Job intelligence
Senior/Lead Lifecycle Marketing Manager (Full Remote - Greece)
EverAI
Before relying on the listing: Confirm Application closing time with the employer or source. See verification questions
Executive opportunity brief
The decision in one screen
A compact evidence-first read of compensation, flexibility, mobility and what still needs verification. No universal quality score is used.
Fast read
Opportunity DNA
One strong reason to look closer: pay compares strongly with similar current roles. An important detail is still open: confirm which countries employees may work from and whether payroll-country, timezone or office-attendance restrictions apply.
Around the 99th percentile within 15 comparable EUR salary observations.
The work arrangement can be assessed, although it is not among the most flexible patterns detected.
The listing does not make the minimum education or experience threshold clear enough yet.
Sponsorship and relocation support are not clear from the current listing.
Part of the application route can be assessed, but the full external process may contain additional steps.
At least one recent enabled source can still renew this vacancy.
This fingerprint summarizes what is clear, constrained or still unanswered in the current listing. It is a reading aid, not an overall job score.
Decision evidence check
4 of 5 core facts stated
This checks whether the listing states the facts that commonly change an employment decision. It measures disclosure completeness, not whether the opportunity is good or bad.
Facts already stated
- Compensation
- Work arrangement
- Advertised location
- Employment type
What to verify next
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
Advertised location is not proof of work authorization, sponsorship, or legal eligibility. Unknown information is not a negative score; verify those questions separately.
Decision levers
What could make or break the fit?
Reasons to look closer
- Pay compares strongly with similar current roles: The annualized midpoint is around the 99th percentile among 15 comparable EUR salary observations.
Trade-offs to weigh
No major trade-off is stated clearly in the information available here. Employment terms outside the listing may still matter.
Questions worth asking before you invest more time
- Confirm which countries employees may work from and whether payroll-country, timezone or office-attendance restrictions apply.
- Confirm whether a degree is actually required, preferred, or replaceable with equivalent experience.
- Confirm the actual minimum experience requirement rather than assuming preferred background is mandatory.
- Ask whether visa sponsorship is available before investing significant time in the application.
These questions come from details the listing leaves open. An unanswered point is not treated as a disadvantage.
Opportunity neighborhood
Keep your options open
These live roles sit close enough to this opportunity to make useful comparison points. Look across several employers before deciding what pay, flexibility or access trade-offs you are willing to accept.
Director, Marketing Operations
Maven Clinic · USA
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
Different angle: Different country
Sr. Product Marketing Manager, Enterprise
Ashby · USA
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
Different angle: Different country
AWS Partner Marketing Manager
Supabase · Anywhere
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
Product Marketing Director
Testlio · USA
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
Different angle: Different country
This neighborhood is drawn from current inventory in the same broad occupation. Similarity is based on explicit listing facts; missing details do not count against a job.
Role market context
How much current choice is visible around this kind of work?
This compares the vacancy with current High Paid Job inventory in the broad Marketing roles family. It describes visible choice and disclosure, not future demand or career quality.
200 most recent current roles sampled for the disclosure measures below.
Distinct employers in the bounded current sample, not an estimate of all employers hiring in the market.
Current sampled roles stating at least four of the five Core Decision Facts.
Requires a numeric amount, explicit ISO currency and supported pay period.
Listings with explicit enough remote, hybrid or on-site evidence to classify.
Missing deadline evidence remains unknown and is not interpreted as an open-ended application window.
Currencies with explicit pay evidence in the sample: USD (18) · EUR (15) · GBP (3) · PHP (1). Raw amounts across different currencies are not compared.
This describes current visible High Paid Job inventory in the same broad occupation family. Percentages use a bounded recent sample and are not a forecast, a complete labor-market census or an employer-quality measure.
Constraint opportunity lab
What changes the size of the current opportunity pool?
Each line applies one stricter evidence-based constraint to the same bounded current role-family sample. It helps you see the trade-off in visible choice without deciding which trade-off is right for you.
Counts only affirmative or possible sponsorship evidence, or relocation explicitly offered. Unknown is not treated as no.
Uses only roles where a country is known. Roles without country evidence are excluded from this denominator.
A much stricter subset: only listings with explicit worldwide-remote evidence remain.
