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If you’ve Googled “Growth Marketer job description,” you’ve probably seen the same recycled template show up over and over.
Bullet points. Buzzwords. Boredom.
And here’s the problem: those generic job posts don’t actually attract great candidates—they repel them.
Top growth marketers aren’t scrolling job boards hoping to read:
“We’re looking for a motivated self-starter to join our fast-paced team…”
They’re looking for companies with a clear mission. Teams that understand marketing is more than tactics—it’s about experimentation, ownership, and impact. They want to know:
- What kind of growth problems will I solve?
- Will I own strategy or just execution?
- Is there budget, buy-in, and support?
But most job posts? They don’t answer those questions. They don’t inspire action. And they definitely don’t help you stand out.
Before we get into examples, if you haven’t already, check out 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 walks through everything you need to know—from structure to tone to candidate psychology.
In this article, we’ll show you how to write a Growth Marketer job description that actually connects—with two complete templates, a breakdown of what works (and what doesn’t), bonus tips, and even a copy-paste version to use right away.
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 the Growth Marketer Role Actually Is
A Growth Marketer isn’t just someone who runs paid ads or sends email campaigns.
They’re a full-stack experimenter—someone who blends creativity, data, product thinking, and scrappy execution to drive sustainable business growth.
Here’s the simplest way to think about it:
A growth marketer identifies opportunities across your funnel (awareness, acquisition, activation, retention, referral, and revenue), then tests new ways to move the numbers.
That could mean launching referral programs, optimizing onboarding flows, A/B testing pricing pages, building lead magnets, or scaling paid acquisition.
But the best growth marketers don’t just do things—they think in systems, measure what matters, and stay curious. They’re comfortable wearing multiple hats and figuring things out without needing step-by-step instructions.
If your company is in the early or growth stage, hiring a smart growth marketer can give you an unfair advantage—because they won’t just follow the playbook. They’ll help you write your own.
Two Great Growth Marketer Job Description Templates
Option 1: Job Description For Experienced Growth Marketer
🚀 Growth Marketer – Own Experiments & Scale Revenue at Loopline Analytics
📍 Remote-first (Americas ±3 hrs) | Full-Time | $70K–$100K USD DOE
🎥 Meet Your Future Manager
A 90-second hello from Kaitlyn (Head of Growth) explaining our growth roadmap and why this role matters.
👉 Watch on Loom
Who We Are
Loopline Analytics is a Series-A SaaS startup helping fintech teams turn raw product data into actionable growth dashboards—no SQL required. Over 350 companies (including Mercury, Pipe, and Ramp) rely on Loopline to spot drop-offs, test onboarding tweaks, and forecast lifetime value. We’re 28 people, profitable, and backed by Seedcamp & Accel. Now we’re ready to pour fuel on the fire.
What You’ll Be Doing
- Design, launch, and analyze 2-3 growth experiments per week across paid, lifecycle, and product-led channels
- Own and scale our $50K/mo paid budget (Meta, LinkedIn, Google), driving CAC ↓ and ROAS ↑
- Spin up landing pages (Webflow) and in-app onboarding tests (Appcues) with design/dev support
- Build and iterate email/SMS flows to activate and retain self-serve users
- Deep-dive into GA4 + Mixpanel to surface insights and present learnings to the exec team
What We’re Looking For
- 3–5 years in growth or performance marketing at a B2B SaaS company
- Proven track record of decreasing CAC and increasing activation/retention through rapid testing
- Hands-on with ad platforms, marketing automation, and no-code tooling
- Data-literate (SQL or BI tools a plus) and story-driven—you turn insights into narratives
Perks & Benefits
- 100 % remote & flexible hours (pick a 4-day, 32-hr schedule if you like)
- 20 days PTO + local public holidays + 1 monthly “Deep-Work Day”
- $2,000 annual learning stipend (courses, conferences, books)
- Top-tier medical, dental, and vision (US) or local equivalent reimbursement
- New-hire home-office budget: $1,000 for the gear you want
Why This Role Is a Great Fit
- Ownership – you’ll architect Loopline’s growth engine, not just “manage channels.”
