6 templates by seniority for startup founders: Head of Growth, VP of Growth, Director of Growth, Growth Lead, Growth Manager, and Growth Marketing Manager, with the equity, growth metrics, and stage-specific scoping generic templates skip. Download as DOCX.
A head of growth owns and accelerates growth across the full funnel: setting strategy, running experiments, and owning metrics like CAC, LTV, and recurring revenue across acquisition, product, and retention. For a startup founder, it is often the first dedicated growth hire, and writing the job description well starts with naming your stage, the metrics, and the equity.
These six templates cover the role across seniority levels: Head of Growth, VP of Growth, Director of Growth, Growth Lead, Growth Manager, and Growth Marketing Manager. Each is written for a founder making this hire, with the equity, growth-metrics, and stage-scoping fields generic templates leave out. For the fundamentals behind any posting, the guide to writing a job description is a useful companion.
TL;DR
A head of growth owns full-funnel growth: strategy, experiments, and metrics like CAC, LTV, and MRR or ARR across acquisition, product, and retention. It is a senior, exempt, salaried role, usually paid a market base plus equity (commonly 0.44% to 1.5% for a first growth leader). The closest federal occupation, marketing managers, reports a median near $161,030, though that excludes equity. Download six templates as DOCX, by seniority, built for founders.
What a Head of Growth Does
A head of growth owns measurable growth across the entire funnel, running structured experiments across acquisition, activation, retention, referral, and revenue. The role is analytical and cross-functional, working as much with product and data as with marketing, and is accountable for moving metrics rather than running campaigns. At an early-stage startup it is frequently the first growth hire and a hands-on, build-from-scratch role.
The title is startup-native and has no dedicated federal occupation code; the closest proxy is Marketing Managers (SOC 11-2021), though it is an imperfect match that omits equity and the cross-functional, experiment-driven scope. Because the same function spans several seniority levels, the templates on this page are split by seniority rather than offering one generic block.
Head of Growth Duties and Responsibilities
Head of growth duties cluster into four areas: strategy and experiments, metrics and analysis, channels, and leadership and cross-functional work. A strong job description picks the specific responsibilities from each area that match your stage and growth motion, rather than listing every possible task.
Strategy and experiments
Own the full-funnel growth strategy
Run experiments across the funnel
Prioritize with an ICE or RICE framework
Metrics and analysis
Set and track CAC, LTV, MRR or ARR
Own activation and retention metrics
Build dashboards and forecast growth
Channels
Own paid, organic, and lifecycle channels
Drive product-led growth where it fits
Optimize channel mix and spend
Leadership and cross-functional
Work with product, engineering, and sales
Build and lead the growth team
Report results to the founder and board
The emphasis shifts by stage and seniority: a first Head of Growth before product-market fit leans hands-on into experiments, while a VP of Growth at a scaling company leans into team and budget leadership. For a structured way to scope the role, the guide to defining job responsibilities walks through the process.
Which Template Should You Use?
Pick the template by seniority. The core structure is the same across all six, but each one emphasizes the scope, team size, and ladder position that fit a specific level of the growth function. Use this guide to choose the closest fit, then adjust to your stage.
Head of Growth
First growth leader
The primary version: owns full-funnel growth strategy and execution, often the first dedicated growth hire at a seed or Series A startup. Builds the function from scratch.
VP of Growth
Executive, scaling
The tier above: company-wide growth strategy, budget, and team leadership as the company scales. Reports to the CEO and owns the growth organization.
Director of Growth
Senior, hands-on
Between execution and strategy: owns the experiment roadmap and channels, manages specialists, and turns growth strategy into measurable results.
Growth Lead
Player-coach
A hands-on lead who runs experiments end to end while guiding a small team or set of channels. Common in early-stage companies.
Growth Manager
Execution-focused
An execution role that runs experiments and day-to-day programs on the growth team, owning specific channels and metrics.
Growth Marketing Manager
Acquisition subset
The marketing-focused subset: paid and organic acquisition and conversion-rate optimization, the top and middle of the funnel.
