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About This Role
The Role
Wpromote is looking for its next Head of Email and Lifecycle Marketing to lead and grow our talented team and to build solutions that will exceed the arising needs of ambitious clients. Email marketing has evolved to encompass client lifecycle marketing, marketing automation development, CRM strategy, messaging across platforms, loyalty and referral program management, and CDP consultation, and you would be tasked with keeping Wpromote’s offering on the forefront of that evolution. If you have a proven background on the list above, can build and execute against long-term plans, have experience managing and growing a team, and can inspire passion and confidence in employees and clients alike, you could be a match for this role!
At Wpromote, we believe that great work is only possible with great people. Our goal is to build a better, more inclusive work environment and support our people at every stage of their careers by prioritizing a strong work-life balance through our policies and benefits listed below. As a Best Place to Work according to both Ad Age and Glassdoor and Adweek’s Fastest Growing Digital Agency, we are moving fast to expand our teams and bring new experts into the fold to keep pushing the boundaries of what’s possible in marketing.
We offer:
- Remote-first culture
- Unlimited PTO
- Extended Holiday break (Winter)
- Flexible schedules
- Work from anywhere options\*
- 100% paid parental leave
- 401(k) matching
- Medical, Dental, Vision, Life, Pet Insurance
- Sponsored life insurance
- Short Term Disability insurance and additional voluntary insurance
- Annual Class Pass credits and more!
The anticipated annual salary for this role will range from $168,000 - $198,000, based on consideration of a wide array of factors unique to each candidate, including but not limited to skill set, years and depth of experience, education and certifications, competitive benchmarks, scope of responsibility, market dynamics, geographic location, and respective state’s salary threshold for exempt employees. The total compensation package for this role will include benefits (listed above) and an annual performance bonus.
This role has an associated annual target bonus component which is paid out based on a number of factors which include Company performance, department performance, and individual performance. Bonuses are not guaranteed and you must be an active employee in good standing and not on a Performance Improvement Plan to be eligible for the annual bonus.
- This position may be performed remotely in most states within the US, with some exclusions
\*\*While this role offers the flexibility to work remotely, we have office hubs in Los Angeles, Chicago, and New York, where you can join in on learning and development opportunities, fun events, take advantage of a space to work, and collaborate in person!
\*\*\*This position is not eligible for immigration sponsorship
*Important Notice: Beware of Job Scams*
Wpromote recruiting communications will only be sent through our official channels via wpromote.com email addresses. If you see a posting elsewhere that is not reflected on Wpromote.com/careers, it may be a fraudulent posting. We do not require payment or fees during the hiring process nor do we request sensitive information, such as Social Security numbers or payment details. Please safeguard yourself against possible scams and contact us if you encounter any suspicious activity.
#LI-JL
#LI-Remote
### You Will Be
- Managing a team of 8+ individuals at various levels ranging from manager to a Senior Director
- Leading and scaling a primarily remote, agile workforce comprised of both in-house team members and contractor/partner resources
- Directly managing select strategic accounts and executive-level client relationships to remain current on applicable technology, tactics and industry trends
- Leading the recruitment, retention, and professional development of the Email & Lifecycle Marketing team, while continuously refining the training process and materials for new hires
- Providing growth mapping, goal setting, and conducting annual performance reviews
- Coaching direct reports on foundational leadership skills, including communication, expectation setting, rapport building, and conflict resolution
- Driving the strategic use of AI and automation to improve team efficiency, quality, and speed, across campaign planning, execution, QA, analysis, and reporting
- Driving email and lifecycle marketing opportunities and solutions for clients, including CRM and CDP strategy, segmentation and personalization frameworks, LTV and retention analysis, and measurement of lifecycle performance
- Overseeing and facilitating the onboarding of new accounts supported by the Email & Lifecycle team
- Interfacing with clients to collect feedback, articulate value, present strategy, and strengthen executive-level relationships
- Identifying critical account issues and escalating them appropriately
- Accountable for the quality, innovation, and performance of all email and lifecycle marketing strategies and services delivered to clients
