Head of Acquisition

MyDermaDream; Sweden; On-site; SEK 1,685,000 - 2,279,000; Full time

Benefits offered by this job

Equity options after 2 years

Uncapped bonuses

Dedicated mentors for you and your div

Industry events 2–4 per year

Job summary

My Derma Dream is seeking a Head of Paid Media to own and scale the paid media engine across Meta, Google, AppLovin, Native, Amazon and more. You will build the team, systems and accountability to drive exponential growth, improve LTV/CAC, and manage a high-velocity, high-output marketing operation in a fast-paced DTC environment.

Based in Sweden, the role demands relentless execution, mentorship, and alignment with company values to achieve ambitious 2027 revenue goals.

Responsibilities

• Increase the throughput and success of the paid acquisition engine across internal media buying, agencies, Google, Amazon, AppLovin and Native, while partnering with Creative, Product and CRO to unlock more scalable offers and funnels.
• Learn the current “goals” of the marketing organization
• Guarantee that the leaders are all in sync as to the change-log & hypothesis testing that has taken & takes place in the respective departments with the aim of achieving the Acquisition Division & MDD’s goals
• Develop the departmental leaders in their abilities, management skills & leadership qualities
• Constantly be in & organize the joint search & identification for the true bottlenecks in the processes that achieve the goals of the org, question every step and apply the Theory of Constraints & “The Algorithm” by Elon Musk in solving the problems with your team.
• Network with founders & marketing executives on a daily basis in order to build & grow your personal network with the aim of having a broad, wise & deep understanding of the challenges of your division, your team & the company/
• Design comp structures & incentive plans that rally the teams to perform at their best
• Hold leaders accountable
• “Sleep on the factory floor” and have no limit to the depth of understanding you are willing to attain when working on the biggest bottleneck
• Be an example to others
• Host divisional mentorship calls with your team & a divisional mentor on a weekly basis
• Identify & Recruit skill-based mentors for your departmental leaders to be in constant learning mode
• Take feedback from people below, next to, far from & above you in the org chart & implement quickly
• Give feedback to people below, next to, far from & above you in the org chart & demand higher standards
• Speak candidly about what you see go right / wrong in the organization
• Constantly seek to increase your leverage over the organization so you can get more done in less time so you can move to higher-leverage work
• Be a cultural guardian & cheerleader of our values (Big Dreams, Speed, Aggression, Leadership, Mentorship, Intellectual Honesty, Diligence, Discipline, Growth)
• Report on your divisional progress to the other senior leaders
• Question & hold the other senior leaders in the company accountable, including the CEO
• Develop excellent relationship with people in the company
• Increase the standards with every subsequent person you hire & add to the team
• Fire based on lack of performance & cultural standards
• Help your leaders craft & draft the dashboard mock-ups that deliver the right insights to show critical steps in achieving their goal and speed up time to understanding
• Give feedback to your leaders about their ability to communicate the progress & narrative of their department in an accurate and helpful way to you & the rest of the organization
• Constantly research & find opportunities to improve our LTV/CAC ratio
• Create a culture of creative & operational excellence in your division
• Be positive, critical & optimistic all at the same time without sacrificing either of the three
• Build forecasting models from the ground up with high levels of complexity & future-forward accuracy
• Design, maintain & optimize the meeting rhythms of the acquisition org with the aim of increasing leverage & improving time efficiency

Job description

Are you a maniacal missionary who wants nothing more than to prove they can scale a DTC Brand to $1BN in profitable revenue in their lifetime?

Are you a leader who looks at teams, people & problems with a leadership bias and understands that next to the numbers, there is the development of people that is needed to achieve our scaling goals?

Are you looking for a company that uses the scientific method & theory of constraints combined with a relentless push for growth to do what has never been done before?

We are My Derma Dream! An almost 9-figure company looking to 10X to $1BN over the coming 12-18 months by expanding our LTV to CAC from 1.6 to 6X and dominating the mid-high ticket anti‑aging space with our unique offerings of devices, topicals & programs.

We are looking for a Head of Paid Media who is willing to put maximum effort in to achieving their goals (doing what has never been done before) in our company, where we value big dreams, mentorship, speed, aggression, intellectual honesty & unapologetic alignment.

Our paid media engine spans Meta, Google, AppLovin, Native, Amazon and external agency partners. Today, much of that performance ownership still sits with the CEO. This role exists to take ownership of that function and build the team, systems and accountability required to scale it.

If you have personally scaled significant advertising budgets inside a high-growth DTC or Direct Response business...

If you can challenge Media Buyers and agencies at an expert level, diagnose what is working, what is failing and where the next breakthrough will come from...