Match the Template to the Role
First dedicated growth hire owning strategy and execution: Head of Growth. Company-wide growth leader at a scaling startup: VP of Growth. Senior hands-on owner of the experiment roadmap: Director of Growth. Player-coach running experiments with a small team: Growth Lead. Execution-focused team member: Growth Manager. Acquisition and conversion specialist: Growth Marketing Manager. When in doubt at an early-stage company, start with the Head of Growth version and scope it to your stage.
6 Head of Growth Job Description Templates
Download all six as a single Word document or copy individual templates. Each follows the same structure: company and job summary, key responsibilities, qualifications, a compensation and equity note, and how to apply, with an EEO statement. Fill in the brackets and post.
Download All 6 Job Description Templates
Head of Growth, VP of Growth, Director of Growth, Growth Lead, Growth Manager, and Growth Marketing Manager. All in one DOCX.
Template 1: Head of Growth (Startup)
The primary version: owns full-funnel growth strategy and execution, often the first dedicated growth hire at a seed or Series A startup, building the function from scratch.
Head of Growth Job Description (Startup)
HEAD OF GROWTH JOB DESCRIPTION (STARTUP)
Company: __ ([City, State] / Remote)
Reports to: __ (CEO / Founder)
Direct reports: (growth, marketing, and data hires, current or planned)
Employment type: Full-time
FLSA status: Exempt (salaried)
Compensation: $_____ to $_____ per year + equity ([0.X]% to [X]%)
Work model: [ ] On-site [ ] Hybrid [ ] Remote
ABOUT [COMPANY NAME]
[One or two sentences about your company, stage (seed / Series A), product, and
the growth challenge this leader will own. Note funding and team size.]
JOB SUMMARY
[Company Name] is hiring our first Head of Growth to own and accelerate growth
across the funnel. You will set the growth strategy, run experiments across
acquisition, activation, retention, and revenue, and build the growth function
from the ground up. This is a hands-on leadership role for an early-stage company.
KEY RESPONSIBILITIES
•Own the growth strategy across the full funnel
•Run experiments across acquisition, activation, retention, referral, revenue
•Set and track growth metrics: CAC, LTV, MRR or ARR, activation, retention
•Prioritize experiments with an ICE or RICE framework
•Work cross-functionally with product, engineering, sales, and data
•Build, hire, and lead the growth team over time
•Own paid, organic, lifecycle, and product-led growth channels
•Report growth results and forecasts to the founder and board
REQUIRED QUALIFICATIONS
•Proven growth leadership at an early-stage or high-growth company
•Track record owning measurable growth across the funnel
•Strong analytical skills and comfort with growth metrics and data
•Experience running structured experiments at pace
•Hands-on with growth tooling, analytics, and channels
•Able to operate with ambiguity and limited resources
COMPENSATION AND EQUITY (read before posting)
A startup Head of Growth is a senior, exempt, salaried executive role, typically
paid a market base plus meaningful equity. State the base range and the equity
grant (a first growth or marketing leader commonly receives roughly 0.44% to 1.5%
at seed or Series A, on a standard four-year vest with a one-year cliff). Naming
real equity up front is the single biggest thing that attracts senior candidates.
This is general information, not legal or compensation advice.
HOW TO APPLY
To apply, send your resume and a short note on growth you have driven to
__ by _.
[Company Name] is an equal opportunity employer.
Template 2: VP of Growth
The executive tier: company-wide growth strategy, budget, and team leadership as the company scales, reporting to the CEO.
VP of Growth Job Description
VP OF GROWTH JOB DESCRIPTION
Company: __ ([City, State] / Remote)
Reports to: __ (CEO / Founder)
Direct reports: (growth, marketing, lifecycle, and data team)
Employment type: Full-time
FLSA status: Exempt (salaried)
Compensation: $_____ to $_____ per year + equity ([0.X]% to [X]%)
Work model: [ ] On-site [ ] Hybrid [ ] Remote
JOB SUMMARY
[Company Name] is hiring a VP of Growth to own company-wide growth strategy and
results as we scale. You will lead the growth organization, set the growth roadmap
and budget, and drive measurable gains across acquisition, activation, retention,
and revenue. This is a senior executive role leading a growth team.