- High impact – every experiment is visible to the CEO and board.
- Speed + Autonomy – fewer meetings, faster decisions, bigger scope.
- Teammates who care – no politics, just builders obsessed with creating value.
Our Hiring Process
- 15-min intro call with Talent Lead
- 45-min strategy chat with Kaitlyn (Head of Growth)
- 60-min WorkScreen skill test (paid)
- Final culture interview with CEO + offer
How to Apply
We evaluate skill over résumés. Start the process here:
👉 Loopline Growth Marketer WorkScreen Link
Option 2: Job Description For Growth Marketing Associate (Entry-Level / Will Train)
🌱 Growth Marketing Associate – Learn & Grow with BrightNest Learning
📍 Phoenix, AZ or Remote (US/CAN) | Full-Time | $45K–$60K USD
🎥 A Quick Hello from Maya, VP of Marketing
Maya shares how our entry-level program works and the projects you could own in your first 90 days.
👉 Watch on Loom
Who We Are
BrightNest Learning is a mission-driven EdTech company powering digital literacy courses for 400+ K-12 school districts. Our platform blends gamified lessons with real-world skills, helping 2 million students thrive online. We’re 54 employees, bootstrapped, and obsessed with making education engaging.
What You’ll Be Doing
- Shadow the marketing team to learn paid ads, email automation, and SEO basics
- Build and update landing pages in Webflow and write copy for social campaigns
- Research competitor campaigns and surface new experiment ideas
- Analyze campaign results in Google Analytics and present findings in weekly stand-ups
- Own one growth experiment per month (with mentorship) by month 4
What We’re Looking For
- 0–2 years in marketing, communications, or a related field (internships count!)
- Strong writing skills and natural curiosity about how products grow
- Comfort with spreadsheets and a willingness to dig into numbers
- Bonus: familiarity with Canva, Google Ads, or even running your own side-project
Perks & Benefits
- Flexible schedule with core hours (11 a.m.–3 p.m. PT)
- 15 days PTO, 2 volunteer days, and school-holiday closure between Christmas & New Year
- Health, dental, vision, and 401(k) with 3 % match
- $1,200 annual professional-development budget
- Quarterly off-sites in sunny Phoenix (all expenses paid)
Why This Role Is a Great Fit
- Learn by doing – real budgets, real campaigns, and direct feedback.
- Defined growth path – clear milestones to become Growth Marketer II in 12–18 months.
- Mission you can feel – every experiment helps more students master digital literacy.
- Supportive culture – small team, no egos, lots of mentorship.
Our Hiring Process
- 10-min intro call with Talent Coordinator
- 30-min values interview with Maya (VP Marketing)
- WorkScreen skill challenge (2 hrs async; paid)
- Offer & onboarding plan
How to Apply
Click below to start the WorkScreen application and show us your potential:
👉 BrightNest Growth Marketing Associate WorkScreen Link
Don’t let bad hires slow you down. WorkScreen helps you identify the right people—fast, easy, and stress-free.
Breakdown of Why These Growth Marketer Job Posts Work
Both job descriptions (for Loopline Analytics and BrightNest Learning) follow a structure that’s proven to attract top-tier candidates. Here’s why they stand out:
🔹 1. The Job Titles Are Clear, Specific, and Purpose-Driven
Instead of vague titles like “Marketing Manager”, both job posts clarify what the person will do and why it matters:
- “Growth Marketer – Own Experiments & Scale Revenue at Loopline Analytics” makes the ownership and impact clear.
- “Growth Marketing Associate – Learn & Grow with BrightNest Learning” immediately signals this is a learning role, not just task support.
These titles filter in the right applicants and speak to motivation, not just function.
🔹 2. The Introduction Includes a Video for Trust & Human Connection
Including a Loom video from the hiring manager adds a personal touch that most job posts lack. It:
- Humanizes your company
- Builds trust early
- Increases engagement and conversions
Top talent wants to know who they’ll work with. This video does exactly that.
