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If you’ve Googled “Chief Growth Officer job description”, you’ve probably seen the same thing over and over again—generic bullet points, recycled corporate jargon, and job posts that could’ve been copied from anywhere.
The problem?
Those posts don’t actually help you attract a great Chief Growth Officer. They don’t show the mission. They don’t capture the excitement of leading a company’s growth strategy. And they certainly don’t inspire the kind of high-caliber candidate who could transform your revenue trajectory.
If you want to attract someone who can own growth, scale teams, and navigate both strategy and execution, you need a job post that reads less like a formality—and more like a rallying cry.
Before we dive in, I highly recommend reading our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/ . It breaks down why generic descriptions fail and gives you a framework you can use for any role, including this one.
WorkScreen simplifies the hiring process, helping you quickly identify top talent while eliminating low-quality applications. By saving you countless hours and reducing the risk of bad hires, it empowers you to build a team that delivers results
What a Chief Growth Officer Actually Does
A Chief Growth Officer (CGO) is the executive responsible for driving a company’s long-term growth—across marketing, sales, product, and customer success.
They’re not just about “getting more leads” or “boosting revenue.” A great CGO looks at the entire business, spots where growth is stalling, and creates strategies to accelerate it. That could mean launching a new product line, rethinking the pricing model, expanding into new markets, or finding ways to turn existing customers into loyal advocates.
In simple terms: the CGO is the person who makes sure your company doesn’t just grow fast—but grows smart.
Beyond strategy, they work closely with department heads to align goals, measure progress with the right metrics, and ensure that every growth initiative is tied to the company’s mission. They’re a rare blend of visionary thinker and data-driven operator—able to inspire teams while staying laser-focused on results.
Two Great Chief Growth Officer Job Description Templates
Template 1 – Job Description For Experienced Chief Growth Officer
📌 Job Title: Chief Growth Officer (CGO) — WorkScreen.io
💼 Type: Full-Time | Executive Leadership
📍 Location: Remote (North America/EMEA time zones)
💰 Salary Range: $170,000–$230,000 base + Performance Bonus + Equity
A quick word from our CEO
(Insert Loom/YouTube link) — A 2–3 minute video on our mission, what “great” looks like in this role, and how growth ties to our product roadmap.
Who We Are
WorkScreen.io helps companies hire fast without drowning in AI-generated, low-effort applications. Our platform automatically evaluates candidates, detects spam, and ranks applicants on a performance-based leaderboard—so hiring teams can focus on top talent, not piles of résumés. We’re a product-driven, remote-first team building a fairer, skills-first future of hiring.
Our Culture
We move with clarity, test quickly, and ship value. We care about outcomes over ego, candor over politics, and craft over theatrics. If you love combining data, narrative, and cross-functional leadership to unlock growth—this is your arena.
What You’ll Do
- Own company-wide growth: acquisition, activation, monetization, retention, expansion.
- Build the GTM engine across PLG, sales-assisted, and partnerships.
- Stand up a rigorous experimentation program (pricing, packaging, funnels).
- Partner with Product to drive product-led growth and reduce time-to-value.
- Align Marketing, Sales, and CS around a unified revenue model and metrics.
- Hire/mentor a high-performing growth org (growth marketing, ops, analytics).
- Report growth insights to the exec team and board with crisp storytelling.
What We’re Looking For
- 8–12+ years in growth/revenue leadership at SaaS or marketplace companies.
- Proven track record taking ARR from low- to mid-eight figures (or beyond).
- Full-funnel ownership and comfort with PLG + sales-assisted motions.
- Fluent with analytics, lifecycle/CRM, attribution, and experiment design.
- Builder mindset: can architect systems and roll up sleeves to execute.
- Clear communicator who can rally teams around measurable goals.
Perks & Benefits
- Competitive base + performance bonus + equity
- Health, dental, vision (regional equivalents where applicable)
- Flexible PTO + local holidays + quarterly company recharge days
- Home office & productivity stipend + top-tier laptop
- Annual learning budget (courses, conferences, coaching)
- Enhanced parental leave + wellness stipend
- Optional quarterly in-person offsites
Why This Role Is a Great Fit
- Direct line of impact: Own the growth model for a category-defining product.
- Big sandbox: PLG + enterprise experiments across pricing, packaging, and channels.
- Executive seat: Partner with the CEO/COO on strategy and board-level narratives.
- Team to build: Shape the org, stack, and operating cadence from the ground up.
How to Apply
Apply via WorkScreen.io: [Insert unique WorkScreen apply link]. You’ll complete a short, role-specific evaluation so we can focus on your skills and approach—not just your résumé.
