Growth Marketing Job Description: Free Templates by Seniority (2026)

A growth marketing job description should state the growth goal the hire owns, the channels and funnel stages in scope, the analytics and campaign skills required, who they report to, and how success is measured at 30, 60 and 90 days. Below are three copy-paste templates, for a growth marketing specialist, a growth marketing manager and a Head of Growth, plus a table to help you pick the right level before you write a word.

Correct as of 6 October 2026. Salary benchmarks come from our role guides, which cite Glassdoor (May 2026), Salary.com (April 2026) and ZipRecruiter (March 2026). Check live listings before you fix a pay band.

Growth marketing job description by seniority

Most weak growth job descriptions fail at the same point: they ask for a manager’s accountability at a specialist’s salary. Decide the level first. This table shows how the three common levels differ.

If you want a scrappier, more technical profile, read the growth hacker job description or the guide to a growth engineer. If your remit is mostly performance channels, the digital growth manager role may fit better. To see how these roles stack up as a team, see growth team structure.

Growth marketing specialist job description template

Use this for a practitioner who runs campaigns in a defined scope. Replace the bracketed text.

Summary

We are looking for a Growth Marketing Specialist to run campaigns in [channels, for example SEO and lifecycle email] at [Company], a [B2B SaaS] business. You will report to our Growth Marketing Manager, own the numbers for your channels and ship improvements every week.

Responsibilities

• Plan, launch and analyse campaigns and A/B tests in your assigned channels
• Manage day-to-day campaign performance against agreed KPIs
• Build and maintain dashboards, and report weekly on what worked and what did not
• Find friction in the sign-up funnel and test fixes (conversion rate optimisation)
• Publish and optimise content to grow organic traffic for target keywords
• Build and improve lifecycle email sequences to activate and retain users
• Add ideas to the growth backlog and score them with a framework such as ICE
• Work with design and engineering to ship growth changes

Requirements

• 2 to 4 years in a digital, performance or growth marketing role
• Comfortable pulling and interpreting data in PostHog, GA4, Search Console or a similar tool
• Hands-on experience running A/B tests and reading the results correctly
• Depth in at least one channel (SEO, paid, email or lifecycle)
• Clear written communication

Nice to have

• Experience in B2B SaaS
• Familiarity with product analytics (PostHog, Mixpanel or Amplitude)
• Experience directing AI tools or agents to speed up campaign work

Success metrics at 30, 60 and 90 days

• 30 days: audit of your channels complete, access to every tool, first campaign live
• 60 days: at least three campaigns analysed with documented results, weekly reporting running without prompting
• 90 days: owning the channel KPI end to end, with a scored backlog of at least 10 ideas

Growth marketing manager job description template

Use this for someone who owns the growth programme and is accountable for outcomes across the funnel.

Summary

We are looking for a data-driven Growth Marketing Manager to own our growth funnel at [Company]. You will lead campaign planning across channels, analyse performance and work with product and sales to hit our [goal, for example sign-ups or pipeline] target. You will report to our [Head of Growth / VP Marketing / CEO].

Responsibilities

• Own and improve the full funnel from awareness to activation and retention
• Run the campaign backlog: prioritise ideas, plan and launch campaigns, and analyse the results
• Manage paid acquisition budgets with a focus on CAC and payback period
• Lead SEO and content programmes that grow compounding organic traffic
• Build lifecycle email and in-app messaging programmes
• Report weekly on growth KPIs to the leadership team
• Partner with product and engineering to ship growth-related product changes
• Coach and review the work of [specialists, if applicable]

Requirements

• 3 to 6 years in a growth, performance or digital marketing role
• Strong analytical skills, with confidence in SQL or a self-serve BI tool
• Proven record of running A/B tests and interpreting results (significance, sample ratio checks)
• Experience managing paid budgets of [amount] or more
• Experience with lifecycle tools such as HubSpot, Customer.io or Brevo
• Comfortable working in a fast-moving, test-and-learn environment

Nice to have

• Experience with product analytics (PostHog, Mixpanel or Amplitude)
• Background in B2B SaaS or marketplaces
• Familiarity with the AARRR framework or similar growth models
• Experience running campaigns with AI agents connected to your marketing stack

Success metrics at 30, 60 and 90 days

• 30 days: funnel mapped, baseline metrics recorded, backlog scored and the first two campaigns planned
• 60 days: first campaigns analysed, a weekly reporting rhythm agreed with leadership
• 90 days: a measurable improvement in [primary KPI] and a clear plan for the next quarter

Head of growth and growth director job description template

Use this for a senior hire who sets growth strategy and leads a team. Titles vary by company: a Growth Director usually has wider strategic scope, while a Head of Growth is closer to the day-to-day programme.

Summary

We are looking for a Head of Growth to own growth strategy and results across the customer lifecycle at [Company]. You will define how we acquire, activate and retain customers, build and lead the growth team, and set a culture of testing and learning. You will report to our [CEO / CPO / CMO].