KEY RESPONSIBILITIES
•Own company-wide growth strategy, roadmap, and budget
•Lead and scale the growth, marketing, and lifecycle teams
•Drive CAC, LTV, MRR or ARR, payback, and retention targets
•Set the experimentation system and prioritization framework
•Partner with product and sales on the full growth motion
•Own channel mix across paid, organic, lifecycle, and product-led
•Forecast growth and report to the CEO and board
•Build the growth org structure and hire senior talent
REQUIRED QUALIFICATIONS
•Senior growth leadership at a scaling startup or tech company
•Track record owning company-wide growth and a team
•Deep command of growth metrics, forecasting, and budgets
•Experience building and scaling a growth organization
•Strong cross-functional leadership with product and sales
•Analytical, experiment-driven, and outcome-focused
COMPENSATION AND EQUITY
A VP of Growth is a senior, exempt, salaried executive role, paid a market base
plus equity, typically above a Head of Growth and reflecting company-wide
ownership and team scale. State the base range and equity grant, with a standard
four-year vest and one-year cliff. This is general information, not legal or
compensation advice.
HOW TO APPLY
To apply, send your resume to __ by _.
[Company Name] is an equal opportunity employer.
Still Using Spreadsheets for Onboarding?
Automate documents, training assignments, task management, and track onboarding progress in real time.
An execution role that runs experiments and day-to-day programs on the growth team, owning specific channels and metrics.
Growth Manager Job Description
GROWTH MANAGER JOB DESCRIPTION
Company: __ ([City, State] / Remote)
Reports to: __ (Head of Growth / Director of Growth)
Employment type: Full-time
FLSA status: [Confirm against duties test]
Compensation: $_____ to $_____ per year + [equity]
Work model: [ ] On-site [ ] Hybrid [ ] Remote
JOB SUMMARY
[Company Name] is hiring a Growth Manager to execute growth experiments and run
day-to-day growth programs. You will own specific experiments and channels,
analyze results, and help move key metrics across the funnel. This is an
execution-focused role on the growth team.
KEY RESPONSIBILITIES
•Execute growth experiments across assigned channels
•Run day-to-day acquisition, activation, or retention programs
•Analyze experiment results and report on metrics
•Manage campaigns, landing pages, and funnels
•Coordinate with product, design, and data
•Maintain growth dashboards and tracking
•Identify and propose new experiment ideas
•Hit targets for assigned growth metrics
REQUIRED QUALIFICATIONS
•Growth, growth-marketing, or performance-marketing experience
•Hands-on with experiments, campaigns, and analytics
•Strong data and analytical skills
•Detail-oriented and organized
•Familiar with growth and marketing tooling
•Eager to learn and iterate quickly
COMPENSATION AND CLASSIFICATION
A Growth Manager is an execution-focused role; despite the manager title, whether
it is exempt depends on the actual duties rather than the title. Confirm the
classification against the FLSA duties test. State the base range and any equity.
This is general information, not legal advice.
HOW TO APPLY
To apply, send your resume to __ by _.
[Company Name] is an equal opportunity employer.
Template 6: Growth Marketing Manager
The marketing-focused subset: paid and organic acquisition and conversion-rate optimization, the top and middle of the funnel.
Growth Marketing Manager Job Description
GROWTH MARKETING MANAGER JOB DESCRIPTION
Company: __ ([City, State] / Remote)
Reports to: __ (Head of Growth / Marketing Lead)
Employment type: Full-time
FLSA status: [Confirm against duties test]
Compensation: $_____ to $_____ per year + [equity]
Work model: [ ] On-site [ ] Hybrid [ ] Remote
JOB SUMMARY
[Company Name] is hiring a Growth Marketing Manager to drive customer acquisition
and conversion through marketing channels. You will own paid and organic
acquisition, run conversion-rate optimization, and use experiments to grow the top
and middle of the funnel. This is a marketing-focused subset of the growth role.