🔹 3. The “Who We Are” Section Feels Real
Each company description:
- Gives context (stage, team size, business model)
- Highlights traction (e.g., customer names, revenue, or impact)
- Reflects tone and mission clearly
Instead of corporate fluff, it gives candidates a snapshot of what they’re walking into, helping them self-select.
🔹 4. The Responsibilities Show Scope and Strategic Value
Rather than vague bullet points like “manage campaigns”, these descriptions are written in actionable, outcome-oriented language:
- “Design, launch, and analyze 2–3 growth experiments per week”
- “Own and scale our $50K/mo paid budget”
- “Own one growth experiment per month by month 4”
This shows the impact and trajectory of the role, not just the tasks.
🔹 5. The Requirements Are Specific but Inclusive
You get clarity (e.g., “3–5 years in B2B SaaS” or “0–2 years with internships”) without being rigid. The entry-level template even includes a friendly “bonus” section for optional skills, which encourages more great candidates to apply—especially those who might otherwise self-disqualify.
🔹 6. The “Why This Role Is a Great Fit” Section Sells the Opportunity
This is your pitch—and both posts deliver:
- They highlight ownership, impact, mentorship, and culture.
- They speak to what applicants actually care about—growth, autonomy, purpose, and the team.
- And most importantly, they sound like a human wrote them, not a template generator.
🔹 7. Perks & Benefits Are Transparent and Tangible
Both job posts list:
- Salary ranges upfront (builds trust)
- PTO, wellness, learning stipends, and flexibility
- Role-specific perks like “Deep Work Days” or “off-site retreats”
These aren’t just add-ons—they’re signals that you value your team.
🔹 8. The Hiring Process Is Respectful and Clear
Instead of the dreaded “Only shortlisted candidates will be contacted,” these posts explain:
- The exact steps
- Timelines (async + paid assessments)
- The use of WorkScreen to keep it fair and skill-based
This transparency sets expectations and reduces anxiety—something great applicants truly appreciate.
🔹 9. The CTA Is Warm and Empowering
Rather than “Submit your résumé,” the posts say:
- “Start your WorkScreen evaluation”
- “Click below to show us your potential”
This tone invites participation, not compliance. And it reinforces the idea that skill matters more than polish.
Example of a Bad Growth Marketer Job Description (And Why it Fails)
Job Title: Marketing Manager
Company: TechNova Ltd.
Location: Remote
Job Type: Full-Time
Salary: Not disclosed
Job Summary
TechNova Ltd. is seeking a results-driven Marketing Manager to execute marketing campaigns and support business growth. The ideal candidate will be able to work independently, manage multiple priorities, and collaborate with internal teams.
Key Responsibilities
- Develop and implement marketing strategies
- Manage social media and website content
- Run paid advertising campaigns
- Conduct market research
- Collaborate with sales to generate leads
- Track KPIs and report on campaign performance
Requirements
- Bachelor’s degree in Marketing or a related field
- 3+ years of marketing experience
- Strong communication and analytical skills
- Experience with Google Ads and social media
- Ability to multitask and meet deadlines
How to Apply
Please send your resume and cover letter to hiring@technova.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Falls Short
🔻 1. The Job Title Is Vague and Outdated
“Marketing Manager” doesn’t speak to the nature or level of the role—especially if you’re looking for a growth-oriented thinker. It’s generic, which makes it easy to ignore in a crowded search feed.
🔻 2. The Introduction Is Lifeless
There’s no context about:
- What the company does
- Who they serve
- What stage they’re in
- Why this hire matters now
It feels like an HR formality, not a meaningful opportunity.
🔻 3. No Salary = Low Trust
Omitting compensation details raises red flags for many candidates, especially senior marketers who know their worth. Transparency builds trust. Silence breaks it.
🔻 4. Responsibilities Are Too Broad
“Develop and implement marketing strategies” could apply to any marketing role. There’s no clarity on:
- Which channels they’ll own
- What success looks like
- What they’ll be doing day-to-day
This makes it hard for strong candidates to see themselves in the role—or get excited about it.
🔻 5. Requirements Are Check-the-Box and Uninspiring
There’s nothing here that speaks to mindset, mission, or company fit. It’s all boilerplate. And there’s no explanation of what the marketer will learn or achieve, just what they must already know.
