Head of growth jobs · Growth lead vacancies · Permanent, interim and fractional

Head of growth jobs · permanent, interim and fractional

Head of growth jobs are roles owning a company’s growth number across the customer journey: finding the channels that bring customers, getting new users to the point of value, and keeping them paying, through a steady run of experiments across marketing, product and data. They come as permanent posts, interim assignments and fractional or part-time seats. The board below shows the head of growth roles on our board, with permanent roles first where the posting says full-time.

We recruit permanent, interim, fractional, part-time and temporary growth and marketing leaders, and non-executive directors. Hiring rather than looking? On every brief we send a shortlist of 3–5, each with pay or day rate, availability and IR35 position set out.

Brief us on a growth hire →See the roles

How a brief runswhat we undertake

01Brief30-MINUTE SCOPING CALLDay 0
02Shortlist of 3–5VETTED · RATE BENCHMARK · IR35After the brief
03InterviewsYOU MEET THE SHORTLISTYour diary
04Scoped startFIRST-MONTH OUTCOMES AGREEDYou set the date
05Fractional, interim and permanentIR35 POSITION SET OUTOn every brief

Shortlist3–5

3–5

Shortlist · with pay or day rate, availability and IR35 set out

Vetting · stages before a candidate reaches a client

15 minutes · video or phone

Book 15 minutes to hire a head of growth

Tell us the scope and the days a week. We come back with Head of Growth candidates, their day rates and availability.

0115 minutes, video or phone
02We scope the role and the days a week
03A shortlist of 3–5 after the call
04Fractional, interim and permanent briefs

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On the board · last 3 months

Head of growth jobs jobs on the board

0 Head of growth jobs · 9 fractional executive

No Head of growth jobs roles on the board in the last three months. Showing fractional executive roles instead.

Browse every role on the board →

Full-time · permanent as posted · last 3 months

Permanent head of growth jobs

2 live

Full-time head of growth roles, posted by the employer as full-time and listed as the posting states them. We recruit permanent head of growths as well as fractional and interim. Hire a head of growth.

Current growth leadership roles on our board

Fractional Quest is a fractional recruitment agency: send a Head of Growth brief and we come back with a shortlist of three to five vetted candidates.

01/ the role

Head of growth jobs: what the board holds

The board on this page holds the growth leadership roles on our board: heads of growth, growth leads and VPs of growth, in every mode of work. Roles whose posting says full-time come first. Interim, fractional and part-time roles follow, and where a posting states how the role is engaged, the listing says so. When there are few growth roles, the board widens to the marketing leadership seats beside them, and says that it has.

What the seat does

A head of growth is measured on activated, paying and retained customers rather than on campaigns. The work is a growth model, a run of experiments with clear decisions, the acquisition channels that pay back, onboarding and retention with the product team, and the tracking that makes it all measurable. For the full picture, see what a head of growth does.

Who hires one

Most head of growth jobs are in software, consumer apps, subscription businesses and marketplaces, usually after product-market fit. Kyle Poyar, writing for OpenView, argues that a head of growth tends to be most effective scaling a product-led company with product-market fit rather than building one from zero; earlier companies often hire a go-to-market lead or a growth marketer first. Read a posting for the company’s stage, its traction and who the role reports to.

02/ scope

How to get a head of growth job

1. Own a number

Heads of growth come from growth or performance marketing, product management, analytics and sometimes engineering. What a hiring company wants to see is a metric you moved, how you moved it and what you stopped doing because the data said so.

2. Learn the whole funnel

The seat crosses functions, so a channel specialist has to learn onboarding, pricing and retention, and a product manager has to learn acquisition. On the marketing side, the National Careers Service sets out the routes into marketing management and names the Chartered Institute of Marketing among the professional bodies; CIM’s Global Professional Marketing Framework lists the capabilities, from channels and analytics to user experience and the customer journey.

3. Know the rules you will run into

Growth work runs on tracking, messaging and design choices, and all three are regulated. Non-essential cookies need consent by a clear positive action before they are set; the Competition and Markets Authority has examined how online choice architecture can harm consumers; and subscription businesses now carry duties on subscription contracts under the Digital Markets, Competition and Consumers Act 2024. Candidates who can show tests that won without these risks stand out.