Requires amount, explicit ISO currency and a supported pay period. Missing pay evidence remains unknown.
Shows the subset with enough stated evidence for a more informed first comparison.
Counts roles explicitly classified as worldwide remote, region-restricted remote or remote with restrictions still unclear.
Only same-currency opportunities with usable annualized pay enter this comparison. Other currencies are not converted or treated as lower.
Includes roles whose seniority is genuinely unspecified rather than assuming they belong to another level.
These are counterfactual filters over a bounded sample of current HPJ inventory in the same broad occupation family. They show how visible choice changes when one evidence-based constraint is applied; they do not tell you which constraint you should choose or predict hiring outcomes. The calculation uses the 200 most recent current roles from 1487 visible roles in this broad family.
Salary transparency context
Is pay disclosure typical for this kind of role?
This listing states usable structured compensation. About 19% of the bounded current role sample does the same.
Compensation counts only when amount, ISO currency and supported pay period are all known.
Pay disclosure is uncommon in the current role sample.
This employer’s current visible listings disclose pay materially more often than the current same-role sample.
This compares salary-disclosure behavior in current visible listings. It does not compare raw salary amounts across currencies, infer undisclosed pay as zero, or rate employer quality.
Private offer & negotiation lab
Turn an offer into evidence, not guesswork
Enter an annual base offer and, if you want, your own target. HPJ compares only within one explicit currency and never chooses a target for you.
Negotiation evidence available: advertised pay range, current same-currency market context, strong decision evidence.
Enter an annual base offer to compare it with explicit same-currency evidence. HPJ will not suggest a target for you.
Review the full package · 10 terms
Mark what is confirmed, what needs clarification and what you want to prioritize. These choices and notes stay in this browser.
Usable advertised compensation is available.
Variable compensation is mentioned; verify amount, formula, target and eligibility.
Equity or long-term incentive language is mentioned; verify grant type, vesting and valuation basis.
Retirement or pension benefits are mentioned; verify employer contribution and vesting.
Health-benefit language is mentioned; verify coverage, dependants and employee cost.
Paid-leave language is mentioned; verify the exact entitlement and carry-over rules.
A work-arrangement signal is available; verify schedule details before relying on it.
Relocation support not established
Sponsorship not established
A review cycle is mentioned; verify timing and whether compensation can change at that review.
Questions worth taking into the offer conversation
- Does the package include equity or another long-term incentive, and what are the vesting terms?
- What retirement or pension contribution does the employer provide?
- If relocation is relevant, what expenses, timing and repayment conditions are covered?
- What exact sponsorship or work-authorization conditions apply to this role?
- When is the first performance and compensation review after joining?
- Is there a firm application deadline, a rolling review window or no stated closing date?
Occupation intelligence
What broader career references connect to this role?
HPJ uses broad comparison families for current-market analysis. External taxonomy results are reference candidates for that broad family, not a declaration that this vacancy has been authoritatively classified into a specific occupation.
European occupation references
- digital marketing manager
- marketing consultant
- marketing assistant
- business and marketing vocational teacher
- marketing manager
This service uses the ESCO classification of the European Commission.
U.S. occupation references
- Proofreaders and Copy Markers 43-9081.00
- Search Marketing Strategists 13-1161.01
- Marketing Managers 11-2021.00
- Market Research Analysts and Marketing Specialists 13-1161.00
- Securities, Commodities, and Financial Services Sales Agents 41-3031.00
This site incorporates information from O*NET Web Services by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). O*NET® is a trademark of USDOL/ETA.
Career reference research
Skills worth investigating
Official occupational context, paired with exact phrases visible in this vacancy. It is not a skills test or an applicant-fit score.
ESCO · European occupation
digital marketing manager
Usually essential in this ESCO occupation
- digital marketing techniques
- perform market research
- brand marketing techniques
- marketing analytics
- design brand's online communication plan
- social media management
- digital communication and collaboration
Context-dependent ESCO skills
- services marketing
- conduct search engine optimisation
- carry out event management
- creatively use digital technologies
- implement marketing strategies
O*NET · U.S. occupation
Proofreaders and Copy Markers
O*NET occupation skills
- Reading Comprehension
- Writing
- Speaking
- Active Listening
- Critical Thinking
Build my private skill preparation brief Your evidence · Practice · Interview questions
Plan how you might demonstrate or investigate occupational skills. These are broad-family reference examples, not confirmed vacancy requirements. Nothing you enter is sent to High Paid Job.