- Improving operational processes, workflows, QA standards, and technology stacks to drive scalability and margin efficiency
- Partnering closely with Data Strategy and Analytics teams to design and implement robust customer and audience data infrastructures that enable advanced segmentation, personalization, and first-party data activation
- Setting the strategic direction, frameworks, and standards for sophisticated, multi-channel lifecycle programs (email, SMS, push, in-app, on-site), and ensuring teams are equipped to plan, build, and optimize programs with measurable business impact
- Overseeing the development, launch, and scaling of loyalty, rewards, and referral programs, ensuring teams have the expertise, tools, and guidance to drive retention, frequency, and lifetime value
- Partnering with Sales to lead audits, develop compelling lifecycle and CRM/CDP pitch narratives, and actively contribute to winning new business and account expansion
- Owning and leading new business pitching for CRM, CDP, and lifecycle marketing engagements, with a demonstrated ability to close and expand accounts
- Reporting to SVP and other senior leadership on key performance pillars, including growth, retention, new business, and partnerships
- Partnering with internal stakeholders to share learnings and provide thought leadership on lifecycle marketing trends and best practices
- Leading lifecycle-related discussions and participating in internal or external speaking opportunitiee
### You Must Have
- 8+ years of experience in email and lifecycle marketing within an agency or client-side environment
- Minimum of 4 years prior staff management with development and mentoring experience
- Proven experience leading distributed or remote teams and managing blended resourcing models (full-time, contract, agency partners)
- Strong experience with marketing automation, CRM, and CDP strategy, including campaign orchestration, data modeling, integrations, and reporting
- Deep operational expertise across leading ESP, CRM, and CDP platforms such as Salesforce Marketing Cloud, Bloomreach, HubSpot, Klaviyo, Attentive, Braze, Iterable, Segment, mParticle, and comparable enterprise or best-in-class platforms.
- Proven experience defining, evolving, and scaling a lifecycle marketing discipline within an agency or enterprise environment, including ownership of operating models, budget planning, resourcing strategy, and long-term capability growth
- Acts as a senior escalation and decision-making resource for high-impact client or personnel situations
- A proven track record of pitching, winning, and expanding new business
- Hands-on experience planning and executing advanced lifecycle campaigns, including triggered messaging, behavioral orchestration, and personalization at scale
- Working knowledge of analytics and measurement frameworks for lifecycle performance
- Strong communication, presentation, and executive-level storytelling skills
- Excellent oral, written, and interpersonal skills, with the ability to identify and respond to situations quickly
- Bachelor’s degree
Wpromote is committed to bringing together individuals from different backgrounds and perspectives, providing employees with a safe and welcoming environment free of discrimination and harassment. We strive to create a diverse & inclusive environment where everyone can thrive, feel a sense of belonging, and do impactful work together. As an equal opportunity employer, we prohibit any unlawful discrimination against a job applicant on the basis of their race, color, religion, gender, gender identity, gender expression, sexual orientation, national origin, family or parental status, disability\*, age, veteran status, or any other status protected by the laws or regulations in the locations where we operate. We respect the laws enforced by the EEOC and are dedicated to going above and beyond in fostering diversity across our workplace.
Applicants with disabilities may be entitled to reasonable accommodation under the terms of the Americans with Disabilities Act and certain state or local laws. A reasonable accommodation is a change in the way things are normally done which will ensure an equal employment opportunity without imposing undue hardship on Wpromote.
This employer participates in E-Verify and will provide the federal government with your Form I-9 information to confirm that you are authorized to work in the U.S. If E-Verify cannot confirm that you are authorized to work, this employer is required to give you written instructions and an opportunity to contact Department of Homeland Security (DHS) or Social Security Administration (SSA) so you can begin to resolve the issue before the employer can take any action against you, including terminating your employment. Employers can only use E-Verify once you have accepted a job offer and completed the Form I-9. For more information on E Verify, or if you believe that your employer has violated its E-Verify responsibilities, please contact DHS.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
Salary Context
This $168K-$198K range is above the median for AI/ML Engineer roles in our dataset (median: $170K across 217 roles with salary data).