KEY RESPONSIBILITIES
•Own paid and organic acquisition channels
•Run conversion-rate optimization across the funnel
•Plan and run marketing experiments and campaigns
•Track CAC, ROAS, conversion, and channel performance
•Manage landing pages, creative, and audience targeting
•Coordinate with content, design, and product
•Optimize spend against acquisition and revenue targets
•Report on marketing-driven growth metrics
REQUIRED QUALIFICATIONS
•Growth-marketing or performance-marketing experience
•Track record owning paid and organic acquisition
•Strong CRO and experimentation skills
•Data-driven with command of marketing analytics
•Hands-on with ad platforms and marketing tooling
•Comfortable owning a budget and acquisition targets
COMPENSATION AND CLASSIFICATION
A Growth Marketing Manager focuses on the marketing and acquisition subset of
growth. It is typically salaried; whether it is exempt depends on the actual
duties rather than the title, so confirm against the FLSA duties test. State the
base range and any equity. This is general information, not legal advice.
HOW TO APPLY
To apply, send your resume to __ by _.
[Company Name] is an equal opportunity employer.
Equity, Metrics, Stage, and FLSA
This is where a head of growth posting needs substance, and where the generic templates fall short: the equity that anchors the offer, the growth metrics the role owns, the stage-specific scoping that defines the job, and the FLSA classification. Get these right and your posting reads credibly to senior growth candidates.
Compensation: name the equity, not just the salary
The single thing first-time founders most often leave out, and the thing senior growth candidates most want to see, is equity. A startup Head of Growth is paid a market base plus a meaningful equity grant, and naming both up front is what separates a posting that attracts A-players from one that does not. A first growth or marketing leader at seed or Series A commonly receives roughly 0.44% to 1.5% in options, on a standard four-year vesting schedule with a one-year cliff, with the exact grant depending on stage, seniority, and cash compensation. State the base salary range and the equity range in the posting, and be ready to explain the option terms. Generic job-description templates omit equity entirely, which is exactly why they read as written for a corporate marketing role rather than a startup growth hire. This is general information, not legal or compensation advice.
Define the growth metrics the role will own
A credible growth job description names the metrics the role is accountable for, because growth is a metrics-driven function and senior candidates expect to see them. The core set spans the funnel: customer acquisition cost (CAC) and lifetime value (LTV), monthly or annual recurring revenue (MRR or ARR), activation, retention, and referral, often framed through a pirate-metrics or AARRR lens. Strong postings also name the prioritization framework the team uses, such as ICE or RICE, to score experiments. Listing the metrics does two things: it signals that you understand the role and run growth seriously, and it sets clear expectations about what success looks like. This is the substance generic marketing-director templates miss, because they focus on brand and channels rather than experiments and measurable outcomes. This is general information, not legal advice.
Scope the role to your stage: pre-PMF, post-PMF, or scaling
What a Head of Growth actually does depends heavily on the company's stage, and the posting should reflect it. Before product-market fit, the role is closer to a hands-on experimenter helping find what works, often a player-coach with no team yet. Just after product-market fit, it is about building repeatable acquisition and the first growth processes. At the scaling stage, it shifts toward building and leading a growth organization, owning budgets, and managing channels at scale. A posting that asks for a strategic team-builder when the real need is a hands-on experimenter, or vice versa, attracts the wrong candidates. Name your stage, your current traction, and whether this is a build-from-scratch or scale-what-works mandate, so candidates can self-select for the version of the role you actually have. This is general information, not legal advice.
FLSA: senior growth leadership is exempt, but check junior titles
A Head of Growth, VP of Growth, or Director of Growth is almost always exempt and salaried, qualifying under the executive or administrative exemption because the primary duty is management or work requiring discretion and independent judgment on matters of significance, well above the salary threshold. For more junior titles the analysis is less automatic: a growth manager or growth marketing manager may sound managerial but, if the work is primarily executing campaigns and experiments without managing people or exercising independent judgment on significant matters, the role can be non-exempt despite the title. Classification follows the actual duties and salary, not the job title. For the senior leadership roles this page centers on, exempt status is rarely in question, but confirm the junior variations against the duties test. This is general information, not legal advice.
Marketing Managers Median About $161,030 (BLS), but Equity Is the Story
There is no federal code for the growth title; the closest proxy, marketing managers (SOC 11-2021), had a median annual wage of $161,030 in May 2024, with the lowest 10 percent below $81,900 and the highest 10 percent above $239,200. That figure is base wage only; for a startup head of growth, a meaningful equity grant (commonly 0.44% to 1.5% for a first growth leader) is central to the package.