Private to this browser. Up to 20 reference skills; not a qualification assessment or hiring prediction.
Useful next question: Which of these occupational reference skills does the hiring manager actually expect for this specific role, and what evidence would demonstrate them?
These skills belong to one reference occupation selected for HPJ’s broad career family, not a verified classification of this vacancy. Text overlap only means a phrase appears in the available listing text; it does not establish an employer requirement, your proficiency, or a qualification gap. A missing mention is unknown, not a deficit.
Adjacent current roles to investigate
Account Executive, New Business (Hunter)
livingHR · USA
same seniority band · same employment type · similar work-arrangement evidenceChannel Account Manager - ShareGate
Workleap · Canada
same seniority band · same employment type · similar work-arrangement evidenceAccount Executive, Residential
livingHR · USA
same seniority band · same employment type · similar work-arrangement evidenceAdjacent-family roles are exploration prompts from current HPJ inventory. They are not inferred qualification matches and they do not imply a promotion path.
Career move map
What sits one step away?
This listing is currently read as Leadership. Nearby roles one visible seniority step away can help you judge whether to widen the search, stretch upward or compare the responsibilities more carefully.
Broader-entry direction
Sr. Manager, Marketing Compliance
hims & hers · USA
Similar work arrangement · Same employment type · Recently postedGrowth Marketing Lead
ClassDojo · USA
Similar work arrangement · Same employment type · Recently postedThese are live roles one visible seniority step away in the same broad occupation family. They can reveal nearby options, but they are not a guaranteed promotion path and do not account for your personal experience.
Skill bridge
What does this role connect to?
Large Language Models is one of the signals this listing shares with skills appearing often across current Marketing roles opportunities.
Skills named in this listing
Shared with the current career sample
- Large Language Models Seen in 19 sampled listings
Application edge
- If these skills match your background, prepare one concrete example that shows how you used Large Language Models rather than relying on a keyword-only claim.
If the named skills are genuinely transferable in your own experience, the occupation map also points to adjacent current families worth researching: Sales roles, Product roles, and Design roles. This is exploration context, not a qualification match.
Skill signals come from explicit text mentions. A mention is not automatically a requirement, and absence from the current top-skill list does not make a skill rare or unimportant. The current career comparison draws on 120 sampled listings; 87 contain a recognized skill signal.
Application Decision Lab
Turn the listing into a preparation plan
Separate what the listing actually states from what you still need to prepare or verify. Your selections and short notes stay in this browser and are never submitted to High Paid Job.
Large Language Models
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Questions worth resolving before you rely on the opportunity
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
- Work authorization / sponsorship: If sponsorship or work authorization matters to you, what exact immigration or employer-sponsorship conditions apply to this role?
- Application process: What interview, assessment, portfolio, reference or screening stages are part of the hiring process?
Decision analysis
What the listing really tells you
Senior/Lead Lifecycle Marketing Manager (Full Remote - Greece) at EverAI becomes easier to judge once pay has a useful comparison point, work-location flexibility has usable detail, and the application route gives a few useful clues are viewed together. Here is the current read from the information available.
Pay has a useful comparison point
Among 15 current comparable salaries in EUR, the normalized annual midpoint is around the 99th percentile. This compares advertised pay in the same currency and does not include every element of total compensation.
Work-location flexibility has usable detail
The work-location pattern is “Remote with some uncertainty or restrictions”, with Remote Freedom at 72/100.
The application route gives a few useful clues
Provider-mediated application path. The external application may contain additional steps that are not visible from the listing itself.
The listing can be traced to a current source
The opportunity currently has 1 renewable source path across 1 source classes. Multiple independent paths can strengthen continuity, but they are not a substitute for checking the application destination.
How this analysis is assembled
The brief pulls together the parts of the vacancy that can be compared reliably today. Gaps in the listing remain visible instead of being filled with assumptions.
Analysis evidence coverage
How much analysis can the current evidence support?
Uses the explainable High Pay Score within the job’s current occupation/seniority/currency comparison sample.
