Director Market Success

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Full Time Destin, FL, US

6 days ago Requisition

Salary Range: $ To $ Annually

Job Title:
East Coast Director, Market Success

Work Type:
Full-time

Work Environment:
This is an in-market role requiring a consistent on-site presence across assigned properties/regions, with up to 50% travel and limited (up to 20%) remote flexibility for administrative work.

Compensation: $115,000 - $130,000 annual salary; bonus eligibile

This role provides in-market coverage across the following East Coast communities:

Avari was built to raise the standard of vacation rental management, and we're looking for people who want to help build what's next. Join a growing organization where your ideas matter, your work has an impact, and you have the opportunity to grow alongside the business. Avari East Coast portfolio manages 3,452 units across 12 markets in Florida and Alabama. The company is a year into standing itself up after carving out from a national operator.

Market Success exists to make every market run to the same standard by auditing how markets operate, building standards flexible enough to work across twelve different places, and putting real numbers in front of the people running them. This role carries that work on the Gulf Coast. It's a hands-on, in-market seat supporting the field on initiatives already underway: linen and terry, lock provider transition, shoulder season programs, owner loyalty and direct access, and the reporting that tells a market how it's performing.

• Market audits and scorecards:
  Build and run a repeatable assessment of how each market operates. Where a market has solved something well, carry it to the others.
• Standards and enablement:
  Turn what works into something teachable, in partnership with Training and Enablement. Twelve markets should not run twelve models.
• Performance reporting to the field:
  Work with Finance and Business Intelligence to put market-level numbers in front of field leadership, and help them use those numbers rather than just receive them.
• Program delivery:
  Carry company initiatives into the markets and make them land — linen and terry, locks, logistics and dispatch, shoulder season, owner loyalty.
• Owner retention support:
  Support the field on at-risk and high-value owner relationships, alongside the owner loyalty and direct access programs.
• Field advocacy:
  Bring what the markets need back to the support functions. This seat is a resource to the field, not a check on it.

• Month 1:
  On the ground in all 12 Gulf Coast markets, with time in the field with the teams rather than in a conference room. Support the peak-to-shoulder transition: coverage, hours, seasonal staffing.
• Months 1-2:
  Market audit built and run across the portfolio, producing a written read on each market — what's working, where the constraints are, and what needs support.
• Month 2:
  Baselines established with Finance and Business Intelligence covering owner churn, survey results, year-over-year revenue, and unit ratios.
• Months 2-3:
  First market-level performance packs delivered to the field and walked through in person. Market input gathered for the 2027 budget build.
• Month 3:
  Scorecard running on a regular cadence, a support plan per market agreed with market leadership, and program delivery underway on linen and terry, locks, and logistics coordination

• Measured against a baseline established in your first quarter:
• Owner churn by market (trailing twelve months)
• Owner satisfaction survey results (by market)
• Year-over-year revenue (by market)
• Unit-per-property-manager ratio (against target)

• VP, Market Success (your line)
• Market leadership teams: the people running the markets day-to-day
• Finance: market-level reporting, labor budget, ratios
• Training and Enablement: curriculum and field training
• Logistics and maintenance coordination, warehouses, supply, laundry
• Guest Happiness and guest experience across the markets

• Multi-market operations experience, ten or more locations
• P&L fluency at market or portfolio level
• A record of building standards and getting them adopted by people who do not report to you
• Hospitality or property operations depth; short-term rental preferred
• Fluency in operating systems as daily instruments, not reports you receive