Senior Organic Search Lead

Everything an Organic Search Lead does, held consistently across more accounts and more people on both sides. You lead a pod, a small delivery team working across a shared set of accounts, and hold its delivery standards independently. Formal performance processes sit with the Manager; you run the structured development conversations that feed them. You are accountable for the portfolio of client accounts your pod manages, rather than running each account yourself. You develop expertise in integrated organic search across the pod, so quality does not depend on you.

EquivalentSenior Organic Search Strategist

How this role differs

You become the final review for deliverable quality, and your people responsibilities shift from in-the-moment work notes to structured development conversations.

The Senior Lead resolves the resourcing clashes between two teams and develops people across both. The Senior Organic Search Strategist decides where budget should sit between disciplines and carries the reasoning.

Roles and responsibilities

Hold integrated delivery across several accounts, through the people delivering both disciplines.
Resource across two teams against one plan, and resolve the clashes before they reach a client.
Monitor client hours against deliverables and results, identifying ways to improve efficiency, profitability and campaign success.
Get ahead of the points where the workstreams will collide, rather than reporting them afterwards.
Develop people on each side into understanding the other.
Hold the client conversation when one discipline has underdelivered and the other has not.
Propose a new strategy when results are not coming through, explaining the reasoning clearly to build client trust and confidence in the next steps.
Own a pod end to end (its plan, its quality bar and its output) without a senior signing off routine work.
Working towards accountability for a portfolio of a minimum of 6 client accounts (or £20k MRR) managed by your pod.
Support the Manager with line management for the pod: run regular one-to-ones, set objectives and feed evidence into mid-year and annual reviews.
Raise early performance concerns with the Manager, and support them through probation reviews and career progression conversations.
Be the escalation point for the pod's clients on delivery issues, taking these off the Manager's desk.
Build a development plan with each person in the pod, naming the two or three skills that will move them to the next level and the training opportunities that will get them there.
Own onboarding and the first 90 days for new joiners into the pod.