Measures observable location flexibility and explicit restrictions; it does not determine whether remote work is personally desirable.
The configured source supplied structured salary fields, a usable currency and a focused comparison value.
The listing was posted about 3 days ago.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
There is no universal opportunity score because pay, flexibility and access matter differently to different people. Compare Jobs lets you weight the evidence around your own priorities.
Decision checklist
What is supported, uncertain or worth checking?
This checklist separates supported strengths, visible cautions and missing evidence. It is not an overall recommendation or guarantee that the job is suitable for you.
Supported strengths
- Advertised pay is above much of the current comparable disclosed-salary sample.
Visible cautions
No specific caution is supported by the currently available evidence. This does not prove that none exists.
Still unknown
- Visa sponsorship is not established by the available listing data.
Pay vs. barriers
Strong pay; barrier efficiency remains uncertain
Pay compares strongly, but the listing does not provide enough detail about barriers or access routes to call the role unusually accessible.
Comparable disclosed-pay evidence places this job at about 99 / 100 within its current occupation/seniority sample.
- Education requirement is not established.
- Required prior-experience level is not established.
This section weighs pay context against clearly stated barriers without collapsing unlike requirements into one universal score. Degree, experience, licensing, clearance and location limits remain separate, and missing qualification details stay unknown.
Beyond the headline
Not enough evidence for a hidden-value finding
Potential hidden value appears only when several distinct non-pay advantages are actually supported. Missing requirements or benefits are never counted as positives.
The annualized salary midpoint is at or above about 99% of the current comparable disclosed-salary sample.
Still check: The current application path is provider-mediated rather than directly classified as an employer-authorized or official route.
Hidden Value is an experimental evidence summary, not an investment-style score or guarantee of employability. It only uses explicit current listing evidence and does not infer that an unmentioned qualification is unnecessary.
Explainable opportunity highlight
Why this opportunity stands out
These are supported signals from the current listing and comparison sample—not a guarantee that this is the best job for you.
Its annualized salary midpoint is at or above about 99% of the current comparable disclosed-salary sample.
The source provides structured salary information with a comparatively focused range, improving the usefulness of pay comparisons.
The listing was posted about 3 days ago.
Compensation intelligence
How competitive is this pay?
Exceptional pay in current sample
The annualized midpoint is within about 2% of the current comparable median, so the difference is treated as effectively tied rather than meaningfully higher or lower.
The highlighted band is the middle 50% of the current comparable sample after the outlier guard. The dark marker is this job’s annualized salary midpoint.
Why this analysis?
- The comparison sample is still limited, so treat this as an early directional pay signal.
- Salary confidence: High. The configured source supplied structured salary fields, a usable currency and a focused comparison value.
- Range quality: Focused salary range.
Employer compensation communication
Pay transparency at EverAI
Very strong current pay transparency
This score uses the employer’s current visible listings and combines how often pay is disclosed with how useful those ranges are. Bonus, equity and benefit mentions are shown separately and do not raise the score.
This pattern comes from the employer’s current visible vacancies. It describes hiring and pay transparency in those listings, not employee satisfaction or a permanent judgement of the employer.
Current employer intelligence
EverAI — current opportunity snapshot
Employer Evidence Profile
How often this employer’s current visible sampled vacancies state decision-critical information. These percentages describe evidence coverage, not employer quality.
Current sampled listings with advertised compensation evidence.
Current sampled listings whose work arrangement is clearer than unknown.
Current sampled listings with a supported country signal.
Current sampled listings with an explicit closing time.
Current sampled listings with a usable posting date.
Current sampled listings that explicitly indicate confirmed, possible or unavailable sponsorship evidence.
Current sampled listings with an explicit relocation signal.
Low coverage means the current visible listings state the information less often. It does not prove that the employer lacks the policy, benefit or support.
