Creator Success Manager

Workweek is revolutionizing how business leaders connect, learn, and operate by integrating distinct personalities, unparalleled expertise, and a vibrant community into a one-of-a-kind professional networking platform.

Every social platform rewards the person with the most time to post. Expertise loses to volume, and the people actually running their companies get drowned out by people describing them from the outside.

Workweek is the opposite. We're the home for the practitioner creator, the operator who writes about the work while still doing it. That's why our readers trust what lands in their inbox. Today we have five networks covering healthcare, fintech, HR, marketing, and e-commerce, and more are coming.

That trust is what the rest of the business runs on. On the advertising side, a marketer hands us their target account list and we show them our coverage of it before they spend a dollar, then the engagement after. On the community side, we run professional memberships where leaders get peers worth knowing, a content library worth using, and tools that make their day-to-day easier.

We're five years in and just getting started.

We’re looking for a Creator Success Manager to find the operators who should be publishing newsletters, work with them to do it with us, and get them sent.

We run networks in HR, fintech and banking, healthcare, marketing, and ecommerce. In every one of those industries there are people with a point of view worth reading and no consistent way to put it out. A few of them are already members of ours. Most are not. They are on LinkedIn, on conference panels, or writing a Substack nobody has found yet. You’ll be responsible for finding and moving them down the funnel.

Once a creator signs, you are the person who gets them through onboarding and out the gate: answering questions, pushing on the early decisions about what the publication is and who it is for, and being a resource for them through their first several issues.

You’ll report to the VP of Marketing. This is a new role. We have run creator recruiting and onboarding well enough to know it works, and now we want someone to build the process that makes it repeatable at scale. You’ll have real input on how this function operates.

You'll be enabled by AI, but not reliant on it. You use it to cover more ground than one person should be able to, and you know where your own judgment has to do the work instead.

Note: All Workweek employees may work remotely, all work must be done in English and availability to meet during the Central Time Zone workday is required.

• Build the Pipeline: Source creator candidates from inside our communities and well outside them. Rank them on point of view, credibility, and whether they will publish on a schedule.

• Run the Outreach: Own everything from first message to signed agreement, including the commitment and the weekly send baseline.

• Own Onboarding: Be the creator’s point of contact from signature to steady state. You help them settle what the publication covers and who it is for, you get them through setup, and you chase down whatever is holding up their first issue.

• Get Them Sending: Keep new creators on cadence through their first month or two. Unblock them, and write the draft yourself when that is what gets the issue out.

• Build the First Audience: Coordinate cross-promotion from our anchor newsletters and recommendation placements. Partner with the VP of Marketing on where paid budget goes and tell us which launches deserve more of it.

• Be the Voice of the Creator: You are closer to new creators than anyone else at the company. Bring what you hear back to product: where onboarding stalls, what makes someone skip a week, which features would get them sending without being chased. Push for the changes that turn a new creator into a habitual one.

• Own the Numbers: Creators signed, days from first contact to first send, percentage who reach five issues, subscribers added per creator.

• 3-5+ years in creator partnerships, talent, community, publisher operations, or B2B media business development.

• You know the newsletter world: Not as a reader. You know what a good open rate actually is and what inflates one, why people churn in week three, what the platforms do well and badly, how growth tactics like recommendations and paid placements really perform, and who the interesting operators are. You can have a real conversation with a creator about their publication on day one.

• Deep generalist: You’ll be doing sourcing, outreach, editorial coaching, light ops, and product feedback in the same week, and you will be good enough at all of it that we do not have to hire five people.

• You can find people: You know how to build a list of 200 qualified names from scratch, cut it to the 20 worth contacting, and explain the cut.

• Editorial judgment: You can tell the difference between someone with an audience and someone with something to say. You know which one is worth signing.

• Working fluency with AI: You use these tools daily for research and enrichment, and you know which parts of the job you still do by hand.

• Project management under load: You will have a roster of creators at different stages at once and you will know where each one stands without being asked.

• You write well enough to ghostwrite: Positioning, launch copy, and a first draft of someone else’s newsletter when they are stuck.

• Comfort with ambiguity: You start things without waiting for permission.

• Competitive pay (we don't pay based on location, we assign value to the role)

• Equity in Workweek

• Remote operations with the ability to work in the time zone of your choice (or work IRL in our Austin, TX office)

• Unlimited PTO with a minimum of 3 days/quarter used

• 100% health insurance coverage, 75% coverage for dependents, and $150/month towards an HSA (or $150/month health stipend if insurance not used)

• 120 days of parental leave to use within one year of childbirth (available 12 months after your start date and only available every 365 days)

• 401(k) plan with 3.5% company match

• $500 one-time stipend for any home office needs used after the first 90 days

• 5-week sabbatical after 4 years on staff

• 2 volunteering days per year

• 1x/year in-person team retreat

• $100/month book stipend

Note: At Workweek, we’re passionate about building a diverse team. We care deeply about diversity, equality, and inclusion and strive to build a culture where everyone, from any background, feels included, supported, and free to be themselves.

If your experience is this close to what we’re looking for, please consider applying. Experience comes in many forms – skills are transferable, and passion goes a long way. We know that diversity makes for the best problem-solving and creative thinking, which is why we’re dedicated to adding new perspectives to the team and encourage everyone to apply

*At this time we do not offer visa sponsorship or assistance.