Head of Growth & Marketing

Responsibilities

• Own DTC growth and e-commerce performance. Hold the DTC revenue target and contribution margin, not just top-line revenue. Whoever executes the work, the outcome sits with you.
• Partner with Finance on forecasting and reporting. Build the annual and peak-season paid media budget and an inventory-aware DTC forecast, set efficiency targets, and review performance against plan regularly.
• Lead paid growth strategy. Own risk analysis and go/no-go calls on paid and marketplace spend, using incrementality testing to know where the next marginal dollar earns the most.
• Run creative as a performance lever. Direct our in-house creative team and creative vendors, and build the creative testing program and creator/UGC pipeline that feed paid performance.
• Grow organic reach. Set direction for social, PR, affiliates and brand partnerships, and make sure they build demand that paid and retention can convert.
• Own retention and lifecycle. Set email and SMS strategy, calendar and LTV goals, and own the repeat purchase and LTV targets that come with them. You’ll work through a mix of in-house and partner resources, and you’ll shape how that mix evolves as the business scales.
• Own go-to-market, launches and promotions. Plan launches around when product actually lands and around wholesale and corporate timelines, own the promotional calendar, and translate brand direction from the founders into channel execution.
• Make marketing show up for the whole company. Make sure the content engine produces assets our wholesale and corporate custom teams can use, and that paid supports where DTC and B2B overlap, like corporate gifting in Q4. When channels compete for the same product, creative or spend, make the call that's right for the company.
• Own the analytics and marketing tech stack. Make sure tracking and reporting can be trusted, decide what to keep or retire, and direct the technical resources who run it.
• Build the team. Shape the growth and marketing functions as the business scales, deciding what to build in-house and what to contract or partner. We expect AI and automation to be a real part of that answer, so the function grows on leverage rather than headcount alone.

Requirements

• Owned the number. You’ve owned a DTC P&L or contribution margin line at a brand doing $20M or more, and can describe the efficiency targets you were accountable for.
• Came up as an operator. You started as a media buyer or close to it, and you’ve since managed media buyers or agencies rather than only executing buys yourself.
• Proven creative testing . You’ve directed a creative team or vendors producing high-volume, fast-iteration content, and built a testing or creator/UGC program whose results changed where spend went.
• Planned around real constraints . You’ve forecast demand where supply was limited (long lead times, seasonal peaks, constrained launches) and adjusted spend to match.
• Retention results. You’ve grown repeat purchase or LTV through email and SMS, including work with outside partners.
• Hands-on measurement. You’ve run a tracking or analytics implementation and can walk us through it. You’re fluent in growth math (MER, CAC, contribution margin, incrementality) and can pressure-test any buyer’s or agency’s plan.
• Built growth teams. You’ve built and led growth teams, decided when to hire, contract or partner, and directed technical or e-commerce platform resources.
• Tools. Deep Shopify literacy, hands-on with Meta, Google and TikTok ads, and working knowledge of modern attribution tools.
• Location and travel details as above.

Preferred

• You’ve supported B2B, wholesale, retail or corporate gifting alongside DTC.
• Experience on both sides of the agency table, or running an agency selection or transition.
• Incrementality testing and media-mix modeling, or experience scaling newer channels like AppLovin and TikTok.
• You’ve worked on premium consumer goods, lifestyle brands, or hard goods, where the product itself carries the brand.

Benefits

• Eligible for target bonus of 20% of base salary
• Choice of three PPO medical plans, with employee coverage on our base plan 100% company-paid
• Dental, vision, and HSA plan options
• Flexible PTO
• 401(k) with up to 5% company match
• Monthly cell phone stipend
• Paid parental leave (16 weeks for birthing parents, 12 weeks for non-birthing parents)
• Remote-friendly, with flexible schedules in a high-trust, high-autonomy culture
• Office hubs and bi-annual company offsites for in-person collaboration and community