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Every CEO aims for growth, yet fewer than 1 in 8 companies achieve over 10% annual revenue growth. Real success demands strategy, focus, and expertise, not just ambition.
That’s where a head of growth shines. They turn potential into results by leveraging data, refining customer acquisition, and aligning strategies with business goals.
This guide helps you hire the right leader, sidestep pitfalls, and build a team that drives sustainable growth.
What does a head of growth do?
A head of growth is like a matchmaker for your business. Their mission is to connect customers with your brand in a natural, rewarding, and maybe even fun way.
They’re not just tossing around buzzwords in meetings (though it happens). They design smart strategies like sharp ads, timely emails, or that must-have feature you didn’t know you needed to attract and keep your audience.
Here’s how they work their magic:
Core responsibilities
A head of growth is the conductor of your business’s growth orchestra, ensuring every team works in harmony to drive customer retention and revenue. Here’s how they do it:
- Crafting strategies to attract customers with ads, emails, and partnerships.
- Running data-driven experiments to uncover what works best.
- Analyzing customer behavior (yes, even late-night shopping habits).
- Collaborating across marketing, product, and engineering to meet goals.
- Building a data-focused growth team and monitoring metrics like signups, retention, and revenue to refine strategies as needed.
Impact on business growth
A head of growth connects business goals with scalable strategies, ensuring every effort drives meaningful progress. They grow revenue by identifying opportunities across the customer lifecycle, from acquisition to retention and refining processes to improve engagement and lifetime value.
Beyond metrics, they position the company ahead of competitors by testing innovative ideas and implementing effective solutions. A skilled head of growth transforms goals into measurable, sustainable success.
When does your business need a head of growth?
Wondering if it’s time to hire a head of growth? Think of it like hiring a personal trainer. You could go it alone, but an expert can save you time, effort, and missteps while getting you faster results.
Early-stage startups
Early-stage companies often face the “cold start problem,” struggling to find their first customers. A growth advisor steps in to drive interest and build loyalty, helping the business gain traction.
They create strategies like referral programs (think Dropbox’s “get free storage for inviting friends”), launch viral campaigns, or run experiments to discover what resonates. Their growth efforts help startups shift from stuck to scaling.
Scaling businesses
Congrats, your business is growing. But a company's growth isn’t just about adding more fuel; it’s about fine-tuning the engine for sustainability. Scaling businesses need systems that efficiently attract and retain customers.
A head of growth identifies the best acquisition strategies, ensures they scale, and optimizes everything from signups to retention. They upgrade your growth processes, turning potential chaos into a well-oiled machine.
Established companies
Established companies still need a head of growth to stay competitive. Growth is an ongoing effort to engage customers, refine strategies, and outpace rivals.
At this stage, they improve what works, uncover new opportunities, and lead cross-team efforts to improve retention and expand reach, ensuring growth stays on track.
How to recruit and hire a head of growth
Hiring a head of growth is crucial. You need someone with the skills to understand your goals and turn them into measurable results. With the right focus, you can find the perfect fit. Here are the steps to make it happen.
Step 1: Define your growth needs
Before hiring, define your growth needs. Startups need scrappy experts in customer acquisition and quick experiments. Scaling businesses requires pros who build systems, optimize channels, and improve retention.
Established companies need strategists who refine strategies, lead experiments, and uncover new opportunities. Clear priorities ensure you hire the right fit.
Step 2: Crafting the perfect job description
A clear job description attracts experienced growth leaders by defining responsibilities, required skills, and alignment with company goals. It signals purpose, filters unqualified candidates, and appeals to talent looking for impactful roles.
Step 3: Find top candidates
Finding a strong head of growth requires creativity, analytics, and leadership. Start with referrals from your network or connect at industry events. Job boards can help but often attract too many unqualified applicants.
For faster, targeted results, try Arc's HireAI, which matches you with top candidates tailored to your needs within moments.
