⭐ Role Overview

We are looking for a Director of Retention & Monetization reporting directly to the Chief Growth Officer.

You will lead the strategic direction for our Activation and CRM squads, while directly building and managing the Retention & Monetization Squad from the ground up. This is a unique “Player-Coach” hybrid: you are a people leader setting the standard for your teams, but you are also an individual contributor, architecting and shipping our monetization experimentation roadmap.

Our goal is to build a Retention Engine that thinks for itself. You aren’t just sending emails; you are building the infrastructure that identifies at-risk signals, triggers autonomous interventions, and scales pricing experiments at 10x the current industry velocity.

• Architect a “Systems-First” Retention Model: Move Lodgify from reactive saves to proactive, behavioral interventions. You will define the data signals that matter and build the infrastructure (HubSpot, Braze, or equivalent) to trigger event-based actions, not just time-based sequences.

• Own the Monetization Roadmap (Hands-on): You will personally design, run, and analyze pricing and packaging experiments. You aren’t overseeing this from a distance; you are in the data, building the hypotheses, and reporting commercial read-outs directly to the CGO and CFO.

• Drive AI-Native Execution: You reach for AI first. Whether it’s building a custom churn-prediction agent, automating segmentation, or using LLMs to personalize re-engagement at scale, you will lead the GTM organization’s AI transformation from within your function.

• Bridge the Data Gap: Partner with Engineering and Data to instrument product events that turn “user behavior” into “actionable growth signals.” You’ll ensure our stack has zero “coordination tax” and maximum experimentation speed.

• Scale the Growth DNA: Elevate the Activation and CRM leads (Anabel and Alba) by setting a world-class standard for experimentation quality, statistical literacy, and delivery velocity.

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• The Experience: 8–12 years in Growth, Lifecycle, or Retention within B2B SaaS. You’ve built a lifecycle system from scratch, not just managed an existing one.

• The “Builder” Mindset: Your default mode is to build a prototype, not a slide deck. You get frustrated by slow feedback loops and use AI tools (n8n, Zapier, Claude, etc.) to break them.

• Hard Requirement: You haven’t just “used” AI; you have shipped an AI-native automation or workflow that is currently in production.

• Monetization Fluency: You understand value metrics, tier design, and willingness-to-pay research. You can talk NRR and LTV with a CFO, and “API architecture” with a CTO.

• Technical Stack: Expertise in CRM orchestration (HubSpot/Braze), product analytics (Amplitude/Mixpanel), and SQL. You pull your own data; you don’t wait for a ticket.

• Statistical Rigor: You understand ICE prioritization, cohort analysis, and statistical significance. You know when a result is a signal and when it’s just noise.

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• Month 1 — Audit & Ship: Complete a full CRM debt audit and ship your first monetization experiment. Deliver one tangible AI automation into the hands of your team.

• Month 3 — Compound: Live behavioral segmentation is active. Your first AI agent is in production. You’ve delivered a concrete recommendation on team structure and talent gaps to the CGO.

• Month 6 — The Engine is Humming: Experimentation velocity has tripled. Retention, CRM, and Monetization are a single integrated system where signals in one automatically inform the others. NRR is measurably improving.

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• The Player-Coach Paradox: You must lead two squads while simultaneously acting as the IC lead for monetization. You aren’t just a manager; you are a builder.

• High-Volume, Low-ACV: With ~1,000 new customers a month, you can’t “white glove” your way to retention. This is a systems and architecture problem that requires scale-thinking.

• No Playbook: We are defining what an AI-native growth org looks like. You’ll be building the plane while flying it, often influencing cross-functional teams (Product/Data) without direct authority.

• The Clock is Running: We are at a critical scaling inflection point. The decisions you make on pricing and retention in the next 12 months will define the company’s trajectory for the next 5 years.

Why you’ll love us:

You’ll be part of a growing, dynamic company with a truly international team. Here, we are full of contagious energy, hard work, and passion for what we do. We celebrate diversity and are proud to acknowledge a variety of backgrounds, perspectives and skills in our team; committed to creating a workplace where everyone is heard and feels a sense of belonging.

What’s in it for you?*

🏠 Remote Flexibility: The freedom to work from home any day that works for you.

🌴 Time to Recharge: 25 working days of paid vacation and Jornada Intensiva in August..

💊 Alan Health Insurance: Premium health, dental, and mental health support via Alan. Pre-existing conditions are covered.

😋 Meal Perk:€150/month allowance on your Alan card + 50% off Ametller Origen prepared dishes at the office.

💸 Tax-Free Savings: Increase your take-home pay by using Flexible Remuneration for extra meal costs (up to €70/mo) and public transport (up to €136/mo).

🖥️ Home Office Gear: We provide a table, ergonomic chair, and monitor for your home setup.

🇪🇸 Language Learning: Free Spanish classes.

🤑 Referrals: Cash rewards for bringing in new talent.

🌟 Social Life: Daily office breakfast and monthly team events

🎯 Dynamic Hub: A high-energy, inclusive environment designed for collaboration and connection with a team that represents over 60 countries.

*Benefits offered may differ based on the type of contract that is issued.