Common current occupation families: Marketing (17) · Product (9) · Design (8)
Visible seniority mix: Senior / lead (21) · Leadership (63)
Current employment-type mix: Full time (81) · Contract (8)
Most visible hiring countries in this sample: Germany (15) · France (13) · United Kingdom (12) · Netherlands (7)
Other current roles from this employer
Senior/Lead Lifecycle Marketing Manager (Full Remote - Netherlands)
Netherlands
Leadership · Remote — restrictions unclearSenior/Lead Lifecycle Marketing Manager (Full Remote - France)
France
Leadership · Remote — restrictions unclearSenior/Lead Lifecycle Marketing Manager (Full Remote - UK)
UK
Leadership · Region-restricted remoteSenior/Lead Lifecycle Marketing Manager (Full Remote - Germany)
Germany
Leadership · Remote — restrictions unclearThese are other current vacancies visible from the same employer, not endorsements or evidence of future hiring plans.
Current disclosed salary medians by currency
- EUR 85,000 median · 71 disclosed salaries
- USD 110,000 median · 10 disclosed salaries
Questions worth asking this employer
- If work authorization matters to you, what sponsorship policy applies to this specific role and location?
- If a move is required, is relocation assistance available for this position?
- What is the expected application and interview timeline if the listing does not state a closing date?
These questions are prompted by missing or thin evidence in the employer’s current visible vacancies. Missing evidence is not treated as a negative judgement.
This employer snapshot uses the employer’s current visible listings. Remote and sponsorship rates use only vacancies with explicit evidence, while missing information stays unknown. Salary medians are shown separately by currency and need at least five disclosed salaries. Zero confirmed sponsorship means none was explicitly found in this sample, not that sponsorship is unavailable.
This snapshot describes the employer’s current visible vacancies—things such as pay disclosure and work arrangement. It is not an employee-satisfaction or hiring-quality rating, and different currencies stay separate.
Work-location intelligence
Remote Freedom
Remote with some uncertainty or restrictions
Why this score?
- The role is remote, but the exact applicant-location restrictions are not clear.
Flexibility signals detected
- The description reinforces broad location independence.
Remote Freedom measures observable location flexibility only. Unknown work-location information remains unscored. Timezone wording is penalized only when it appears restrictive; general collaboration across time zones is not treated as a restriction. A score does not guarantee legal work eligibility, payroll availability or visa sponsorship.
International applicant intelligence
Visa & relocation signals
Sponsorship status is shown only when the listing provides clear enough wording. Employer history or headquarters location is not used to guess an answer.
The available listing details do not contain a clear enough sponsorship statement.
The available listing details do not contain a clear enough relocation statement.
Tradeoff check
What’s the catch?
No obvious trade-off appears in the available job details. That does not mean the role has no drawbacks, so the original listing and employment terms are still worth reading carefully.
Current alternatives
Better-paying alternatives
These current roles show a materially higher annualized salary midpoint in the same broad occupation and currency. Similar seniority, country, work arrangement, employment type and recency are preferred where possible; higher pay alone does not make an alternative a better fit.
Performance Marketing Manager – Paid Social (m/w/d)
Alphapet Ventures GmbH · Munich
Remote — restrictions unclearWhy comparable: Similar work-location arrangement · Recently posted
Check: Seniority is not explicit in the alternative listing.
Head of Marketing & Lead Generation
Moka.care · Paris
On-site / hybridWhy comparable: Same seniority band · Same employment type
Check: The alternative has an unusually broad advertised salary range.
Email Marketing Specialist (m/f/d)
Hornetsecurity · Hanover
On-site / hybridWhy comparable: Same employment type · Recently posted
Check: Seniority is not explicit in the alternative listing.
Alternatives are drawn from the current inventory rather than presented as application recommendations. A pay difference needs to be meaningful—about 3% or more at the midpoint—and different currencies are not compared.
Application-path intelligence
What can we see about the application process?
Provider-mediated application path
The current application path comes through a publisher or aggregator. The destination may still lead to an employer-authorized hiring system, but that is not clear enough to assume.
Current destination: jobicy.com · HTTPS
No additional required application step is clear in the available listing text. This does not mean the external application is one-click or friction-free.
Application effort is estimated from visible listing and source details. Optional steps are kept separate from mandatory ones, and the external form may contain additional requirements that are not visible here.
Application safety context
Application safety check
Basic application-safety context available
The current application destination has a basic transport-safety signal such as HTTPS. This does not verify the employer, vacancy, recruiter or application process.
Evidence checked: Source provenance · Application destination · Listing wording
Observable transport-safety signals
- The available application destination uses HTTPS.