Step 4: Shortlisting for the role
Focus on candidates with experience aligned to your growth goals, proven success, and data-driven problem-solving. Strong communication and leadership skills are essential. Use quick interviews to assess cultural fit and expertise.
Arc provides rigorously vetted candidates with both technical expertise and soft skills. You get instant, tailored matches, access to global talent in 190+ countries, and expert recruiter support, all while saving up to 58% on hiring costs.
Key skills and traits to look for in a head of growth
Finding the right head of growth is like picking the perfect running shoes: functional, adaptable, and built to perform. Their skills and traits aren’t optional; they’re essential for driving your growth strategies. Here’s what to look for.
Technical skills
- Data analytics expertise: Proficiency in tools like Google Analytics, Mixpanel, and SQL to analyze data and measure success.
- Growth marketing platforms: Experience with HubSpot, Marketo, and Optimizely to launch, test, and refine campaigns.
- SEO and SEM skills: Knowledge of tools like Ahrefs and Google Ads to drive organic and paid traffic effectively.
- Product analytics: Familiarity with tools like Amplitude and Hotjar to optimize user experiences and improve conversions.
- Basic coding skills: Understanding HTML or JavaScript to collaborate with developers and execute quick growth strategies.
- CRM proficiency: Expertise with Salesforce or Braze for lead management and personalized communication.
- Social media management: Skill with tools like Hootsuite and Buffer to engage and grow your online community.
- Ad tech and attribution: A strong grasp of retargeting, attribution models, and ad platforms to maximize campaign ROI.
Soft skills
- Strategic thinking: Crafting long-term growth plans that align with your goals and make them achievable.
- Adaptability: Being cool under pressure when user trends shift, markets change, or experiments flop.
- Leadership: Guiding cross-functional teams (think marketing, product, and engineering) while encouraging creativity and innovation.
- Communication: Translating data insights into plain English that motivates and aligns your team.
- Problem-solving: Tackling bottlenecks head-on and turning setbacks into opportunities.
How to write an effective head of growth job description
Writing a job description is your chance to excite candidates and showcase your company. It is more than listing responsibilities; it is about inspiring the right talent to think, “This role is perfect for me!” Here is how to do it.
Guidelines for writing a head of growth job description
- Choose a clear, engaging title like "Head of Growth" or "Growth Marketing Leader." Skip the buzzwords—no one’s applying to be a “Growth Ninja.”
- Start with your company’s mission and values. Show how this role fits into the bigger picture.
- Clearly outline the responsibilities, such as creating growth strategies, analyzing data, improving customer acquisition, and collaborating across teams.
- Specify the qualifications. Include both technical skills (e.g., data analysis, marketing platforms) and soft skills (e.g., leadership, problem-solving).
- Add preferred education, like a degree in marketing or business, but don’t overdo it—experience often trumps a diploma.
- Highlight what makes your company special: work culture, benefits, or growth opportunities. Candidates want to know why they should choose you.
- Make the application process simple and clear. Include what they need to submit and how to do it.
Example head of growth job post
Head of Growth
[Company Name] is on the hunt for a data-driven, creative head of growth to take our customer acquisition and retention strategies to the next level. This leadership role is key to our success and offers the chance to make a real impact.
About us:
[Write a short, compelling description of your company, what you do, and why you exist.]
Responsibilities:
- Design and implement growth strategies that align with company goals.
- Use the AARRR framework (acquisition, activation, retention, referral, revenue) to track and optimize customer engagement.
- Analyze data with tools like Google Analytics and Mixpanel to identify growth opportunities.
- Partner with product, marketing, and engineering teams to run experiments and improve user experience.
- Scale and optimize acquisition channels, including paid ads, SEO, and partnerships.
- Build a culture of testing, learning, and continuous improvement.
- Recruit, lead, and mentor a high-performing growth team.
Qualifications:
- 5+ years in growth marketing, product marketing, or a similar role.
- Proven track record of measurable growth success.
- Strong analytical skills with hands-on experience using tools like SQL, Google Analytics, and Mixpanel.
