Responsibilities

• Own weekly signup pacing and growth across core acquisition channels — you're accountable to the number, not just the strategy
• Build a defensible signup mix across SEO/GEO, partnerships, brand, and other durable channels that compound over time
• Run cross-channel planning, prioritization, and execution — including managing channel owners across content, PMM, partnerships, brand, and distribution
• Run weekly performance reviews: diagnose misses, identify what's working, and ship corrective action plans fast
• Partner with product and engineering on activation, onboarding, and growth constraints that live outside marketing's direct control
• Keep Eric focused on strategy and major bets — not on stitching the whole machine together week to week

Requirements

• A true operator, not a strategist. You've owned a growth number before — not advised on one. You know the difference between a channel that's underperforming and a channel that needs to be killed, and you make that call without waiting for someone else to tell you.
• Experienced running growth for a technical or developer-facing product. You understand how developers discover tools, evaluate them, and decide to actually use them. You've built growth systems for an audience that hates being marketed to.
• Strong management instincts. You can run a team with a mix of channel specialists, create cadence, drive accountability, and keep everyone moving in the same direction — without needing perfect information to do it.
• Fluent in modern distribution. SEO/GEO, content, product launches, AI-native discovery — you have real operational depth across multiple channels, not just talking points.
• Good messaging taste. You're not a pure brand specialist, but you know what good looks like. You can maintain a high bar across everything that goes out without being the bottleneck.
• Comfortable working directly with founders. No committee. No approval layers. You'll have a direct line to Eric and be expected to push back, make calls, and own the outcome.

Preferred

• Backgrounds that often do well: head of growth or marketing at a developer tools or API-first company, early marketing leader at a PLG SaaS startup, founder-marketer who built a growth engine from scratch.

Benefits

• Available to all employees
• Salary that makes sense — $200,000–$250,000/year (SF, U.S.-based), based on impact, not tenure
• Own a piece — Gain competitive equity in what you're helping build
• Generous PTO — 15 days mandatory, anything after 24 days, just ask (holidays excluded); take the time you need to recharge
• Parental leave — 12 weeks fully paid, for all parents
• Wellness stipend — $100/month for the gym, therapy, massages, or whatever keeps you human
• Learning & Development — Expense up to $1,000/year toward anything that helps you grow professionally
• Team offsites — A change of scenery, minus the trust falls
• Sabbatical — 3 paid months off after 4 years, do something fun and new
• Available to US-based full-time employees