If you want ownership of a Paid Media operation where the expectation is not incremental improvement, but exponential growth…

Results:

• Achieve $1BN in profitable revenue in 2027 (10% EBITDA)
• Scaled to $250M in the past
• Increase LTV from 1.6 to 6X (in partnership with sales)
• Increase our Day 1 LTV/CAC to from 0.8 to 1.5 (Day 2 cash flow positive)
• Build a paid media engine that enables us to scale 5 hero products profitably, up from 2 today.
• Develop a repeatable paid media Winter Growth Strategy that enables Q1 acquisition revenue to exceed Q4 year after year.
• Develop a repeatable paid media Summer Growth Strategy that enables Q3 acquisition revenue to exceed Q2 year after year.
• Add new paid acquisition channel category: Native Ads (Taboola, Outbrain, MGID, News Break)
• Implement Multi-Touch Attribution & Mixed Marketing Modeling

Responsibilities:

• Increase the throughput and success of the paid acquisition engine across internal media buying, agencies, Google, Amazon, AppLovin and Native, while partnering with Creative, Product and CRO to unlock more scalable offers and funnels.
• Learn the current “goals” of the marketing organization
• Guarantee that the leaders are all in sync as to the change-log & hypothesis testing that has taken & takes place in the respective departments with the aim of achieving the Acquisition Division & MDD’s goals
• Develop the departmental leaders in their abilities, management skills & leadership qualities
• Constantly be in & organize the joint search & identification for the true bottlenecks in the processes that achieve the goals of the org, question every step and apply the Theory of Constraints & “The Algorithm” by Elon Musk in solving the problems with your team.
• Network with founders & marketing executives on a daily basis in order to build & grow your personal network with the aim of having a broad, wise & deep understanding of the challenges of your division, your team & the company/
• Design comp structures & incentive plans that rally the teams to perform at their best
• Hold leaders accountable
• “Sleep on the factory floor” and have no limit to the depth of understanding you are willing to attain when working on the biggest bottleneck
• Be an example to others
• Host divisional mentorship calls with your team & a divisional mentor on a weekly basis
• Identify & Recruit skill-based mentors for your departmental leaders to be in constant learning mode
• Take feedback from people below, next to, far from & above you in the org chart & implement quickly
• Give feedback to people below, next to, far from & above you in the org chart & demand higher standards
• Speak candidly about what you see go right / wrong in the organization
• Constantly seek to increase your leverage over the organization so you can get more done in less time so you can move to higher-leverage work
• Be a cultural guardian & cheerleader of our values (Big Dreams, Speed, Aggression, Leadership, Mentorship, Intellectual Honesty, Diligence, Discipline, Growth)
• Report on your divisional progress to the other senior leaders
• Question & hold the other senior leaders in the company accountable, including the CEO
• Develop excellent relationship with people in the company
• Increase the standards with every subsequent person you hire & add to the team
• Fire based on lack of performance & cultural standards
• Help your leaders craft & draft the dashboard mock-ups that deliver the right insights to show critical steps in achieving their goal and speed up time to understanding
• Give feedback to your leaders about their ability to communicate the progress & narrative of their department in an accurate and helpful way to you & the rest of the organization
• Constantly research & find opportunities to improve our LTV/CAC ratio
• Create a culture of creative & operational excellence in your division
• Be positive, critical & optimistic all at the same time without sacrificing either of the three
• Build forecasting models from the ground up with high levels of complexity & future-forward accuracy
• Design, maintain & optimize the meeting rhythms of the acquisition org with the aim of increasing leverage & improving time efficiency

Direct Reports:

• Facebook Media buyer
• Affiliate Manager
• Head of Amazon
• Head of Email
• Head of Google
• Head of ECOM Tech (Web Dev, Infra & Tools)
• HIRE: Head of Conversion Rate Optimization (Future)

Co‑Senior Leaders:

• CEO (Reporting into)
• COO / President
• Director of Sales
• Director of Leadership Development
• Director of Data, Analytics & Technology

Requirements:

• Work 10 hours / day, 6 days a week
• Read a book every 2 weeks with the company (6-week cycle: 1. Departmental Expertise, 2. Leadership, 3. Personal Development)
• Come in & create a 30-60-90d plan in your first week & review every month
• Host A Departmental book meeting with your division every 6 weeks (week in the cycle above)
• Attend 4x Quarterly Leadership Off‑sites (international locations)
• Leverage AI to increase intelligence in decision making
• Leverage AI to automate PROVEN activities (we are not hiring Claude, we are hiring you)
• Role & Expectations get reviewed every 90 days

Needed Wants:

• Have a core desire to achieve (a) personal BHAG(s) that align with the BHAGs of the organization, the role & the team you are stepping into
• Leverage AI to increase intelligence in decision making
• Leverage AI to automate PROVEN activities (don’t automate unproven ideas)

Needed Not-wants:

• Not a salary-motivated person, but motivated by uncapped upside
• Not use AI to think for you (we are not hiring Claude, we are hiring you)

Reward:

• $200K / Year
• Uncapped bonuses (ability to make $1M / year)
• Equity options after 2 years
• Dedicated Divisional Mentor for you & your Team
• Dedicated Personal Skill Mentor for you
• Dedicated Leadership mentor for you
• 2-4 Industry events / year
• Working in a company with a company that aligns with your values and actively seeks to prune grumblers
• The ride of a lifetime