Before you share money or sensitive information
- Confirm the vacancy on the employer’s official careers site when practical, especially if a recruiter contacts you outside the listed application path.
- Check that recruiter email domains and application destinations are consistent with the employer or an identifiable recruiting provider.
- Do not pay application, processing, training or equipment fees merely to be considered for a job.
- Do not send cryptocurrency, gift cards, online-banking credentials or PINs as part of an application.
- Treat unusually fast offers or interviews conducted only through informal messaging channels as reasons to verify the employer independently.
This is a limited safety screen, not employer verification and not a fraud determination. Never send money, cryptocurrency, passwords or sensitive banking credentials merely because a listing appears on a job platform.
Original listing details
The section below comes from the listing source. The decision sections above use the job’s structured pay, location, qualification, mobility and application details to give you additional context.
Our Vision & Products
EverAI — Building the Future of AI Companionship
One of the Top 15 Largest & Fastest-Growing AI Companies in the World
50 Million Users in 2 years — Help Us Reach 100M first, 500M next
At EverAI, we’re shaping what it means to connect with AI. With 50 million users and counting, we're not just building products — we're creating entirely new categories.
Our flagship product is the world’s largest AI companionship platform, redefining relationships for millions. It is governed by our proprietary moderation system, EverGuard — an internal AI designed to ensure everything we build is safe, ethical, and human-first.
And we’re only just getting started!
Our Team
We are an enthusiastic, passionate and hardworking team of ≈ 100 people. Our founding team has strong entrepreneurial experience building and scaling web products from 0 to IPO.
Alexis Soulopoulos [CEO]
• 10+ years in Tech Executive Leadership
• Co-Founder Mad Paws Holdings (from 0 to IPO)
• Forbes 30 under 30 + Deloitte TechFast50 ’22 & ‘23
Michael Monin [Co-founder & CTO]
• 10+ years as CTO / COO (web2/web3), 3 years in AI/LLM
• Serial-entrepreneur: MTK Digital (exited / 0->$20m revenue) and Zipchat (AI Chatbot for E-commerce brands)
Thomas Lacroix [Co-founder & CMO]
• 8+ years in Customer Acquisition & E-commerce Growth
• Serial-entrepreneur: Curatible (sold to Blackstone) and MTK Digital (exited / 0->$20m revenue)
Maruša Fasano [CFO/Legal]
• 25+ years in Finance, Strategy, M&A
• Ex-CFO/M&A @Curatible (exited to Blackstone)
• Ex-President of the Board @SotremoSA (exited)
• Co-founder/CFO @SoftOne (exited)
Your Role
More than 50 million people already use EverAI’s products, and we’re growing toward 100 million.
The audience is already here. The opportunity is what happens next.
We’re hiring a Senior Lifecycle Marketing Manager to take CRM to an entirely new level. Your mission is clear: turn it into a major revenue channel by converting more users, increasing repeat purchases, and giving people compelling reasons to keep coming back.
You’ll own everything within CRM, from onboarding and first purchase to retention and reactivation, across email, push notifications, in-product messaging, and promotions.
You’ll report directly to Thomas Lacroix, our Co-founder and CMO, with the freedom to rethink journeys, test ambitious ideas, and build the CRM playbook that gets us there.
At our scale, even small improvements can influence millions of user journeys and create significant growth.
If you’re looking for more than a campaign-management role, this is your opportunity to drive measurable growth at exceptional scale.
