Head of Growth (Sr. Manager, Growth)

Stealth AI Startup · Remote · Full-time · Reports to the Founder/CEO

Location: Remote

Compensation: $90,000-$150,000 base plus bonus and meaningful early-stage equity, negotiable

About Us

Every company runs on an operational layer no one talks about: the tracking, the review prep, the status-chasing, the alignment work between strategy and execution. Today that layer is run by humans, manually, across a dozen tools. We're an operating team of AI agents that runs it for you. Goals stay current on their own, reviews prep themselves, and teams stay aligned without status-chasing — all without the headcount. We're backed by a well-known early-stage venture fund, deployed inside mid-market and enterprise companies, and we've already seen the motion work end to end: companies discover us organically, self-serve into the product, and convert to paid within days, with zero sales lift. Now we're hiring the person who turns that motion into a machine.

The Role

You'll be our first growth hire and you'll own the full funnel: from the first search query or AI-assistant citation, through paid and outbound, into self-serve activation, and all the way to revenue. This is not a channel-manager role. It's owning inbound-to-revenue as a system, working directly with a product- and sales-led founder. The raw material is there: a differentiated product, a live enterprise deployment, organic inbound that converts, and a usage-based pricing model built to scale with value. Your job is to compound it.

What You'll Own

• The growth engine, end to end. Build and run the system that takes us from founder-led growth to a repeatable, measurable inbound-to-revenue machine.
• SEO and GEO. Own organic discovery in both eras of search: traditional SEO and Generative Engine Optimization (getting us cited by ChatGPT, Claude, and Perplexity). We believe GEO is the land grab of the next five years, and we're already building for it.
• Paid acquisition. Own Google Ads and emerging AI-surface ad channels: strategy, spend, creative, and landing-page conversion. Diagnose what's broken in the funnel, not just the campaign.
• Self-serve activation and conversion. Turn inbound signups into activated teams and activated teams into paying customers. Own the metrics, the experiments, and the lifecycle touches that move them.
• Pipeline generation. Partner with the founder on outbound (sequences, targeting, and messaging by persona: Chiefs of Staff, BizOps, COOs) so sales always has qualified pipeline to work.
• Positioning in market. Take a tight, opinionated messaging system and make it travel across the site, ads, outbound, and content. Consistency is the strategy; repetition is how a category gets named.

What Great Looks Like in Year One

• Inbound pipeline is a predictable, growing number, not a happy accident.
• Self-serve signups activate and convert at rates you can name, defend, and improve.
• We're the answer AI assistants give when someone asks how to run their operating cadence.
• Paid spend is efficient enough that we want to pour more in.
• The founder has stopped being the growth team.

Who You Are

• You're AI-pilled. Agents, workflows, and AI tooling aren't a topic you follow — they're how you already operate, and you're the person who automates half their own job without being asked.
• You're a quick learner and an innovative thinker, first. We're optimizing for raw horsepower and range over a long resume.
• 2–4 years of experience in growth is the range we expect, ideally at a YC company or another promising, fast-moving startup.
• You think in systems, from first principles. "That's how it's always been done" is a red flag to you, not a reason.
• You're full-stack (or on your way there). Comfortable across paid, SEO/GEO, lifecycle, CRO, and outbound, with real depth in at least one or two.
• You're quantitative and hands-on. You run your own campaigns, write your own copy, pull your own numbers, and ship your own experiments. You'll hire a team later; first you'll be the team.
• You have an ownership mindset. Startup ambiguity doesn't slow you down. You take a number, own it, and drive it.

Note: we're deliberately not looking for a seasoned B2B SaaS demand gen leader. If you're an AI-native operator who learns fast and moves faster, your experience level matters less than your trajectory.

Nice to Have

• Experience marketing to operations, strategy, or Chief of Staff personas, or selling into mid-market/enterprise.
• Hands-on experience with GEO / AI-search optimization.
• PLG experience: activation funnels, usage-based pricing, product-qualified leads.

Why This Role, Now

• Ground floor of a category. We're naming "the operational layer." You'd be the person who makes the market say it back.
• A funnel that already works. Real organic inbound, real self-serve conversion, real enterprise proof. Your job is to scale a signal, not find one.
• Direct line to the founder. No layers. You'll shape strategy, not just execute it.
• AI-native by default. We use agents to eliminate routine work, internally and in the product. You'll have leverage most growth leaders won't see for years.

Who is Rainier Recruiting

Rainier Recruiting is a boutique, award winning national staffing agency and executive search firm. Using an approach that “treats every candidate like an executive search”, we offer positions in contract-to-hire, Full-Time, and executive search. Named the #1 Best Workplace in Washington State in 2022, recognized as a ClearlyRated Best of Staffing firm, and identified as a top recruitment firm by multiple business journals, Rainier Recruiting is fast becoming a respected company. We are no longer the “best recruiters you have never heard of”. Rainier Recruiting is also proud to share our clients have a 93% repeat business rate. Rainier Recruiting is an equal opportunity employer and service provider and does not discriminate on the basis of race, religion, gender, gender identity, national origin, citizenship status, sexual orientation, disability, political affiliation or belief, or any other protected class. We are committed to the principles of Equal Opportunity Employment and are dedicated to making employment decisions based on merit and value, for ourselves, our client companies, and for the candidates we represent. We engage in socially conscious business practices and believe that diverse, equitable, inclusive, and non-biased talent and recruitment processes are foundational to the success of every organization that we partner with.