🔻 6. The Hiring Process Is Cold and One-Sided
Telling candidates “only shortlisted applicants will be contacted” immediately discourages thoughtful, qualified people from applying. It signals:
- You’re not committed to a respectful hiring process
- You don’t value their time
That’s a turnoff—especially for experienced marketers who are evaluating you as much as you’re evaluating them.
🔻 7. The Call to Action Is Bland
There’s no energy, no personalization, and no clarity. Just an email address and a dead-end.
Bottom line:
This post looks like it was pulled from an old job board or written by someone who doesn’t know what a growth marketer actually does. It doesn’t communicate the why, the what, or the who—and as a result, it won’t attract any top-tier candidates.
Bonus Tips That Make Job Posts Stand Out
If you want your Growth Marketer job post to attract serious, high-quality candidates—not just mass applicants—these small additions can make a big difference.
✅ Tip 1: Add a Security & Privacy Notice
In today’s market, job scams are everywhere. A short message builds instant trust with applicants.
Example:
🔒 We take the privacy of applicants seriously. We will never ask for payment, financial details, or personal banking info during the hiring process. If anything feels off, contact us directly.
This small line can dramatically increase your credibility—especially when hiring remotely.
✅ Tip 2: Mention Leave Days or Flex Time
Perks aren’t just about compensation—they’re about respect for personal time.
Example:
🛌 Enjoy up to 24 flex days off per year, plus public holidays and two company-wide shutdown weeks—so you can recharge and come back stronger.
Even just mentioning “remote-first” or “core working hours” gives candidates a better feel for how they’ll work.
✅ Tip 3: Highlight Training & Growth Opportunities
Top candidates don’t want just a job—they want momentum.
If you offer mentorship, coaching, or even a clear path to promotion, say it.
Example:
🎓 We invest in growth. You’ll get a $2,000 learning stipend, weekly coaching with the Head of Growth, and a mapped-out path to Senior Growth Marketer in 12–18 months.
Even if you’re hiring junior, this shows you’re serious about development, not just delegation.
✅ Tip 4: Add a Loom Video From the Hiring Manager
We mentioned this earlier, but it deserves repeating. A quick 60–90 second video can:
- Humanize your brand
- Get more applications
- Set you apart from 95% of other companies
What to include in the video:
- Who you are and your role
- What excites you about this hire
- What kind of person would thrive in this role
Then drop the Loom or YouTube link right after the job title or before the “Who We Are” section.
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
✅ Tip 5: Add a “What Employees Say About Working Here” Section
If you have Glassdoor reviews or internal testimonials, use them. They build proof that your culture isn’t just talk.
Example:
💬 “The level of ownership here is unlike any place I’ve worked. You actually get to ship things fast and see the impact right away.” — Sophie, Growth Ops
Even one strong quote can build major credibility.
✅ Tip 6: Use Formatting to Improve Readability
Break up long sections with:
- Subheadings (like “What You’ll Be Doing” or “Why You’ll Love It Here”)
- Icons/emojis (📈, ✨, 🎓) to add visual cues
- Short paragraphs (2–3 lines max)
Why it works: The best candidates are skimming dozens of posts. Formatting helps them instantly see what’s different about yours.
Should You Use AI to Write a Growth Marketer Job Description?
Lately, it feels like everyone is using AI tools to write job posts. Some ATS platforms (like Workable, Manatal, and BreezyHR) even offer 1-click AI-generated templates.
Sounds convenient, right?
But here’s the problem…
❌ Why You Shouldn’t Rely on AI Alone
Using AI to instantly generate a job description without any context will almost always give you something that’s:
- ✅ Overly vague
- ✅ Filled with buzzwords and clichés
- ✅ Totally disconnected from your culture or mission
- ✅ Easy to ignore—and hard to get excited about
It might save you a few minutes… but it could cost you your best applicants.
A job post is often the first impression a candidate gets of your company. Why waste that chance with something bland?
✅ The Smarter Way to Use AI
AI is not the enemy—but it’s not a replacement for your judgment or insight either. The key is to treat it like a co-writer, not the author.
