-strategy experience is welcome — it makes your QA sharper and your briefs better. But it's background, not the job.

NON-NEGOTIABLE TRAITS

• Small ego. You take strategic direction from the founders as a given. You derive satisfaction from your team's output shipping, not from your own ideas winning.

• Big work ethic. You out-care everyone on delivery. The brief that went out yesterday is followed up today without being reminded.

• Execution-first operator. You think in deadlines, dependencies, throughput. Comfortable owning a number and a board, not a mood board.

• Manager, not a doer. You get leverage through other people. You won't quietly absorb production work — you escalate capacity problems instead of becoming the bottleneck.

• Real creative taste. You can look at a cut, a static, or copy and know whether it's good enough to spend behind — and articulate why, against the brief.

• Clear communicator. Briefs that need no follow-up questions. Honest, specific status updates. You can report exactly what's happening and what's at risk.

• Calm under parallel load. Multiple brands, platforms, launches, rejection fires — you sequence it without dropping threads.

EXPERIENCE PROFILE

• Run a creative or content team in a high-volume environment — direct-response, performance marketing, DTC, or an agency producing at pace.

• Owned a briefing-to-delivery pipeline across copy + video + design + UGC — not just one discipline.

• Managed UGC production and worked with on-camera talent — sourcing, scheduling, briefing.

• Hired and onboarded creative talent and written SOPs that outlived you.

• Fluent in project-management tooling (Asana, Airtable, Frame.io or equivalent) — and migrated a team onto a system before.

• Understand paid-platform creative compliance (Meta, AppLovin, Taboola, Outbrain) well enough to QA for it.

Nice to have, not required: direct-response creative-strategy background. It sharpens QA and briefing — but this is an execution-ownership seat, and a candidate who wants to run strategy is the wrong candidate.

WHAT YOU'RE WALKING INTO

• A live creative team: Creative Manager, Lead Video Editor (recently promoted), copywriter / creative strategist, part-time designers, existing UGC talent roster.

• A handover from the previous Creative Lead — Loom videos and scattered docs that need to become real SOPs.

• A production board mid-migration from Airtable to Asana — you'll finish it and drive adoption.

• A flagged need for a full-time designer — recruiting for that seat is a Phase 2 deliverable.

• Recently-promoted Creative Manager and Lead Video Editor who keep their scope. You sit above them without absorbing their work. If you find yourself editing a video or writing the copy yourself, this role has failed.

THE 90-DAY SCORECARD

Phase 1 (Days 1–30) — Absorb & Stabilize. Take full custody of the pipeline. Map every in-flight asset across copy, video, design, UGC. Establish the briefing standard. Confirm the QA chain is running end-to-end.

Phase 2 (Days 31–60) — Own & Tighten. Own the weekly output number. Kill the "waiting on assets" blocker as a recurring item. Complete the Airtable-to-Asana migration with team adoption. Stand up the actor pipeline. Open recruiting for the full-time designer.

Phase 3 (Days 61–90) — Scale & Systematize. Output is consistently on target with rejection buffer built in. A documented, repeatable creative production system exists. At least one creative hire made and onboarded. Founder review time is measurably down.

COMPENSATION

Base: $6,000–$8,000 USD/month (DOE).

Performance incentives tied to approved creative volume, on-time delivery against the launch calendar, and quality — uncapped. Not vanity output. When you win, the business wins.

Path to grow with the brand as we scale into a multi-product umbrella.

LOGISTICS

• Full-time, fully remote.

• Any timezone — but significant daily overlap with our creative team and founders required (European / Middle East / Vancouver working hours). Minimum 3 hours/day of real overlap.

• Direct line to both founders: Ahmed (CRO / Funnel) and Andy (Creative & Media). No middle management between you and the decisions.

HOW TO APPLY

CVs come later. The first filter is the application form — it takes about 20 minutes and shows us how you think about briefing, QA, output, and team management.

Apply here: https://forms.gle/DKPEjuh2mvXLoUit5

We read every application. Shortlisted candidates will be invited to a paid working session reviewing a real piece of our creative pipeline and walking us through what they'd change.

If you're the right person, you already know it.