Client Partner Director

  • New York, NY
  • |
  • Job ID #10194


A fast-growing, exciting start-up company in the creative advertising technology space focused on Social Media and Advanced TV advertising, is looking for a talented and experienced Client Partner Director.

As a Client Partner Director, you will drive the growth and adoption of solutions for one of the major Ad Agency Holding Companies and its Partner Agencies. To be successful, you must have excellent communication skills, a consultative approach, and experience in dealing with C-Level agencies and advertisers. It is also essential to be able to establish trust with senior stakeholders. Strong knowledge of the programmatic, social, or retail media is required. Candidates will be self-motivated, happy to work autonomously, and highly goal-oriented to contribute to ambitious growth plans.


  • Develop and execute a customer-led strategy for growth for the assigned Holding Company and its agencies at a global level
  • Build and manage a detailed engagement strategy for senior executives within the Holding Company and Agency Operating companies
  • Develop commercial structures to create incremental opportunities for growth across traded, Programmatic and social products
  • Set clear performance goals and KPIs for agencies to achieve and monitor their progress regularly
  • Analyze agency performance data and provide feedback to drive improvements and optimize results
  • Lead education and enablement of all key agency functions
  • Identify opportunities for agency collaboration around large-scale creative solutions – including proactive engagement with creative agencies
  • Collaborate with Holding Company to develop and execute go-to-market plans through joint PR, marketing, co-selling, and materials to hit revenue goals
  • Grow (Upsell/Cross-sell) revenue from an existing book of client accounts active within the Holding Company relationship
  • Serve as the senior lead on existing accounts assigned to you within the Holding Company
  • Provide accurate and regular revenue forecasts for existing accounts and prospective accounts
  • Lead the risk assessment and mitigation of that risk to maintain a healthy relationship with not only the Holding Company but all the book of existing accounts assigned to you
  • Collaborate with Sales organization and CX (Existing Clients) to drive growth


  • B2B sales experience; recent Agency relationships a must. Strong preference for those coming directly from an Agency or Holding Company
  • Experience successfully engaging and negotiating at C-Level within Agencies and Agency groups
  • Experience working with Fortune 500 advertisers, Agencies, and Clients
  • Knowledge of DCO, Smart Ad Serving, Programmatic, Social Media or Retail Media, Data, SAAS, or Insights/Analytics is beneficial



    Required Notification:  Certain states require that job postings indicate a minimum and maximum base salary in an effort to not discriminate – a very worthwhile purpose that Media Recruiting Group supports. MRG’s practices are and have always been non-discriminatory, and jobs are open to all candidates with respect to race, color, religion, national origin, military status, sexual orientation, sex/gender, age, national origin, disability, etc.  That said, companies require that we supply them with candidates with very specific experience, and the commensurate compensation for every job varies.  It is a function of a person’s years of experience, type of experience, skills, knowledge of certain computer programs, etc.  And every job may have a unique requirement.  And every job could come in higher or lower than the range we are given.   We do not control the upper and lower ranges for our clients, so we make a best efforts attempt to include information requested by said states.  In the case of sales people, most time it is also a function of their contacts.  If the job is an analyst, analytical skills and experience matter.  Etc.  This makes stating a reasonable minimum and maximum challenging absent all of this information about a given candidate.  Companies also have other elements of compensation, including but not limited to, commission, bonus, equity, profit sharing, varying levels of healthcare coverage and how much a person would have to contribute to the premium, various perks like continuing education, commuter reimbursement, phone reimbursement, etc. – not included in “salary” as the law states.  Thus, know that anything we note in a salary range does NOT include such other compensation elements.  And, as recruiters, we don’t know what all of those elements are, as we are recruiting for a company, not for ourselves, and they do not brief us as to each benefit.  We are a 3rd party and can only estimate to the best of our knowledge, and thus offer the minimum and maximum salary MRG in good faith believes at the time of the posting the client is willing to pay for the advertised job.

    Qualified by all of the above, for this job with requisite/required  years of the required experience and skills, the minimum and maximum salary is approximated at $100k and $200k respectfully, exclusive of commission, bonus, equity, profit sharing, any element of healthcare coverage, any reference to how much a person would have to contribute to the premium of a healthcare plan, any perks, or other forms of compensation.  Fewer years of experience could bring the base salary lower, and more experience could bring the base salary higher, if the company is willing to increase their salary bands.