Template 2 – Job Description For Entry Level Chief Growth Officer
📌 Job Title: Chief Growth Officer (CGO) — High-Potential Growth Leader
💼 Type: Full-Time | Executive Track
📍 Location: Remote (North America/EMEA time zones)
💰 Salary Range: $130,000–$175,000 base + Bonus + Pathway to Equity
A quick word from our COO (Hiring Manager)
(Insert Loom/YouTube link) — Why this role exists now, what success looks like in 6–12 months, and how we’ll support your ramp.
Who We Are
WorkScreen.io is the skills-first hiring platform used by teams that care about quality over volume. We evaluate, score, and rank applicants automatically—helping companies identify genuine, high-intent candidates while filtering out low-effort submissions. We’re growing fast and investing in a durable growth engine.
Our Culture
High trust, high ownership, and a bias for action. We iterate in the open, measure what matters, and treat feedback like a gift. You’ll have autonomy, mentorship, and clear goals.
What You’ll Do
- Co-create and execute our growth strategy with the COO and Product leads.
- Run focused experiments across acquisition (content, partnerships, demos), activation (onboarding, aha-moment), and monetization (plans, pricing tests).
- Stand up lightweight growth ops: dashboards, instrumentation, experiment backlog.
- Collaborate with Product/Engineering on PLG loops and self-serve conversion.
- Build initial growth pods; recruit specialists as wins compound.
- Document learnings and turn experiments into repeatable playbooks.
What We’re Looking For
- 5–8+ years in growth marketing, product growth, revenue ops, or BD.
- Evidence of moving key metrics (sign-ups, conversion, retention, expansion).
- Analytical rigor + strong experimentation hygiene; comfortable with CRM/Lifecycle tools.
- Resourceful operator who thrives in ambiguity and learns fast.
- Leadership potential: can mentor, influence, and eventually manage a team.
Perks & Benefits
- Competitive base + performance bonus + pathway to equity
- Health, dental, vision (regional equivalents)
- Flexible PTO + local holidays + quarterly recharge days
- Home office & productivity stipend + modern equipment
- Annual learning budget + executive mentorship program
- Enhanced parental leave + wellness stipend
- Optional quarterly in-person offsites
Why This Role Is a Great Fit
- Executive runway: Step into company-wide ownership with mentorship from seasoned leaders.
- Builder’s canvas: Establish the growth stack, rituals, and playbooks.
- Visible wins: Your experiments will directly move pipeline, conversion, and ARR.
- Career inflection: Prove out CGO scope and grow into expanded leadership.
How to Apply
Apply via WorkScreen.io: [Insert unique WorkScreen apply link]. Our skills-first process spotlights how you think and solve problems, not just past titles.
Don’t let bad hires slow you down. WorkScreen helps you identify the right people—fast, easy, and stress-free.
Breakdown of Why These Chief Growth Officer Job Posts Work
1. The Job Title is Clear, Specific, and Signals Purpose
Instead of just “Chief Growth Officer,” the posts add specificity:
- Experienced Version: Includes the company name (WorkScreen.io) and makes it clear it’s an executive leadership role.
- High-Potential Version: States “High-Potential Growth Leader” so ambitious candidates without CGO titles still feel invited to apply.
This immediately filters for the right audience while expanding reach to the best-fit candidates.
2. The Video Element Creates Instant Human Connection
Both templates feature a Loom/YouTube video from the CEO or COO right before “Who We Are.”
- For the experienced hire: It positions the CEO as a thought partner and strategic peer.
- For the high-potential hire: It frames the role as a growth opportunity with visible support.
This personal touch makes the post stand out from 99% of CGO job descriptions online.
3. The “Who We Are” Section is Company-Specific
Instead of a vague “we’re a growing SaaS company,” these examples describe exactly what WorkScreen.io does, the problem it solves, and the market it serves.
- Candidates can immediately decide if they align with the mission.
- This also weeds out applicants who aren’t genuinely interested in your industry or product.
4. The Culture Section Shows, Not Tells
Rather than stating generic values (“We value teamwork and innovation”), the posts demonstrate culture through behaviors and operating principles—“bias for action,” “clarity over politics,” “feedback as a gift.”
- This allows candidates to visualize the environment and assess cultural fit.
5. The Responsibilities Highlight Impact, Not Just Tasks
- Phrases like “Own company-wide growth” and “Stand up a rigorous experimentation program” show scope and ownership, not just day-to-day duties.
- The high-potential version still lists major initiatives but with collaborative phrasing (“Co-create and execute”) to make it less intimidating.