Your Responsibilities
-
Own one of EverAI’s biggest growth opportunities: lead the strategy and execution across the full CRM lifecycle, from onboarding and conversion through repeat purchasing, retention, and reactivation
-
Find the growth hiding in our user base: use behavioral data to uncover where users lose interest, stop engaging, or miss an opportunity to purchase
-
Crack the first-purchase challenge: create onboarding, abandoned-payment, offer, and follow-up journeys that turn more registered users into paying customers
-
Keep users coming back: increase token purchases, repeat purchasing, retention, reactivation, and LTV through smarter segmentation, personalization, and timing
-
Test big ideas quickly: build experiments, measure what genuinely moved the numbers, scale the winners, and turn each result into the next opportunity
-
Make ambitious CRM ideas possible: work directly with Product, Data, Engineering, and Creative to improve the tooling, tracking, messages, offers, and reporting behind the channel
Your Qualifications
-
You’ve scaled CRM before: you can show significant improvements you personally drove in revenue, conversion, repeat purchases, retention, reactivation, or LTV, with real numbers
-
You understand consumer growth: you’ve worked in a high-volume B2C subscription business, where CRM had a direct effect on revenue
-
You think like a builder: you do not stop at recommendations; you can personally create segments, journeys, experiments, campaign logic, and performance analysis
-
You know how to find and prove what works: you can turn user behavior into ideas and use testing, control groups, attribution, and incrementality to validate the results
-
You move quickly and take ownership: you are comfortable building without a finished playbook, deciding what matters most, and creating momentum without waiting for perfect information
-
You communicate clearly and work across teams: you collaborate directly with technical, creative, and commercial stakeholders in English
-
You are comfortable with our product category: you can confidently work on products powered by uncensored AI models and content
Bonus points
-
You have worked in iGaming, free-to-play gaming, fintech, consumer subscriptions, or high-frequency e-commerce
-
You have experience with token, credit, virtual-currency, bonus, or repeat-deposit models
-
You have built or redesigned CRM in a fast-scaling company
-
You use AI to improve analysis, personalization, experimentation, or content development
Why EverAI?
Exponential Growth: From 50M users in 2 years, to 100M next — and 500M beyond
Track Record of Category-Creating Innovation: We consistently launch world-first AI applications — setting the pace, not following it
Global Impact: Top-tier user growth, real-world adoption, and cultural relevance
Proven Leadership: A senior team that’s launched, scaled, and exited & IPO’d multiple scale ups — now fully focused on reshaping AI companionship
Elite Remote Team: 100% remote and built to win — world-class talent from Tier 1 tech companies, with a culture of ownership, velocity, and radical creativity
️ Ethical Core: Our AI ecosystem is governed by EverGuard, our proprietary AI moderation technology, ensuring responsible development at scale
What We Offer
✍️ Contract Type: We prefer B2B, but we’re flexible, what matters is long-term commitment and impact
Work From Anywhere: Fully remote. Choose the environment where you do your best work
️ Paid Time Off: 4 weeks (20 working days) of PTO per year to recharge and reset
Annual Gathering: A yearly in-person meetup to connect, brainstorm, and celebrate wins together
❤️ Health & Wellness Support: Monthly allowance of 100 USD for health insurance expenses & access to unlimited 1:1 sessions with psychologists and lifestyle experts through OpenUp (also available to up to three of your family members)
Co-Working Space Budget: Work from a co-working space up to twice per month (35 EUR / 40 USD per visit) to stay inspired and connected
Learning Budget: Dedicated funds to support your professional growth: courses, books, conferences, events, or certifications
Company Laptop & Equipment: Laptop provided + monitor budget up to 250 USD + keyboard/mouse/mic/headphones budget up to 150 USD
⚡ AI Tools Access: Premium access to ChatGPT, Hugging Face, Claude Code, and any other tool needed to excel at your job, power your ideas and workflows
Top Tier Talent Is Our Multiplier
We’re a fully remote group of A-players from Tier 1 tech, led by an exec team who’ve launched, scaled, and exited multiple companies. We move fast, and care deeply about what we build — and who we build it with.
We’re looking for exceptional talent ready to ship & distribute world-first AI products at scale, fast, and co-create with us this category-defining business.
If that’s you — reach out and apply!
Listing provenance
Where did this job come from?
See where this vacancy came from and whether more than one current source can still support it. Source names help with traceability and attribution; they are not endorsements or guarantees.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
- Continuity
- One recent renewable source
- Source-class independence
- One renewable source class
- Last source observation
- Observed in the current source window
This records when High Paid Job last observed the vacancy in source evidence. It confirms source presence, not that the employer edited the vacancy at that time.
- 1 enabled source recently observed this vacancy.
Source confidence is about traceability and continuity. It is separate from application safety and should not be read as an employer reputation rating.
The vacancy is supplied by an external job publisher. Source information helps show where the listing came from; it is not a guarantee about the employer or vacancy.
Listing source: Jobicy. Destination: jobicy.com. The application opens in a new tab so you can keep this report open.