Director of Content at Rankings.io

You lead the content team at Rankings.io and own the system that produces accurate, compliant, on-brand, high-performing legal content at scale. You build, coach, and develop the content managers and writers, set the standard for what good looks like, and create a culture where people do their best work and own their results. You own the editorial quality system and the final escalation path — ensuring the team has the standards, training, workflows, and accountability to produce excellent work consistently, without quality depending on you personally catching every issue. You don’t set content strategy or decide what gets written; you make sure the team that writes it is strong, and that what it produces performs and is right for the client every time.

This is not a fit for someone who wants to personally write most of the content, operate primarily as an SEO strategist, or be the only person capable of catching quality issues. This role is for someone who builds the team, systems, and standards that make quality repeatable.

What You Own

• The content team — the content managers and writers, including the EEAT Content Manager. Their performance, growth, and consistent output against standard are yours.
• Team development — coaching writers, editors, and managers, building their skills, and growing the next layer of editorial leadership so the team gets stronger over time.
• People management rhythms — regular 1:1s, direct feedback, performance management when needed, hiring support, onboarding, role clarity, and growth paths for the content team.
• Team culture and morale — a healthy, accountable, high-standard environment where people issues get surfaced and resolved at your level, not escalated upward.
• The editorial quality system — the standards, workflows, training, and accountability that produce clean, consistent execution across every page type, so quality doesn’t depend on you personally reviewing everything.
• Content accuracy and compliance — correct brand names every time, accurate client-specific information on every page, adherence to legal marketing and advertising laws, and legal information that is relevant and correct for the client’s practice area and jurisdiction.
• Brand fidelity — every piece matches the client’s tone, voice, and brand before it leaves the building.
• Content effectiveness — that what we publish performs in both traditional organic search and AI-driven search, and follows SEO best practices.
• The content standards and SOPs that govern how the team writes, edits, and reviews — kept current as the landscape shifts.

Your Number

Primary: Content quality and execution health — first-pass QA rate, post-publish error rate (wrong or missing brand names, incorrect client-specific information, legal-marketing or legal-accuracy issues), brand and compliance accuracy, and consistency against documented standards. This is what the role directly controls.

Supporting: Content performance vs. roadmap targets — the share of published content that achieves its intended SEO/visibility outcome (ranking movement, qualified organic traffic, AI-search citation) within the expected window. The content still has to perform; this keeps that outcome in view without over-indexing the role on strategy it doesn’t own. Target benchmarks to be confirmed with the Senior Director of SEO.

How You Do The Job

First, you lead people. You run a team of content managers and writers — you coach them, develop them, hold them to a standard, and handle the performance and culture work that comes with that. When something on the team is off, you identify it early, address it directly, and bring it to resolution at the appropriate level before it becomes a recurring escalation. You build the kind of environment where good people stay and grow, and you grow the next layer of leadership underneath you.

Second, you own the quality system. Rather than personally catching every issue, you build the standards, workflows, training, and accountability that let the team produce excellent, accurate, on-brand, compliant work consistently — and you serve as the final escalation path when something genuinely needs your judgment. Strategy decides what gets written; you make sure the team executes that intent at a high editorial, brand, accuracy, and compliance standard. You partner closely with SEO strategy leadership to understand the intent behind each roadmap, then ensure the content team delivers on it.

You work primarily in

• Claude — your primary work surface for editorial judgment, quality governance, and accuracy and compliance review.
• ClickUp — where content work and team tasks live; you direct, review, and manage your team through it rather than chasing status manually.
• Notion — the doctrine library where content SOPs and standards are documented and kept current.
• Ahrefs — to ground content performance review in real data.

You know SEO well enough to hold content to best practice, and you know legal marketing and advertising rules well enough to catch what a writer or strategist would miss. But your edge is editorial leadership and judgment — building a team that produces excellent, compliant, on-brand work — not executing SEO tactics yourself.

AI-Native Requirements

• Owns the quality bar for what AI ships — governs the output of the article-drafting and content-qa skills, routing clean passes efficiently and personally governing the escalation and writer-feedback loop where AI surfaces problems.
• Uses AI to enforce accuracy and compliance at scale — directs Claude to check for missing or incorrect brand names, client-specific detail errors, and legal-marketing red flags rather than relying solely on manual line-by-line review.
• Uses Claude to surface quality patterns and recurring error types across the portfolio before doing manual analysis.
• Directs Claude via ClickUp and Ahrefs to pull client data, brand details, and ranking signals without manual copy-paste.
• Flags recurring content-workflow and QA bottlenecks to AI Ops for automation rather than absorbing manual workarounds — and contributes to the content and QA skills the team relies on.
• Treats content built to perform in AI-driven search as a standard expectation, not an experiment — and makes sure the team knows how to meet it.

Success Looks Like

• At 6 months: The content team operates against a documented, current standard, and post-publish accuracy and compliance errors — wrong brand names, incorrect client detail, legal-marketing issues — have dropped to near zero.
• At 6 months: Team-level people and performance issues are being surfaced and resolved at your level. They have stopped landing on the Senior Director’s desk.
• At 12 months: Has developed the content managers and writers measurably — stronger output, clearer ownership, and at least one person grown into more responsibility.
• At 12 months: Has built a team culture where the bar is self-sustaining — quality, accuracy, and brand fidelity no longer depend on you catching everything personally.
• At 12 months: Client content is demonstrably performing in both organic and AI-driven search, with the team producing it consistently and on standard.

Requirements

• Proven people leadership — you have built, coached, and developed a content or editorial team, managed performance directly, and owned the culture of a group, not just produced strong work yourself.
• Strong editorial command — you set a clear quality standard and hold a team accountable to it, across tone, accuracy, and brand.
• Working knowledge of SEO and of legal marketing and advertising rules — enough to hold content to best practice and catch compliance and legal-accuracy issues a writer or strategist would miss.
• Holds a high personal bar and refuses to let content go out merely adequate, off-brand, or unverified — and expects the same from the team, even under deadline pressure.
• Bias toward action and follow-through — owns outcomes and team issues alike, moves decisions forward, and doesn’t wait to be chased.
• Embraces and drives change — acts through ambiguity rather than waiting for perfect conditions, and brings the team with them through it.
• Fluent and eager with AI tooling — sees automation as how the team operationalizes speed and quality at scale, and actively pushes the work in that direction.

Benefits

• Starting Salary of $90,000; with compensation commensurate with experience
• Fully Remote
• Unlimited PTO
• $100 Wellness Reimbursement Program
• Quarterly training stipend for Professional Development
• 401(k) with 3% Employer match (Safe Harbor)
• 100% Employer-Paid Health Insurance

What to Expect in the Interview Process

• Human Resume Review: Your resume will be reviewed by our Talent Acquisition team: Real people, not AI.
• One-Way Video Interview: Selected candidates will be sent a link to complete a one-way video interview. Please plan to record in your typical work-from-home environment, ensuring it is well-lit and free of distractions.
• Introductory Zoom Interview: Candidates who move forward will meet with the Hiring Manager(s) for a live Zoom interview to discuss experience, role expectations, and team fit.
• Leadership Interview: Candidates advancing to the next stage will participate in a Zoom interview with our SVP of Digital Performance and Chief Operating Officer.
• Executive Interview: Finalists will meet with our CEO or President for a final Zoom interview to discuss leadership philosophy, organizational impact, and long-term alignment with our vision and culture.