As Global Head of Research & Leadership Advisory at JRG Partners, I wrote this Chief Growth Officer job description template for employers who want the spec to do real work: attract the right candidates, repel the wrong ones, and align the hiring committee before the first interview. Use the template as the base and the customization guidance to make it yours.
Key Takeaways: Writing a Chief Growth Officer Job Description That Works
- The Chief Growth Officer owns the company’s integrated growth system, acquisition, conversion, expansion, and pricing, unifying marketing, growth product, and revenue motions behind compounding, efficient growth.
- Write the spec for the candidate you want to attract, not the file you need to complete; strong leaders read job descriptions as evidence of how the company thinks.
- Separate true requirements from preferences ruthlessly; inflated requirement lists shrink slates without improving them.
- Publishing the success metrics up front attracts operators and deters narrators, exactly the sorting you want.
- Define the boundary with the CRO or VP of Sales explicitly; overlapping growth and revenue mandates sink more of these hires than any skill gap does.
About the Chief Growth Officer Role
In market-standard structures, the role reports to the Chief Executive Officer and leads growth marketing, demand generation, growth product/PLG, sales development, and growth analytics. Scope varies by company, which is exactly why the customization guidance below matters, but the template reflects the specification most strong candidates will recognize.
Chief Growth Officer Job Description Template
Position Summary
[Company] is seeking a Chief Growth Officer. The Chief Growth Officer owns the company’s integrated growth system, acquisition, conversion, expansion, and pricing, unifying marketing, growth product, and revenue motions behind compounding, efficient growth. The position reports to the Chief Executive Officer.Key Responsibilities
- Own the growth model: targets, levers, and investment logic
- Unify acquisition, activation, conversion, and expansion motions
- Drive experimentation velocity with statistical discipline
- Command acquisition economics: CAC, payback, and LTV
- Lead pricing and packaging optimization where mandated
- Build growth analytics and attribution infrastructure
- Partner with product on PLG and lifecycle motions
- Develop growth organization and cross-functional operating rhythm
Requirements & Qualifications
- 10+ years growth leadership with quantified results at scale
- Full-stack fluency: paid, organic, lifecycle, and product-led
- Experimentation rigor with real statistical literacy
- Analytics and attribution stack command
- Pricing experience valuable where in scope
- Cross-functional leadership without full authority
- Documented CAC/LTV improvement at comparable stage
Key Performance Indicators
- Net-new and expansion revenue versus plan
- CAC and payback trajectory
- Conversion-rate improvements across the funnel
- Experiment velocity and win rate
- LTV / retention-cohort trends
- Channel diversification health
- Growth-team throughput and retention
Compensation
Mid-market base salaries for this role typically run $300,000-$400,000, scaling substantially with company size and mandate; see our Chief Growth Officer Salary Guide 2026 for full benchmarks by revenue tier, ownership structure, and industry.
How to Customize This Template
The template above is the market-standard skeleton; its value comes from calibration. Define the boundary with the CRO or VP of Sales explicitly; overlapping growth and revenue mandates sink more of these hires than any skill gap does. Then prune the requirements to the honest minimum, rank the responsibilities so the first three carry the mandate’s weight, and confirm the KPI list matches how the executive will actually be reviewed, because candidates will hold you to it.
Common Mistakes in Chief Growth Officer Job Descriptions
Most weak specs fail the same ways: they inflate requirements until no real human qualifies, list twenty responsibilities with no signal of priority, omit the metrics by which success will be judged, lean on internal acronyms that mean nothing outside, and dodge compensation in an era when serious candidates expect a range. A two-hour edit against these five failures improves slate quality more than most sourcing investments.
From Job Description to Hire
Once the document is agreed, invest in the sequence it anchors: market-honest compensation set early, and interviews designed to verify each requirement against evidence. For the interview stage, our Chief Growth Officer interview questions guide pairs directly with this template.
Frequently Asked Questions
- Q: What does a Chief Growth Officer do?
- A: The Chief Growth Officer owns the company’s integrated growth system, acquisition, conversion, expansion, and pricing, unifying marketing, growth product, and revenue motions behind compounding, efficient growth. Day to day, the role centers on own the growth model: targets, levers, and investment logic and unify acquisition, activation, conversion, and expansion motions.
- Q: Who does the Chief Growth Officer report to?
- A: Most commonly the Chief Executive Officer, with the role leading growth marketing, demand generation, growth product/PLG, sales development, and growth analytics. Reporting-line choices signal the seat’s real weight, and candidates read them that way.
- Q: How many years of experience should a Chief Growth Officer have?
- A: Market-standard specifications ask for 10+ years of relevant progressive leadership, but treat tenure as a proxy: the requirement that matters is demonstrated ownership of the outcomes in the KPI list at comparable scale.
- Q: What is the difference between chief growth officer and CRO compensation?
- A: Where the CGO owns the full growth stack including marketing and product-led motions, the roles price at parity. Where the CRO holds the sales engine and the CGO the demand side, the CRO typically prices 10-20% ahead.
- Q: How long should a Chief Growth Officer job description be?
- A: A page externally, with the fuller internal profile behind it. Length signals indecision; precision signals a company worth joining.
- Q: What requirements should we include for a Chief Growth Officer?
- A: Apply one test to each line: would we reject a great candidate who lacks this? If not, move it to preferred, or delete it.
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Tanya Gallardo
Managing Director, Executive Search & AI Talent Strategy
Tanya Gallardo is the Managing Director of Executive Search & AI Talent Strategy at JRG Partners, leading C-suite and Board engagements across key growth sectors including Technology, Financial Services, and Manufacturing.
With over 18 years of experience specializing in disruptive technology leadership, Tanya is recognized as a leading authority on talent architecture for future-focused executive roles, such as the Chief AI Officer (CAIO) and Chief Digital Officer (CDO). Her expertise lies in accurately assessing the cultural fit and technical depth required to ensure a high return on investment (ROI) for critical leadership appointments.
Prior to her role at JRG Partners, Tanya held senior roles directing global talent acquisition strategies at a major publicly-traded technology firm, advising on organizational design and succession planning for emerging executive functions. She is a recognized speaker and contributor to industry events, sharing data-driven insights on executive compensation, leadership development, and the measurable business impact of C-suite talent.