For more on why senior growth leadership is exempt while junior titles need a closer look, the exempt versus non-exempt guide explains the duties test that determines classification.
Skills and Requirements
Head of growth requirements center on a proven, measurable growth track record, analytical depth, and the ability to operate with ambiguity, rather than years in a single channel. Scale the requirements to the seniority and stage.
Weak requirement
Strong requirement
Marketing experience
Proven, measurable full-funnel growth track record
Knows analytics
Owns CAC, LTV, MRR or ARR, activation, retention
Runs campaigns
Designs and ships structured experiments at pace
Team player
Leads cross-functionally with product, sales, data
Leadership skills
Builds and scales a growth team over time
Self-starter
Operates with ambiguity and limited resources
Keep every line job-related and neutral, since the EEOC prohibits job advertisements that show a preference based on a protected characteristic, and the SHRM guide covers the standard sections of a job description.
Head of Growth Compensation
A head of growth is a senior, well-compensated role, paid a market base plus equity at a startup. Anchor on market data, then price the base and the equity grant for your stage and funding.
Base Around $150,000 to $200,000, Plus Equity
National compensation surveys place a head of growth base salary roughly in the $130,000 to $225,000 range, commonly clustering around $150,000 to $200,000, with total compensation higher once equity is included. The closest federal proxy, marketing managers, reported a $161,030 median (BLS, May 2024), but that excludes the equity that anchors a startup package.
Compensation varies widely by stage, funding, and location, with San Francisco and other major hubs running roughly 25 to 35 percent above other US markets. Equity is central: a first growth or marketing leader commonly receives roughly 0.44% to 1.5% in options on a four-year vest with a one-year cliff. The expensive senior hire is a sign of a funded, scaling business, so price the role to attract the level of leader you actually need, and benchmark to your stage and market.
Hiring Your First Head of Growth
A larger company hires growth leaders through a recruiting team with a compensation framework. A first-time founder usually writes this posting themselves, often unsure what to scope, what to pay, and how much equity to offer. Here is how to write it for that reality, including the marketing-director confusion to avoid.
Every template is generic and none is written for a first-time founder making this hire
Search for a head of growth job description and you will find competent but boilerplate templates: the same recycled responsibility bullets, no equity section, no stage context, and no acknowledgment that the person reading it is usually a founder hiring this role for the first time. Yet the typical searcher is exactly that: a seed or Series A founder, often with five to thirty employees, making their first dedicated growth hire and unsure what to actually scope. These templates are written for that founder. They lead with copy-paste templates you can use immediately, then add the four things the generic versions skip: an equity and compensation section, the growth metrics the role owns, stage-specific scoping, and the product-led versus sales-led distinction.
Head of Growth is not the same as a marketing director, and the JD should show it
A common first-time-founder mistake is to copy a marketing-director job description and rename it Head of Growth. The roles are different. A marketing director owns brand, channels, and campaigns; a Head of Growth owns measurable, full-funnel growth through experiments, with accountability for metrics like CAC, LTV, activation, and retention across acquisition, product, and revenue, not just top-of-funnel marketing. Growth is cross-functional by nature, touching product and data as much as marketing. A posting that describes brand and content work will attract marketers, not growth leaders. These templates are built around experiments, metrics, and cross-functional ownership, so the posting reads as a real growth role and attracts the right candidates.
An expensive senior hire deserves a deliberate offer and onboarding, not a start date
A Head of Growth is a significant, often equity-carrying hire, and the offer and first weeks deserve real structure. There is the offer letter with the base and the equity grant and vesting terms clearly stated, the option-grant acknowledgment, and the standard new-hire paperwork. Then there is a deliberate ramp: a documented first-90-days plan, access to analytics and growth tooling, introductions across product, sales, and data, and clarity on the metrics and targets they own. For a founder making this hire for the first time, doing the offer and onboarding well, with the signed equity terms and the ramp plan captured in one place, sets the relationship up properly and protects a high-stakes, high-cost hire from a slow or confused start.