View full AI/ML Engineer salary data →Role Details
About This Role
AI/ML Engineers build and deploy machine learning models in production. They work across the full ML lifecycle: data pipelines, model training, evaluation, and serving infrastructure. The role has evolved significantly over the past two years. Where ML Engineers once spent most of their time on model architecture, the job now tilts heavily toward inference optimization, cost management, and integrating LLM capabilities into existing systems. Companies want engineers who can ship production systems, and the experimenter-only role is fading fast.
Day-to-day, you're writing training pipelines, debugging data quality issues, setting up evaluation frameworks, and figuring out why your model performs differently in staging than it did on your dev set. The best ML engineers are obsessive about reproducibility and measurement. They instrument everything. They know that a model is only as good as the data feeding it and the infrastructure serving it.
Across the 37,339 AI roles we're tracking, AI/ML Engineer positions make up 91% of the market. At Wpromote, LLC, this role fits into their broader AI and engineering organization.
Demand for AI/ML Engineers has been strong and consistent. Unlike some AI roles that spike with hype cycles, ML engineering is a foundational need. Every company deploying AI models needs people who can keep them running, and the gap between research prototypes and production systems keeps growing.
What the Work Looks Like
A typical week might include: debugging a data pipeline that's silently dropping 3% of training examples, running A/B tests on a new model version, writing documentation for a feature flag system that lets you roll back model deployments, and reviewing a junior engineer's PR for a new evaluation metric. Meetings tend to be cross-functional since ML touches product, engineering, and data teams.
Demand for AI/ML Engineers has been strong and consistent. Unlike some AI roles that spike with hype cycles, ML engineering is a foundational need. Every company deploying AI models needs people who can keep them running, and the gap between research prototypes and production systems keeps growing.
Skills Required
Python and PyTorch dominate the requirements. Most roles expect experience with cloud platforms (AWS, GCP, or Azure) and familiarity with ML frameworks like TensorFlow or JAX. RAG (Retrieval-Augmented Generation) has become a top-3 skill requirement as companies integrate LLMs into their products. Docker and Kubernetes show up in about a third of postings, reflecting the production focus of the role.
Beyond the core stack, employers increasingly want experience with experiment tracking tools (MLflow, Weights & Biases), feature stores, and vector databases. Fine-tuning experience is valuable but less common than you'd think from reading Twitter. Most production LLM work is RAG and prompt engineering, not fine-tuning. If you have both, you're in a strong position.
Companies that are serious about AI/ML hiring tend to post specific infrastructure details in the job description: the frameworks they use, their model serving stack, their data pipeline tools. Vague postings that just say 'ML experience required' without specifics are often companies that haven't figured out what they need yet.
Compensation Benchmarks
AI/ML Engineer roles pay a median of $154,000 based on 8,743 positions with disclosed compensation. Mid-level AI roles across all categories have a median of $147,000. This role's midpoint ($183K) sits 19% above the category median. Disclosed range: $168K to $198K.
Across all AI roles, the market median is $190,000. Top-quartile compensation starts at $244,000. The 90th percentile reaches $300,688. For comparison, the highest-paying categories include AI Engineering Manager ($293,500) and AI Safety ($274,200). By seniority level: Entry: $85,000; Mid: $147,000; Senior: $225,000; Director: $230,600; VP: $248,357.
Wpromote, LLC AI Hiring
Wpromote, LLC has 1 open AI role right now. They're hiring across AI/ML Engineer. Based in Remote, US. Compensation range: $198K - $198K.
Remote Work Context
Remote AI roles pay a median of $160,000 across 1,226 positions. About 7% of all AI roles offer remote work.
Career Path
Common paths into AI/ML Engineer roles include Data Scientist, Software Engineer, Research Engineer.
From here, career progression typically leads toward ML Architect, AI Engineering Manager, Principal ML Engineer.
