Social Media Engagement Assistant

About the Role
The Venue Playbook is a new education brand for wedding and event venue owners — templates, coaching, and courses built from real, working venue operations. We're launching the Instagram account from zero followers and need someone to handle the research and groundwork side of organic growth: finding the right people to connect with, and flagging where genuine engagement should happen — not writing or posting as the brand. The founder's own voice stays the founder's; this role finds the door, she walks through it.

This role starts scoped to Phase 1 only: engagement and research. It is not a content, copywriting, or community-management role at this stage. As the business grows, there's a defined Phase 2 this role can expand into — see Growth Path below. We're hiring with that trajectory in mind, but the day-to-day work starts, and stays, exactly as scoped in Phase 1 until the business is ready to expand it.
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Daily Tasks — Phase 1 Scope
Each day, you'll build a shortlist of accounts and posts across a defined set of wedding-venue-industry hashtags and accounts, sorted into four action types:
1. Follow — accounts you've identified as real venue owners, coaches, or industry educators worth following. You can action these directly (no approval needed).
2. Like — posts worth liking to build presence in the niche. Also actionable directly.
3. Comment here — posts where a genuine, specific comment from the founder would land well. For each one, you'll flag why it's worth a comment in one line (e.g., "she's asking about deposit policies — founder has real experience here" or "new owner venting about vendor insurance, similar to an early struggle of ours"). You do not write or post the comment — you hand off the post and the reasoning, the founder writes the actual words.
4. Story-worthy — content worth reacting to or resharing in Stories, flagged the same way.

Deliverable: a short daily list (roughly 15–20 items total across all four categories) delivered by a set time each day, so the founder can move through it in 10–15 minutes rather than scrolling herself.

What makes something worth flagging (your judgment matters here):
• Real venue owners posting about their own operations — policies, wins, struggles — not couples' personal wedding accounts or adjacent vendors (photographers, florists, DJs).
• Posts with an actual hook to respond to — a question, an opinion, a pain point — not just a pretty photo with nothing to say.
• Active, recently-posted content from real accounts, not stale posts or engagement-pod content.
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Hours & Schedule
Part-time to start: roughly 1.5–2 hours/day, 5 days a week (~8–10 hours/week). This can flex — if research on a given day turns up less, it doesn't need to be padded to fill time; if the niche is especially active, a bit more time finding quality over quantity is fine.

Timing is flexible day-to-day, but the daily list needs to land consistently at a set time each day so the founder can act on it before her own day fills up. Exact handoff time to be agreed during onboarding, ideally something that overlaps reasonably with US working hours for quick questions.
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Access & Tools
• Access will be granted through Meta Business Suite as a collaborator with content/engagement permissions — never a shared password. This can be revoked cleanly if needed and keeps account security intact.
• Daily lists delivered via shared Google Sheet.
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Who Fits This Role
The founder's working style is high Dominance (40%) and high Compliance (36%), with low Influence (6%) and low Steadiness (18%) — direct, fast-moving, and detail-driven, with clear expectations and not much appetite for back-and-forth or reassurance-seeking. Practically, that means:
• Communicate in short, direct updates. Skip the preamble — lead with the list, the number, the flag. Long explanations or check-in questions where the answer is obvious will slow things down more than help.
• Work independently once the format is set. This role doesn't come with much day-to-day hand-holding — the founder will set clear expectations up front and expect consistent execution against them, not frequent clarification requests.
• Take direct feedback in stride. Feedback will likely be brief and to the point, not softened — the right person reads that as efficient, not personal.
• Bring the relational instinct the role needs, since the founder's own style is low on it. The actual task — sensing which post has a genuine, human moment worth commenting on — leans on social/relational read that isn't the founder's natural strength. A candidate with a warmer, more people-attuned style (even if the founder herself isn't) will likely spot better opportunities than someone purely mechanical about it.
• Steady, consistent follow-through matters more than charisma. The daily list needs to show up the same way, every day, without needing to be chased — reliability reads better here than personality.

In short: someone comfortable being told plainly what's needed and trusted to just do it — but who personally reads social nuance well, since that's the gap this role is filling.
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Compensation & Structure
• Starting rate: $8.00–$8.50 USD/hour, based on experience.
• Pay schedule: Bi-weekly.
o Work from the 1st–15th is paid on the 20th.
o Work from the 16th–30th/31st is paid on the 5th.
• Rate review: After an initial 60–90 day period, rate will be revisited based on performance and consistency. Room to grow for a candidate who proves out.
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Growth Path — Phase 2 (Future, Not Immediate)
This role is scoped narrowly on purpose while the business is pre-launch. Phase 1 (engagement and research) is the entire job to start — there's no assumption the role quietly grows on its own. Expansion happens deliberately, once the business is ready for it, likely triggered by things like a growing follower base, launch of the course/coaching products, or simply the founder having validated the working relationship and wanting to hand off more.

When that point comes, Phase 2 could include:
• Scheduling and posting the content calendar
• Basic engagement reporting (what's working, follower growth trends)
• Eventually, more day-to-day social media management

Candidates interested in growing with the business over time are especially welcome — but should come in expecting Phase 1 as the real, ongoing scope, not a trial period for something bigger.