Name Real Equity, and Scope to Your Stage
The two mistakes that sink a first head-of-growth search are omitting equity and mis-scoping the stage. Senior growth candidates expect a real equity range, not a vague mention of options, and they need to know whether you want a hands-on experimenter (pre-product-market fit) or a team-builder (scaling). State both plainly. A funded startup making this hire is exactly the kind of growing business that benefits from getting the offer and onboarding right. This is general information, not legal or compensation advice.
From Offer to Onboarding
The job description is step one. Once a candidate accepts, the same document becomes the basis for an offer that includes equity terms and a deliberate ramp, which for a senior, cross-functional hire means tooling access, introductions, and a clear first-90-days plan.
Send the offer with equity terms
Confirm the base, the equity grant and vesting, the exempt classification, and the start date in writing, with the option-grant acknowledgment signed.
Map the team and cross-functional partners
Introduce the new leader to product, engineering, sales, and data, and place them and any future growth team on the org chart.
Set the first-90-days plan and metrics
Agree on what success looks like at 30, 60, and 90 days, and the growth metrics and targets the role owns from the start.
Provision tooling and store records
Grant access to analytics and growth tooling, and keep the signed offer, equity documents, and policies organized in one place.
Once your offer is ready, the offer letter template handles the hire with the base, equity, and exempt classification stated, and the onboarding template gives a structured start. FirstHR connects the offer, e-signature, the option-grant acknowledgment, the org chart, and the onboarding workflow in one place, so a founder can capture the signed equity terms, place the new leader and their future team on the org chart, and run a consistent first few weeks. FirstHR is an onboarding and HR platform, not a cap-table, analytics, or growth tool, so connect those separately, and it does not run payroll or administer benefits. Applicant tracking is coming soon to FirstHR.
Key Takeaways
A head of growth owns full-funnel, experiment-driven growth and the metrics behind it, distinct from a marketing director's brand and channel focus.
Use the template that matches the seniority: Head of Growth, VP of Growth, Director of Growth, Growth Lead, Growth Manager, or Growth Marketing Manager.
Name real equity, commonly 0.44% to 1.5% for a first growth leader on a four-year vest with a one-year cliff; it is the biggest draw for senior candidates.
Define the growth metrics the role owns: CAC, LTV, MRR or ARR, activation, retention, and the prioritization framework.
Scope the role to your stage: a hands-on experimenter before product-market fit, a team-builder when scaling.
Senior growth leadership is exempt and salaried; the closest federal proxy reports a median near $161,030, though that excludes equity.
Frequently Asked Questions
What does a head of growth do?
A head of growth owns and accelerates a company's growth across the full funnel, from acquisition through activation, retention, referral, and revenue. Day to day, that means setting the growth strategy, designing and running experiments, owning metrics like customer acquisition cost, lifetime value, and recurring revenue, prioritizing what to test, and working cross-functionally with product, engineering, sales, and data. At an early-stage startup it is often the first dedicated growth hire and a hands-on role that builds the growth function from scratch; at a larger company it leads a growth team. Unlike a marketing director, who focuses on brand and channels, a head of growth is accountable for measurable, experiment-driven growth across the entire customer journey, including the product itself. The exact scope depends heavily on the company's stage and growth motion. This is general information, not legal advice.
What is the difference between a head of growth and a VP of growth?
They are closely related and, at many startups, effectively the same role at slightly different scales. A head of growth owns growth strategy and execution and is often the first senior growth hire, building the function and frequently still hands-on. A VP of growth is typically the more senior, executive version, owning company-wide growth strategy and budget and leading a larger growth organization as the company scales. In practice, smaller companies use head of growth and larger ones use VP of growth, and the same person may grow from one title into the other. The standard seniority ladder runs growth manager, then director of growth, then head of growth and VP of growth at the leadership tier, with chief growth officer above. When hiring, pick the title that matches the scope, the team size, and the seniority you actually need, and define the responsibilities clearly rather than relying on the title alone. This is general information, not legal advice.
How much does a head of growth make?