6. Perks & Benefits Are Clearly Listed
- Split into a dedicated section so they don’t get lost.
- Includes both tangible benefits (salary, equity, health, PTO) and lifestyle perks (flexible hours, offsites, learning budgets).
- Signals transparency and respect for candidates’ time.
7. The “Why This Role Is a Great Fit” Section Sells the Opportunity
- Experienced version: Emphasizes direct impact, big sandbox, executive seat, team to build.
- High-potential version: Emphasizes executive runway, builder’s canvas, visible wins, career inflection.
This turns the job description into a career pitch, not just an information sheet.
8. The Hiring Process is Modern, Fair, and Respectful
- The call to apply explains that WorkScreen.io uses skills-based evaluations, not just résumé screening.
- This reassures candidates that effort matters and low-effort spam won’t crowd them out.
Bad Chief Growth Officer Job Description (and Why It Fails)
Job Title: Chief Growth Officer
Company: Confidential
Type: Full-Time
Location: Flexible
Salary: Not Disclosed
Job Summary
We are seeking an experienced Chief Growth Officer to oversee all growth activities within the company. The CGO will be responsible for planning, developing, and executing growth strategies to meet revenue targets.
Key Responsibilities
- Develop growth strategies.
- Coordinate with different departments to execute growth plans.
- Monitor growth metrics and prepare reports for the CEO.
Requirements
- Bachelor’s degree in business or marketing.
- 5+ years of experience in a similar role.
- Strong leadership and communication skills.
How to Apply
Please send your CV and cover letter to hr@company.com. Only shortlisted candidates will be contacted.
Why This Job Post Falls Short
- Generic, Lifeless Job Title
- “Chief Growth Officer” without company name, focus area, or industry gives no context.
- High-caliber candidates scanning job boards won’t pause to click.
- “Chief Growth Officer” without company name, focus area, or industry gives no context.
- Zero Mission or Culture
- There’s no mention of what the company does, who it serves, or why growth matters now.
- Feels transactional, not inspiring.
- There’s no mention of what the company does, who it serves, or why growth matters now.
- No Transparency
- Salary range missing, no perks or benefits listed.
- Immediately signals either outdated hiring practices or reluctance to compete for talent.
- Salary range missing, no perks or benefits listed.
- Responsibilities Are Too Vague
- “Develop growth strategies” is meaningless without detail on markets, channels, or metrics.
- No sense of scope, team size, or strategic impact.
- “Develop growth strategies” is meaningless without detail on markets, channels, or metrics.
- Requirements Are Bare Minimum
- Could apply to hundreds of unrelated roles.
- Doesn’t help candidates self-qualify or self-deselect.
- Could apply to hundreds of unrelated roles.
- Cold Hiring Process
- Ending with “Only shortlisted candidates will be contacted” feels dismissive.
- No timeline, no human touch, no clarity on what happens after applying.
- Ending with “Only shortlisted candidates will be contacted” feels dismissive.
Bonus Tips to Make Your Chief Growth Officer Job Post Stand Out
Even with a solid structure, there are small but powerful tweaks you can make to ensure your CGO listing grabs the right attention and builds trust from the first read.
1. Add a Security & Privacy Notice
Top-tier executives are often cautious about sharing details in an application. Show that you take their privacy seriously.
Example:
“We take applicant privacy seriously. We will never request payment, bank details, or confidential personal financial information during the hiring process. All candidate data is handled securely and reviewed only by our internal hiring team.”
2. Include Transparent Leave & Flexibility Policies
Executives value performance-driven environments that also respect work-life balance.
Example:
“We offer flexible PTO, quarterly recharge days, and local public holidays—because strategic decisions are better made with a clear mind.”
3. Highlight Training & Growth Opportunities (Even for Executives)
Yes, even seasoned CGOs want to know they’ll keep learning. This signals an environment of innovation.
Example:
“We invest in leadership growth through executive coaching, strategic workshops, and peer learning with other high-impact leaders.”
4. Add a Personal Video From the CEO or Board Member
We’ve included a Loom in our templates, but here’s the deeper why:
- It positions the role in the context of the company’s mission and growth stage.
- It signals that leadership is actively engaged in hiring the right person.
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
5. Mention Strategic Wins or Upcoming Milestones
Executives are drawn to momentum. Without revealing sensitive data, hint at big moves.
Example:
“We’ve doubled ARR in the past 12 months and are preparing to expand into two new markets this year—this is where you come in.”
6. Showcase Board or Investor Support (if applicable)
If the CGO will have access to top-tier resources or networks, say it.
