Head of Growth

Responsibilities

• Own the acquisition number
• Carry a quarterly target for new customers, qualified pipeline and new ARR sourced by growth.
• Own CAC, payback period and channel-level unit economics. Know by Monday morning what last week cost and what it returned.
• Set the acquisition budget and move it weekly towards whatever is working.
• Run paid, outbound, partnerships, events, creator and founder-led content, and product-led acquisition as one system with one pipeline number.
• Find the two or three channels that can each carry 30%+ of new pipeline, then scale them until they break.
• Kill channels that don't have clear pay back or value add. We expect most tests to fail and want them to fail in two weeks, not two quarters.
• Build acquisition for both motions: self-serve entry plans and large custom contracts with agencies and enterprise brands.
• Ship your own tooling. If a workflow needs a script, an agent or an internal tool, you build the first version yourself in days.
• Set the standard for how the growth team works: every repeatable task is automated before a person is hired to do it.

Requirements

• You have done it before
• You have personally owned customer acquisition at a B2B SaaS company through a period of at least 3x ARR growth, ideally from under $5/10m to $30/50m+.
• You can name the channels you scaled, what you spent, the CAC and payback you hit, and what broke along the way.
• You have built an acquisition engine from a low base. Inheriting a working machine and optimising it does not count.
• You have sold to marketing teams, agencies or enterprise brands, and you know how those buyers find and choose software.
• You have managed a seven-figure annual acquisition budget and been accountable for its return.
• You have run product growth experiments in a previous role and can show the hypotheses, the results and what shipped.
• You have worked inside a product team, written specs engineers built from, and held a share of a roadmap.
• You are fluent in product analytics, including when a result is not significant enough to act on.
• You have improved signup, activation or trial-to-paid conversion by a number you can state.

Benefits

• Salary: £150,000
• Meaningful early-stage equity pre Series A
• 25 days' holiday plus bank holidays
• Enhanced salary sacrifice pension
• Workplace nursery scheme
• Monthly fitness and wellbeing reimbursement
• Flexibility in hours – around life and family commitments