Here’s how to use it well:
🧠 Step 1: Feed It Real Inputs
Before you prompt AI, give it details like:
- What your company actually does (mission, size, product)
- What the role is responsible for (with examples)
- What your culture is like
- What kind of person thrives in your team
- Your salary, perks, benefits, and hiring process
- A few raw notes or past job posts you liked
✍️ Step 2: Use a Detailed Prompt
Instead of “Write me a Growth Marketer job description,” try:
“Help me write a job post for [Company Name]. We’re hiring a [Job Title] to help us [What the role does]. We’re a [Company Stage & Culture], and we want to attract candidates who are [Key traits or values]. We offer the following benefits: [List perks], and here’s what our hiring process looks like: [Brief outline]. Please write this in a human, culture-first tone that feels authentic and clear.”
Then paste in any notes or examples you’ve drafted.
This gives the AI enough raw material to generate something actually useful—and uniquely yours.
🧪 Step 3: Polish, Don’t Publish
Let AI give you a rough draft—but treat it like a starting point, not the final product.
- Rewrite the intro to make it more personal
- Add specific examples (e.g., tools used, campaign types, impact goals)
- Inject your culture, tone, and values
- Include a Loom video link or quote from a teammate
You’re not outsourcing the post—you’re shaping it with support.
📌 Remember:
A great job post is not just a box to check—it’s your first pitch to the right person. If you’re serious about finding top talent, it’s worth getting it right.
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 Growth Marketer Job Description?
✅ Option 1: Conversational, Culture-First Style
📈 Growth Marketer – Help Us Scale Faster (And Smarter)
📍 [Remote / Hybrid / City, Country] | [Full-Time] | [$XX,XXX–$YY,YYY DOE]
🎥 Meet Your Future Manager
A quick 90-second video from your hiring manager introducing the role, what success looks like, and who you’ll work with.
👉 [Insert Loom or YouTube link]
Who We Are
We’re [Company Name], a fast-growing [industry] company helping [target audience] solve [core problem or mission]. We’ve found product-market fit and are now focused on building out a reliable, repeatable growth engine.
Our team is small, nimble, and deeply collaborative. We move fast, test often, and celebrate what we learn. Now we’re looking for a growth marketer to help us scale the right way.
What You’ll Be Doing
- Plan, launch, and analyze growth experiments across paid, lifecycle, and organic channels
- Manage paid ad campaigns (Meta, Google, LinkedIn) with support from design & analytics
- Create high-converting landing pages and A/B test CTAs, messaging, and layout
- Own onboarding and activation flows via email, product nudges, or CRM tools
- Report on campaign learnings, insights, and actionable next steps weekly
We’re Looking for Someone Who
- Has 3+ years in growth, performance, or full-stack marketing
- Has experience running paid acquisition campaigns with clear ROI targets
- Loves testing, iterating, and measuring impact
- Understands funnel metrics (CAC, LTV, conversion rate) and how to improve them
- Thrives in fast-paced environments and enjoys working cross-functionally
Perks & Benefits
- Remote-first and async-friendly team
- Flexible schedule with optional 4-day workweek
- 20+ days paid time off + public holidays
- $2,000 learning and development stipend
- Home office or co-working space budget
- Healthcare / insurance reimbursement (based on location)
Why This Role Is a Great Fit
You’ll have ownership over strategy and execution—without layers of red tape.
You’ll work directly with leadership and see the impact of your work in real-time.
And you’ll help shape how we grow—not just what we say on paper.
How to Apply
We use WorkScreen.io to evaluate skill fairly and efficiently. No cover letters, no résumé screening walls—just a short evaluation and a clear next step.
👉 [Insert WorkScreen link here]
✅ Option 2: Structured Format – Job Brief + Responsibilities + Requirements
Job Title: Growth Marketer
Location: [Remote / In-Office / City, Country]
Job Type: [Full-Time / Contract / Part-Time]
Salary Range: [$XX,XXX–$YY,YYY USD per year, depending on experience]
🎥 Meet the Team You’ll Join
Watch a short video from your future manager or teammate explaining the role, goals, and team dynamic.