Example:
“You’ll have direct collaboration with our board and access to strategic advisors with deep experience in scaling category-leading SaaS products.”
Why You Shouldn’t Let AI Write Your Chief Growth Officer Job Post From Scratch
With AI tools everywhere, it’s tempting to type “Write me a job description for a Chief Growth Officer” into ChatGPT or your ATS’s AI generator and call it a day.
The problem? That’s how you end up with a bland, lifeless post that sounds exactly like every other CGO listing out there. And when you’re hiring for one of the most strategically important roles in your company, you can’t afford to blend in.
Why Blindly Using AI Hurts Your Hiring Efforts
- It strips out your mission and personality — You’ll get generic language that could fit any company in any industry.
- It attracts the wrong kind of candidates — People who mass-apply to anything with “executive” in the title, not those aligned with your vision.
- It reflects poorly on your brand — Your job post is the first impression a CGO candidate has of your company. If it feels like a template, it signals that you cut corners on important hires.
The Smarter Way to Use AI for Job Posts
AI can be a fantastic assistant—just not your replacement.
Here’s how to use it well:
Step 1: Gather Your Raw Ingredients
- What your company does (specific mission, industry, audience).
- The role’s real impact and major objectives.
- The culture and values you want to highlight.
- Must-have vs. nice-to-have skills.
- Perks, benefits, and salary range.
- A rough outline of your hiring process.
Step 2: Give AI a Detailed Prompt
“Help me write a Chief Growth Officer job description for WorkScreen.io, a SaaS platform that helps companies eliminate low-effort applications through skill-based hiring. The CGO will lead company-wide growth strategy across PLG and sales-assisted channels. Our culture is collaborative, data-driven, and product-led. Must-have skills include X, Y, Z. Nice-to-have skills include A, B, C. Salary is $170k–$230k base + bonus + equity. Perks include health coverage, flexible PTO, and quarterly offsites. Here’s our hiring process: … Here are a few notes I’ve written to get you started: [paste your notes]. Please make it engaging, mission-driven, and written in a human tone.”
Step 3: Edit for Accuracy and Personality
- Remove filler words and corporate clichés.
- Add specific language that reflects your tone of voice.
- Include examples, context, and personal touches (like a Loom video).
Step 4: Sanity-Check for Differentiation
Ask yourself: “If I were a top CGO candidate, would this stand out from the last five job descriptions I read?”
If your hiring process is stressful, slow, or filled with second-guessing—WorkScreen fixes that. Workscreen helps you quickly identify top talent fast, eliminate low-quality applicants, and make better hires without the headaches.
Need a Quick Copy-Paste Chief Growth Officer Job Description?
✅ Option 1: Conversational, Culture-First CGO Job Description
📌 Job Title: Chief Growth Officer (CGO) — [Company Name]
💼 Type: [Job Type] | [Seniority/Track]
📍 Location: [Location/Remote]
💰 Salary: [Base Salary Range] + [Bonus/Equity]
A quick word from our [CEO/COO/Hiring Manager]
[Insert Loom/YouTube link] — Why this role matters now, what “great” looks like in the next 6–12 months, and how growth ties to our roadmap.
Who We Are
[Company Name] is [what you do in one line]. We help [your audience] achieve [primary outcome] through [your product/service]. We’re at a stage where smarter, data-driven growth will unlock our next chapter—and that’s where you come in.
The Opportunity
We’re hiring a Chief Growth Officer to own the strategy and systems that drive sustainable growth across marketing, sales, product-led motions, and customer success. You’ll align the company around clear metrics, run high-leverage experiments, and scale what works.
What You’ll Do
- Lead company-wide growth: acquisition, activation, retention, expansion.
- Design and run experimentation across funnels, pricing, and packaging.
- Partner with Product on PLG loops and time-to-value improvements.
- Align Marketing, Sales, and CS around shared KPIs and operating cadence.
- Build and mentor a high-performing growth org (marketing, ops, analytics).
- Present insights and growth narrative to the exec team and board.
What We’re Looking For
- [X–Y]+ years in growth/revenue leadership (SaaS or similar).
- Proven record moving core metrics (ARR, conversion, retention, expansion).
- Fluent with analytics, lifecycle/CRM, attribution, and experiment design.
- Clear communicator; builder mindset; bias for action.
Perks & Benefits
- [Comp: base + bonus + equity]
- [Health/Dental/Vision or regional equivalents]
- [Flexible PTO/Local holidays/Recharge days]
- [Home office stipend + modern equipment]
- [Annual learning budget/Executive coaching]
- [Parental leave/Wellness stipend]
- [Optional in-person offsites]
Why This Role Is a Great Fit
- Direct impact: Own the growth model and narrative end-to-end.