The fastest path into ML engineering is through software engineering with a self-directed ML education. A CS degree helps, but production engineering skills matter more than academic credentials. Build something that works, deploy it, and measure it. That portfolio project is worth more than a Coursera certificate. For career growth, the fork comes around the senior level: go deep on technical complexity (staff/principal track) or move into managing ML teams.
What to Expect in Interviews
Expect system design questions around ML pipelines: how you'd build a training pipeline for a specific use case, handle data drift, or design A/B testing infrastructure for model deployments. Coding rounds typically involve Python, with emphasis on data manipulation (pandas, numpy) and algorithm implementation. Take-home assignments often ask you to build an end-to-end ML pipeline from raw data to deployed model.
When evaluating opportunities: Companies that are serious about AI/ML hiring tend to post specific infrastructure details in the job description: the frameworks they use, their model serving stack, their data pipeline tools. Vague postings that just say 'ML experience required' without specifics are often companies that haven't figured out what they need yet.
AI Hiring Overview
The AI job market has 37,339 open positions tracked in our dataset. By seniority: 3,672 entry-level, 23,272 mid-level, 7,048 senior, and 3,347 leadership roles (Director, VP, C-Level). Remote roles make up 7% of the market (2,732 positions). The remaining 34,484 roles require on-site or hybrid attendance.
The market median for AI roles is $190,000. Top-quartile compensation starts at $244,000. The 90th percentile reaches $300,688. Highest-paying categories: AI Engineering Manager ($293,500 median, 21 roles); AI Safety ($274,200 median, 24 roles); Research Engineer ($260,000 median, 264 roles).
Demand for AI/ML Engineers has been strong and consistent. Unlike some AI roles that spike with hype cycles, ML engineering is a foundational need. Every company deploying AI models needs people who can keep them running, and the gap between research prototypes and production systems keeps growing.
The AI Job Market Today
The AI job market spans 37,339 open positions across 15 role categories. The largest categories by volume: AI/ML Engineer (33,926), AI Software Engineer (823), AI Product Manager (805). These three account for the majority of open positions, though smaller categories often have higher per-role compensation because of specialized skill requirements.
The seniority mix tells a story about where AI teams are in their maturity. Entry-level roles (3,672) are outnumbered by mid-level (23,272) and senior (7,048) positions, reflecting that most companies are past the 'build a team from scratch' phase and need experienced engineers who can ship production systems. Leadership roles (Director, VP, C-Level) total 3,347 positions, representing the bottleneck between technical execution and organizational strategy.
Remote work availability sits at 7% of all AI roles (2,732 positions), with 34,484 requiring on-site or hybrid attendance. The remote share has stabilized after the post-pandemic correction. Senior and specialized roles (Research Scientist, ML Architect) are more likely to be remote-eligible than entry-level positions, partly because experienced hires have more negotiating power and partly because these roles require less hands-on mentorship.
AI compensation is structured in clear tiers. The market median sits at $190,000. Top-quartile roles start at $244,000, and the 90th percentile reaches $300,688. These figures include base salary with disclosed compensation. Total compensation (including equity, bonuses, and sign-on) runs 20-40% higher at companies that offer those components.
Category matters for compensation. AI Engineering Manager roles lead at $293,500 median, while Prompt Engineer roles sit at $145,600. The spread between highest and lowest-paying categories reflects the premium on specialized technical skills versus broader analytical roles.
The most in-demand skills across all AI postings: Rag (23,721 postings), Aws (12,486 postings), Rust (10,785 postings), Python (5,564 postings), Azure (3,616 postings), Gcp (3,032 postings), Prompt Engineering (2,112 postings), Kubernetes (1,713 postings). Python dominates, appearing in the vast majority of role descriptions regardless of category. Cloud platform experience (AWS, GCP, Azure) is the second most common requirement. The newer entrants to the top skills list (RAG, vector databases, LLM APIs) reflect the shift from traditional ML toward generative AI applications.
Frequently Asked Questions
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