- Expertise with marketing automation tools (e.g., HubSpot) and ad platforms (e.g., Google Ads, Facebook Ads).
- Excellent leadership, strategy, and communication abilities.
- Bachelor’s degree in marketing, business, or a related field preferred.
What we offer:
- Competitive salary and benefits package.
- The chance to shape the future of a growing company.
- A supportive, collaborative environment where ideas thrive.
- Opportunities for personal and professional growth.
To apply:
Send your resume, cover letter, and any relevant portfolio or case studies to [email address]. Use the subject line "Head of Growth Application."
We value diversity and are committed to creating an inclusive workplace. Candidates from all backgrounds are encouraged to apply.
The most important head of growth interview questions
Hiring a head of growth is pivotal. They will shape your business's growth and success, so asking the right questions is essential. Here is how to assess their skills, experience, and mindset.
How do you balance short-term wins with long-term growth strategies?
This question gauges their ability to think holistically. Look for candidates who can articulate a clear plan for achieving immediate results while building sustainable growth systems.
What frameworks or tools do you use to forecast and model growth?
This tests their analytical expertise and ability to align insights with a marketing strategy. Strong candidates might mention cohort analysis, LTV modeling, or predictive analytics tools like Amplitude or Mixpanel to project outcomes and refine approaches.
Can you describe a situation where you identified a bottleneck in the growth funnel? How did you address it?
This question tests problem-solving. Strong candidates will share how they identified issues like onboarding drop-offs, used tools like cohort analysis, and implemented actions that delivered measurable results.
How would you scale a high-performing acquisition channel that’s nearing saturation?
This tests creativity and adaptability. Top candidates should demonstrate their ability to pivot by exploring new audience segments, geographies, or complementary channels to maintain momentum.
How do you evaluate the ROI of growth experiments, and how do you decide whether to double down or pivot?
This reveals their decision-making process. A great candidate will detail how they measure ROI, weigh opportunity costs, and use data to inform the next steps.
Expected salaries for heads of growth
Hiring a head of growth means finding the right talent and offering a competitive salary. Factors like location, industry, and experience influence the pay range. Here’s a quick overview:
The average salary for a head of growth ranges from $180,000–$350,000 for entry-level roles, $200,000–$400,000 for mid-level, and $300,000–$500,000+ for senior or executive positions. These figures vary based on company size, industry, and experience.
But salary is just one piece of the puzzle. Equity and performance bonuses are common for this role, particularly in startups or high-growth companies. These perks can significantly increase total compensation, so don’t forget to factor them in when evaluating offers or crafting packages.
Common pitfalls when hiring a head of growth
Hiring a head of growth is pivotal. The right choice can accelerate growth, while the wrong one wastes time, money, and effort. Here’s how to avoid common mistakes.
Hiring too early
Hiring a head of growth too early can backfire. They'll have nothing to build on without product-market fit, a clear audience, and early traction.
Focus on nailing the basics first. Once your foundation is solid, a growth leader can help scale your efforts effectively.
Mismatch between skills and company needs
Not all heads of growth are the same. Some thrive in startups, running quick experiments, while others excel at optimizing systems in mature businesses.
Hiring the wrong fit is like asking a marathon runner to sprint. Assess your current challenges and hire someone with the right expertise for your stage.
Lack of proper support
Even the best head of growth can’t work miracles alone. They need support from engineers to build experiments, campaign designers, and analysts to interpret data. Without these resources, their impact will be limited.
To set them up for long-term success, invest in tools, maintain cross-functional communication, and build a culture that values experimentation. Without this foundation, your hire may battle for support instead of driving growth.
Key takeaways of hiring top heads of growth
Hiring the right head of growth starts with understanding your business needs and finding candidates who excel in driving growth, optimizing the customer journey, and aligning strategies with your goals. Clear expectations and smart interview questions are key to attracting top talent.
A skilled head of growth brings adaptability, innovation, and a focus on retention and revenue, helping your business unlock opportunities and achieve sustainable success.