- Big sandbox: Blend PLG and sales-assisted plays across channels.
- Executive partnership: Work closely with leadership on strategy and resourcing.
- Team to build: Shape the org, tools, and operating rhythm from the ground up.
How to Apply
Apply via [Application Link]. We use a skills-first process with a brief, role-relevant exercise to keep evaluation fair and efficient.
✅ Option 2: Structured “Job Brief + Responsibilities + Requirements” Format
📌 Job Title: Chief Growth Officer (CGO) — [Company Name]
💼 Type: [Job Type] | [Seniority/Track]
📍 Location: [Location/Remote]
💰 Salary: [Base Salary Range] + [Bonus/Equity]
Job Brief
[Company Name] is hiring a Chief Growth Officer to lead integrated growth across marketing, sales, product, and customer success. The CGO will drive predictable, scalable revenue while aligning teams around clear metrics and a shared operating cadence.
Responsibilities
- Define and own the company-wide growth strategy and roadmap.
- Lead cross-functional initiatives across acquisition, activation, retention, and expansion.
- Partner with Product on PLG experiments and onboarding improvements.
- Build growth analytics, instrumentation, and reporting.
- Allocate budgets and resources based on ROI.
- Report progress, insights, and risks to the executive team/board.
Requirements
- [X–Y]+ years in growth/revenue leadership (preferably B2B SaaS).
- Demonstrated success scaling ARR and improving funnel conversion.
- Strong experimentation hygiene; data/analytics proficiency.
- Excellent leadership, communication, and stakeholder management.
Perks & Benefits
- [Comp: base + bonus + equity]
- [Health/Dental/Vision or regional equivalents]
- [Flexible PTO/Local holidays/Recharge days]
- [Home office stipend + equipment]
- [Learning budget/Executive coaching]
- [Parental leave/Wellness stipend]
- [Team offsites]
How to Apply
Apply via [Application Link]. Our process emphasizes practical skills and structured feedback at each step.
Next Step: Let WorkScreen Help You Find Your Chief Growth Officer Faster
Writing a compelling job description is only half the battle. Once the applications start coming in, you need a way to quickly separate the genuine, high-quality candidates from the low-effort submissions.
That’s where WorkScreen.io comes in.
With WorkScreen, you can:
✅ Quickly identify your most promising candidates
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—making it easy to spot top talent, save time, and make smarter, data-driven hiring decisions.
✅ Easily run one-click skill tests
With WorkScreen, you can administer one-click skill tests to assess candidates based on real-world ability—not just credentials like résumés and past experience. This helps you hire more confidently and holistically.
✅ Eliminate low-effort applications
WorkScreen automatically eliminates low-effort applicants who use AI Tools to apply, copy-paste answers, or rely on “one-click apply.” This way, you focus only on genuine, committed, and high-quality candidates—helping you avoid costly hiring mistakes.
Whether you’re hiring your first CGO or replacing an existing leader, WorkScreen.io helps you avoid costly hiring mistakes and gives you a faster, fairer, and more efficient process from day one.
FAQ
A Chief Growth Officer (CGO) focuses on overall business growth—this includes revenue, but also covers market expansion, product innovation, customer retention, and partnerships. Their role spans multiple functions like marketing, product, and customer success.
A Chief Revenue Officer (CRO) has a narrower focus: generating and optimizing revenue. They typically oversee sales, revenue operations, and direct monetization strategies, but may not be involved in early-stage product development or market testing.
The CEO is the top executive responsible for the company’s overall vision, culture, and long-term strategy. They make final decisions across all areas of the business.
The CGO works under the CEO, with a dedicated mandate to drive growth initiatives. While the CEO sets direction, the CGO builds and executes strategies to expand the company’s reach, customer base, and market share.
- Strategic thinking: Ability to see the big picture and map out growth pathways.
- Data fluency: Comfort with analytics, KPIs, and experimentation frameworks.
- Cross-functional leadership: Can align marketing, product, sales, and CS teams.
- Adaptability: Thrives in fast-changing markets and can pivot strategies quickly.
Storytelling ability: Can rally teams, investors, and customers around a growth vision.
In the U.S., CGO salaries typically range from $150,000 to $250,000+, with performance bonuses and equity often included in the package. Factors influencing pay include company size, industry, growth stage, and whether the role carries global responsibility.
Most companies bring in a CGO when they’ve found product-market fit and are ready to scale rapidly—or when growth has plateaued and leadership needs someone dedicated to unlocking new opportunities.