👉 [Insert Loom or YouTube link]
Company Overview
[Company Name] is a [industry or product type] company on a mission to help [target users] [solve what problem or achieve what outcome]. We’re a growing team of [X] based in [HQ or distributed globally], focused on delivering results, not just running campaigns.
We’re hiring a Growth Marketer to help us optimize acquisition, retention, and revenue by running high-impact experiments across the funnel.
Job Responsibilities
- Run and optimize paid campaigns (Google, Meta, LinkedIn, etc.)
- Design and execute growth experiments to improve KPIs like CAC, conversion rate, and LTV
- Create and test landing pages, CTAs, and email flows
- Collaborate with design, product, and sales to align marketing initiatives
- Analyze data and present insights regularly to guide future growth strategy
Required Skills & Experience
- 2–5 years of growth or performance marketing experience
- Experience running and scaling paid ad campaigns
- Working knowledge of analytics tools (GA4, Looker, Mixpanel, etc.)
- Strong communication, project management, and collaboration skills
- Comfortable working independently in a fast-paced environment
Perks & Benefits
- Remote flexibility + async culture
- Generous PTO (minimum 20 days)
- Tech or office setup stipend
- Annual learning & development budget
- Healthcare benefits or reimbursements (location-dependent)
How to Apply
We use WorkScreen.io to assess skill fairly, not just screen résumés. Every applicant gets a response—no ghosting here.
👉 [Insert WorkScreen application link]
Smarter Hiring Starts After the Job Post — Use WorkScreen.io
Writing a strong job description is just the first step. The real challenge?
Figuring out who’s actually qualified once the applications start pouring in.
That’s where WorkScreen comes in.
WorkScreen helps you:
✅ Spot your top candidates fast
WorkScreen automatically evaluates every applicant using a role-specific, performance-based task. Results are scored, ranked, and displayed on a simple leaderboard—so you can immediately see who’s worth moving forward.
✅ Test for skill, not just polish
Anyone can write a good résumé (or use AI to do it). WorkScreen helps you evaluate candidates based on what they can actually do—not what they claim.
✅ Filter out low-effort and AI-padded applications
With one click, you eliminate spam, mass applicants, and AI-generated filler. What’s left? Candidates who care, who show up, and who put in real effort.
✅ Save time, avoid bad hires, and make confident decisions
Whether you’re hiring your first marketer or your fiftieth, WorkScreen gives you the data you need to make a smart, confident, and fast hire—without second-guessing yourself.
Ready to hire smarter? 👉 Start your job post and skill evaluation today at WorkScreen.io
FAQ
A traditional marketer often focuses on brand awareness, messaging, and running campaigns through established channels like email, social, or events.
A growth marketer, on the other hand, focuses on experimentation and measurable results across the entire funnel—from acquisition and activation to retention and revenue. They often work cross-functionally with product, engineering, and data teams to test strategies, run A/B experiments, and improve user behavior metrics.
In short:
Marketers drive campaigns. Growth marketers drive outcomes.
Great growth marketers combine creativity, analytics, and execution. Look for:
- An experimentation mindset (they test, learn, and adapt fast)
- Channel knowledge (paid ads, email, SEO, CRO, lifecycle)
- Comfort with data (can read dashboards and spot insights)
- Strong copywriting and messaging skills
- Curiosity, grit, and the ability to self-manage
Bonus if they’re familiar with tools like GA4, Meta Ads, Mixpanel, Webflow, or marketing automation platforms.
Salaries vary by experience, location, and company size. As of 2025:
- Junior/Entry-Level: $50,000–$70,000 USD
- Mid-Level (3–5 years): $70,000–$100,000 USD
- Senior/Lead: $100,000–$140,000+ USD
Remote roles and funded startups often offer equity or performance bonuses on top of base salary.
It depends on your goals and stage.
- Agencies are great for short-term support or specific channel expertise (e.g., paid ads).
- In-house growth marketers are better for long-term strategy, cross-functional alignment, and iterative experimentation.
If you’re pre-Series A and need fast learning loops, an in-house hire gives you more control and deeper insight into what’s actually working.