A head of growth is a senior, well-compensated role, typically paid a market base plus meaningful equity at a startup. National compensation surveys place the base salary roughly in the range of $130,000 to $225,000, commonly clustering around $150,000 to $200,000, with total compensation running higher at well-funded startups once equity is included. Pay varies significantly by company stage, funding, location, and the seniority implied by the title, with San Francisco and other major hubs paying noticeably more. The closest federal occupation, marketing managers, reported a median annual wage of about $161,030 in May 2024, but that category captures base wage only and does not reflect equity or the startup-specific scope of the role. For a startup, equity is a central part of the package: a first growth or marketing leader commonly receives roughly 0.44% to 1.5% in options. Benchmark to your stage, funding, and market. This is general information, not legal or compensation advice.
Is a head of growth exempt or non-exempt under the FLSA?
A head of growth is almost always exempt and paid a salary. As a senior leadership role, it qualifies under the executive or administrative exemption of the Fair Labor Standards Act: the primary duty is management or work requiring the exercise of discretion and independent judgment on matters of significance, and the salary is well above the federal threshold. The same applies to a VP of growth or director of growth. The classification is less automatic for more junior titles: a growth manager or growth marketing manager may sound managerial but, if the work is primarily executing experiments and campaigns without managing people or exercising independent judgment on significant matters, the role can be non-exempt despite the title. Exempt status follows the actual duties and salary, not the job title, so confirm the junior variations against the duties test. This is general information, not legal advice.
How much equity should a head of growth get?
Equity for a startup head of growth is a central part of the package and varies by stage, seniority, and cash compensation. A first growth or marketing leader at seed or Series A commonly receives roughly 0.44% to 1.5% in stock options, with earlier and more senior hires at the higher end and later hires lower, often dropping toward a few tenths of a percent by the time a company makes its tenth senior hire. Grants typically vest over four years with a one-year cliff, meaning nothing vests until the first anniversary and the rest vests monthly or quarterly thereafter. The exact number depends on how much cash the role is paid, the company's stage and valuation, and how critical growth is to the business. Naming a real equity range in the job description, rather than a vague mention of options, is one of the most effective ways to attract senior growth candidates. This is general information, not legal or compensation advice.
When should a startup hire a head of growth?
Most advice points to hiring a head of growth around or just after product-market fit, not before. Before product-market fit, growth is usually the founders' job, and the work is finding what resonates rather than scaling it; a senior growth leader hired too early often lacks something repeatable to grow. Once there are early signs of product-market fit, with retention and some organic pull, a head of growth can build repeatable acquisition and the first growth processes, which is typically when the role pays off. The right profile also shifts with stage: pre-product-market fit calls for a hands-on experimenter, while a scaling company needs a team-builder who can run growth at scale. For a founder, the practical questions are whether you have something worth scaling, whether you can articulate the growth mandate, and whether you can fund a senior, equity-carrying hire. This is general information, not legal advice.
What is the difference between a head of growth and a growth marketing manager?
They operate at different levels and scopes. A head of growth is a senior leadership role owning the entire growth strategy across the full funnel, including product-led growth, retention, and revenue, and is accountable for company-wide growth metrics and often a team. A growth marketing manager is a more focused, execution-oriented role centered on the marketing subset of growth: paid and organic acquisition, conversion-rate optimization, and campaigns that grow the top and middle of the funnel. In other words, growth marketing is one channel set within the broader growth function that a head of growth oversees. A startup hiring its first growth leader usually wants a head of growth or VP of growth; a company that already has growth leadership and needs acquisition execution wants a growth marketing manager. Match the title to whether you need full-funnel growth leadership or focused acquisition execution. This is general information, not legal advice.
What should a head of growth job description include?
A strong head of growth job description names the company stage and growth mandate up front, since the role differs dramatically before product-market fit, just after it, and at scale. It should include a brief about the company and its traction, a job summary that frames full-funnel, experiment-driven growth, and responsibilities grouped into strategy and experiments, metrics and analysis, channels, and leadership and cross-functional work. The fields that set a strong posting apart, and that generic templates skip, are the compensation and equity range, the specific growth metrics the role owns such as CAC, LTV, MRR or ARR, activation, and retention, the prioritization framework, the product-led versus sales-led growth motion, and the remote or hybrid model. State the exempt, salaried classification, and frame the role honestly for a first-time founder. Close with an equal opportunity statement and clear application instructions. This is general information, not legal advice.