4. Pick the route in

Not every head of growth job is permanent. Fractional head of growth jobs hold the seat for part of the week, and the executive version is on fractional chief growth officer jobs. If you work through your own company, the off-payroll working rules (IR35) may apply: status turns on how the engagement runs, and a medium or large client makes the determination. Our IR35 guide sets out the tests.

03/ related roles

Head of growth jobs by type

Every page we keep for the growth seat and the marketing seats beside it, one per kind of role or question. We recruit permanent, interim, fractional and part-time growth leaders.

Fractional head of growth jobsWhat is a head of growth?Fractional chief growth officer jobsHead of marketing jobsCMO jobs

04/ vetting

How we vet heads of growth

What we undertake on every brief, before a candidate reaches you.

01
Qualification screen
Verify Head of Growth tenure, sector context and stage fit.
SOURCING
02
Mandate fit
Match to your situation — stage, board dynamics, timing.
MATCHING
03
Reference deep-dive
We take references ourselves, from recent past clients — real outcomes, not titles.
VERIFY
04
Shortlist
Three to five candidates with day rate, availability and IR35 position set out.
SHORTLIST OF 3–5

05/ growth lead jobs

Growth lead jobs and head of growth vacancies

Growth lead jobs and head of growth vacancies are often the same seat under different titles. “Growth lead” tends to mean a hands-on leader with a small team or none; “head of growth” a leader with a team and a budget; “VP of growth” the same seat in a larger or US-style company. Read the posting for the size of the team, the budget and the metric the role owns.

Vacancies open at a few predictable moments: after a funding round with a growth target attached, when a product-led company adds a sales team and needs someone to join the two, when growth has stalled after early traction, or when the founder who ran growth needs to hand it on.

Some postings are growth marketing roles with a senior title. If the role owns only paid channels, with no say over onboarding, pricing or retention, it is closer to a performance marketing lead. See head of marketing jobs for the marketing-led seat.

06/ permanent head of growth jobs

Permanent head of growth jobs the market and the pay

Permanent head of growth jobs are full-time employed roles, and they are the ones listed first on this page. They suit companies with product-market fit, enough volume to test against and a growth target the board reviews every month.

Pay depends on the company’s stage and funding, the size of the team, whether the role includes equity, and location. We publish no head of growth salary figure because we have no sourced one. Listings show pay where the posting states it; on every shortlist we set out each candidate’s pay.

Ask before you accept: which metric the role owns, how much of the product you can change, who builds your experiments, and whether tracking and data are in place or yours to fix.

07/ questions

Head of growth jobs FAQ

The questions people ask before bringing in a head of growth.

On this page: the board shows the head of growth roles on our board, permanent roles first where the posting says full-time, then interim, fractional and part-time. Part-week roles also have their own page, fractional head of growth jobs.

Often only the title. A growth lead is usually more hands-on with a smaller team; a head of growth leads a team with a budget; a VP of growth is the senior version. Read the posting for the team, the budget and the metric the role owns.

It depends on the company’s stage and funding, team size, equity and location. We have no sourced head of growth salary figure, so we do not publish one. Listings show pay where the posting states it.

Own a metric and show how you moved it, learn the whole funnel from acquisition to retention, and know the rules on cookies, marketing and subscriptions. Fractional and interim roles are another way in. CIM’s Global Professional Marketing Framework sets out the capabilities.

Mostly software, consumer apps, subscription businesses and marketplaces after product-market fit. Kyle Poyar argues in Growth Unhinged that earlier product-led companies are often better served by a go-to-market lead or a growth marketer.

Partly. A head of growth uses marketing channels but is measured further down the funnel, on activated, paying and retained customers, and works with product and data as much as marketing. See what a head of growth does.

It depends on how the engagement runs in practice, not on its label. In most cases a medium or large client makes the determination; for a small client outside the public sector, the worker’s own company decides (HMRC). We set out each candidate’s IR35 position on the shortlist and do not promise an outcome.

Decide what the seat must move in its first year, check you have the product, data and volume for growth work, and choose permanent, interim or fractional. Our fractional head of growth jobs page sets out the part-week option. On every brief we send a shortlist of 3–5 after five-stage vetting.

Book 15 minutes · shortlist of 3–5

Bring the brief. We architect the team.

A shortlist of 3–5 with day rate, availability and IR35 position set out, after five-stage vetting.

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