About the Role

Harry’s is seeking a Senior Marketing Manager to oversee our Broadcast Media channels. This role reports to our Director of DTC and sits within the Performance Marketing team.

The Performance Marketing team is an iterative, performance-driven and brand conscious squad of marketers. We manage Harry’s paid media budget and systematically acquire new customers and grow our brand through smart and efficient channels and tactics. Working closely with teams across our organization including close partnership with the UK-based Brand Marketing team, we’re always coming up with new ways to reach new customers more quickly, effectively, and efficiently - all while building an enduring men’s grooming brand. 

The right candidate is excited to join a fast-paced team, eager to learn, and hungry to make a big impact.

This position is based out of our central London office in Covent Garden.  

Role and Responsibilities

  • Oversee and build a world-class broadcast media mix, including TV, Audio and OOH 
  • Drive, develop and optimize a DR and brand-response strategy for media buys and partner effectively with agency partners to execute. 
  • Build a long-term roadmap for our broadcast media strategy, setting out clear goals, measurement frameworks and communicating out to key stakeholders across the business
  • Design media strategies and partner on comms planning to use broadcast media channels to impact influence behaviour at different stages of the funnel; prioritizing according to business need
  • Own weekly, monthly and annual forecasting and budgeting of your owned channels. Gain a strong perspective on how this fits within and influences the broader marketing mix. 
  • Work closely with our internal Creative team and external creative partners and partner on generating briefs and providing recommendations to optimize performance and validate hypotheses for achieving the agreed KPIs. 
  • Partner with internal teams and external partners to build dashboards, identify trends in performance, and refine attribution methodology for our broadcast media channels
  • Assess new growth opportunities as they arise, developing quantitative models and evaluating them for fit against strategic goals and performance criteria.
  • Help define internal best practices for existing broadcast channels, and support initiatives to push the performance boundaries of traditional media while building the Harry’s brand in the UK. 

Background and Experience

  • You have 6+ years’ experience managing performance-focused TV and OOH campaigns at a relevant company. Experience with Podcast a plus but not required. 
  • Highly analytical, able to generate meaningful insight from broad data sets and effective at presenting findings. Demonstrated experience measuring the performance of TV across both direct response and brand metrics. 
  • You are an expert in Excel and are comfortable performing data analysis and visualization (experience with Looker or Tableau very helpful)
  • You are highly comfortable mitigating risk and working through uncertainty to achieve clear outcomes
  • Team player – you get energy working both independently but also as part of a team. You enjoy listening to other perspectives, communicating your own and are able to navigate a positive path and achieve a successful end result when opinions differ.
  • Detail oriented – you care about the detail, however big or small, and always strive to ensure your work is thorough and accurate. 
  • Constantly curious and have a relentless approach to learning new things and innovating – you’re a fast learner.
  • Versatile and comfortable taking a logical and numeric approach to problem solving
  • Strong communicator who can work effectively and get the best out of a range of internal and external partners. You can craft a convincing deck to explain your narrative. 
  • Highly commercial – you’re able to present a robust business case for any marketing investment, providing concise and structured rationale to any member of the team 
  • You have a keen creative eye and are able to identify and communicate opportunities for optimization through creative development. You can craft a clear insights-driven creative brief
  • You thrive in a start-up environment, strong team player and are excited by the prospect of growing something from scratch
  • An awesome addition to our growing team

About Harry's 

Harry’s Inc. started in 2013 with simple, fairly priced products that delivered an amazing experience to guys every day. Since then, Harry’s expanded to the UK, developed relationships with retailers such as Target and Walmart, expanded our grooming brand into a personal care powerhouse, and launched a women’s brand called Flamingo.

The key to our success? Our amazing people. From chemists, mechanical engineers, CX associates, to creative directors, sourcing managers, and logistics specialists, Harry’s team is comprised of some of the most brilliant, diverse, and humble people you’ll ever meet.

Our brands answer unmet consumer needs, but our company is a place of inclusion and innovation that attracts some of the brightest minds across industries, geographies, and backgrounds. Whether we have a team of 3 or 300, our core values and our startup mentality remain; we value continuous improvement and learning, teamwork and collaboration, creative problem solving, and open and direct dialogue and feedback. Come for the coffee and free products, stay for the amazing, passionate culture.

Apply for this Job

* Required

U.S. Equal Opportunity Employment Information (Completion is voluntary)

Individuals seeking employment at Harry's are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Form CC-305

OMB Control Number 1250-0005

Expires 1/31/2020

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

Because we do business with the government, we must reach out to, hire, and provide equal opportunity to qualified people with disabilities1. To help us measure how well we are doing, we are asking you to tell us if you have a disability or if you ever had a disability. Completing this form is voluntary, but we hope that you will choose to fill it out. If you are applying for a job, any answer you give will be kept private and will not be used against you in any way.

If you already work for us, your answer will not be used against you in any way. Because a person may become disabled at any time, we are required to ask all of our employees to update their information every five years. You may voluntarily self-identify as having a disability on this form without fear of any punishment because you did not identify as having a disability earlier.

How do I know if I have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Blindness
  • Deafness
  • Cancer
  • Diabetes
  • Epilepsy
  • Autism
  • Cerebral palsy
  • Schizophrenia
  • Muscular dystrophy
  • Bipolar disorder
  • Major depression
  • Multiple sclerosis (MS)
  • Missing limbs or partially missing limbs
  • Post-traumatic stress disorder (PTSD)
  • Obsessive compulsive disorder
  • Impairments requiring the use of a wheelchair
  • Intellectual disability (previously called mental retardation)
Reasonable Accommodation Notice

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.