Responsibilities

• Own the growth strategy, roadmap and company-level growth targets
• Define, track and report the key growth metrics to the executive team and board
• Lead a cross-functional team including growth marketers, growth engineers and analysts
• Decide which channels to test, scale or stop, using evidence from your own data
• Set the budget, hiring plan and operating rhythm for the growth function
• Work with product and engineering on growth loops and product-led motions
• Build a culture of experimentation across the business

Requirements

• 5 or more years in growth, product marketing or performance marketing, including team leadership
• Proven record of driving measurable growth at a B2B or B2C company
• Strong analytical skills: cohort analysis, forecasting and test interpretation
• Ability to lead cross-functional teams and influence without direct authority
• Clear communication of data to non-technical stakeholders

Nice to have

• Experience at a high-growth SaaS or marketplace business
• Familiarity with product-led growth motions
• Experience building a growth team from scratch
• Experience introducing AI agents into a marketing team’s workflow

Success metrics at 30, 60 and 90 days

• 30 days: audit of funnel, data and team complete, with one goal agreed with the executive team
• 60 days: a prioritised growth roadmap approved and the first campaigns live
• 90 days: reporting cadence in place, first measurable movement on the goal and a hiring plan for the next two roles

Writing the role for the AI era

The job itself has changed, and the description should say so. Narrow channel specialists are giving way to high-agency generalists who can run a campaign end to end: idea, build, launch and measurement. The generalist marketer is the clearest example, and our guide to marketing generalists covers why small teams hire this profile first.

Four things to put in the description:

• High agency. They run a campaign from idea to result without waiting for hand-offs.
• Test-and-learn discipline. They write a hypothesis, set the success metric before launch and report the result honestly, including losses. See marketing experimentation.
• First-party data fluency. They trust what your own analytics, Search Console and CRM say over opinion. See first-party data.
• Agent and MCP tooling. They are comfortable directing AI agents connected to your marketing stack through MCP, and checking their work.

The classic T-shaped marketer model still describes the target profile well: breadth across the marketing mix, and depth in one or two channels.

“The vertical bar on the T represents the depth of related skills and expertise in a single field, whereas the horizontal bar is the ability to collaborate across disciplines with experts in other areas and to apply knowledge in areas of expertise other than one’s own.”

Kevan Lee, Buffer, “How to Become a T-Shaped Marketer”

Skills checklist for a modern growth hire

• Can write a testable hypothesis with a single primary metric
• Can pull and read data in PostHog, GA4 or Search Console without help
• Has run A/B tests and can explain statistical significance in plain language
• Has depth in at least one channel and working knowledge of the rest
• Can brief and review an AI agent, and spot when its output is wrong
• Can connect a tool through MCP or an API, or knows who to ask
• Writes clearly enough to explain a result to a non-marketer

Before you post the role

A strong description cannot fix an unready team. Daphne Tideman suggests three checks before you hire your first growth person: you are at or near product-market fit, your data is good enough to track impact, and you have customer insights the hire can build on. Her advice on the job spec itself is blunt.

“Keep your wishlist short and specific.”

Daphne Tideman, Growth Waves

Once the description is ready, the top job boards for growth roles cover where to post it.

About Growth Method

Hiring for growth only works if the new person inherits a system, not a blank page. Growth Method is an agentic marketing platform that gives B2B marketing teams AI agents that run their campaigns: plan, launch and analyse, from live data, against one goal. Your new hire plans campaigns, launches them with the before-metrics already recorded, and learns what worked, then repeats the loop.

We are on-track to deliver a 43% increase in inbound leads this year. There is no doubt the adoption of Growth Method is the primary driver behind these results.

Laura Perrott, Colt Technology Services

Whether you are hiring your first growth marketer or your next Head of Growth, a team that already runs plan, launch, analyse, repeat gives them results in weeks, not quarters. Get started and have your first campaign ideas within days.

Frequently asked questions

What should a growth marketing job description include?

A growth marketing job description should include the growth goal the role owns, the channels and funnel stages in scope, the reporting line, the must-have skills in analytics and experimentation, a short list of nice-to-haves, and success metrics at 30, 60 and 90 days. Keep the must-have list short and tie every requirement to an outcome.

What is the difference between a growth marketing manager and a growth marketing specialist?

A growth marketing manager owns the programme and is accountable for growth outcomes across the funnel: they set priorities, run the backlog of campaigns and report to leadership. A growth marketing specialist executes within a defined channel or funnel stage and usually reports to the manager.

What salary should I put on a growth marketing job description?

Our role guides put UK growth marketing specialist salaries at £28,000 to £65,000 depending on experience, manager medians at £55,000 to £65,000, and Head of Growth averages at around £75,000. In the US, specialists range from $50,000 to $110,000, managers have a median of $120,000 to $130,000, and a Head of Growth averages around $130,000. These are 2026 benchmarks from Glassdoor, Salary.com and ZipRecruiter, and well-funded start-ups often pay more once equity and bonus are included.

Where should I post a growth marketing job?

Post it on growth-specific boards such as Demand Curve and GrowthHackers Jobs, then add LinkedIn or We Work Remotely for reach. Our job boards guide compares 10 options by focus area and cost.