Hire a Head of Growth
for Your DTC Brand
Scale your acquisition, optimize your retention,
AND add expert leadership to your team without the hiring headaches.
We help DTC and CPG founders hire a head of growth who owns the entire revenue engine. Paid acquisition, offer testing, CRO, retention, and the contribution margin tying it all together. Some brands need a hands-on individual contributor running campaigns themselves. Others need a true VP of Growth building the playbook and managing a growth team.
We help you scope the role to your business growth stage first, then we find the operator who fits. You stop guessing at the head of growth role you're hiring for and stop paying senior salaries for execution work.
First interviews in 5 days. Risk-free model.
Successful Placements at Top Ecommerce and Consumer Brands
Head of Growth, VP of Growth, Director of Growth, Fractional CGO.
Same Title, Four Very Different Hires.
If You Can't Tell Us Which Version of the Head of Growth Role You're Hiring For, You're Not Ready to Post the Job Description
The wrong head of growth hire costs more than the salary. It costs the six months you'll spend cleaning up the playbook they brought in from their last company, the marketing efforts they killed because they didn't understand your customer acquisition motion, and the senior operators on your growth team who quit because the person you hired above them couldn't earn their respect.
Why DTC brands work with us to hire a Head of Growth
Title Confusion at the JD Stage
You're hiring a head of growth, but the JD reads like a senior media buyer, a CMO, and an analyst rolled into one. Without scope discipline, you'll pay senior salaries for execution work, or strategy salaries for someone who can't actually run an ad account.
SaaS Pedigree, Zero DTC P&L
The candidate ran growth at a Series B SaaS company. They speak fluently about funnels, activation, and lifecycle. They've never owned a contribution margin number on a physical product with COGS, returns, and inventory. The skill set doesn't transfer cleanly.
Senior Media Buyer, Wrong Title
Half the candidates calling themselves head of growth are senior media buyers with a title bump from their last brand. They can run Meta. They can't build the system, prioritize across channels, or align retention and creative around a single LTV target.
No Grasp of DTC P&L Ownership
Constant Hire's filter: the head of growth has to own the DTC P&L. Media buying strategy, offer testing, CRO, retention windows. Candidates who can talk channels but not contribution margin won't make it past the first round with us.
Founder Abdication
You're hoping the head of growth solves growth so you don't have to think about it. They won't. The function still reports to you for the first 12 months. The hire amplifies what you already have, they don't fix product-market fit or unit economics that aren't working yet.
Hired Before the Team Exists
A VP of growth without practitioners to manage is the most expensive hire on the org chart. If you don't have a media buyer, a retention operator, and a creative strategist already in seats, you don't need a VP. You need an individual contributor head of growth who can build the team underneath them.
Every one of these mistakes is a six-month detour you pay for in burnt salary, lost momentum, and a growth function that goes backwards before it goes forwards. We solve this at the scoping stage, before you write the JD.
First interviews in 5 days. Risk-free model.
What a Great DTC Head of Growth Actually Looks Like
Every candidate we shortlist has owned a real revenue growth number tied to a real P&L. Not platform ROAS. Contribution margin against ad spend, customer acquisition cost against LTV, and the cohort math that decides whether the next dollar gets spent on paid, retention, or creative.
First interviews in 5 days. Risk-free model.
Good vs. Great: The Four Traits That Separate
the Best Head of Growth Hires
Every candidate we shortlist clears the basic bar on paid media and growth strategy. The traits below separate a good head of growth from a great one, and we screen for them in test projects and reference checks.
How a Head of Growth Strengthens Your Existing Team
A head of growth doesn't replace your team. They unify it. Paid, retention, creative, and finance start operating against the same set of metrics and the same roadmap.
Aligns Paid, Retention, and Creative
They run a weekly growth standup that closes the loop between acquisition and retention. Your media buyer, retention operator, and creative strategist stop running as three disconnected workstreams. Everyone reports against the same LTV and contribution margin targets.
Owns the Full DTC Revenue Engine
They take ownership of media buying, offer testing, CRO, and the analytics stack tying them together. Channel decisions, offer architecture, and conversion rates all run through one operator with one number. The agency partners stop owning the playbook.
Builds the Bridge to Finance
They translate paid spend into contribution margin. Your finance lead gets cohort-level reporting on customer acquisition and revenue growth, not platform ROAS on a slide. Decision-making on budget allocation finally runs on the same numbers the board reviews.
Our Head of Growth Hiring Process
1 Client Intake Call
We start with a structured intake to scope the role before sourcing begins. That means deciding which version of the head of growth role you actually need: an individual contributor running paid acquisition hands-on, a player-coach managing two to three reports, a true VP of growth building the system, or a fractional executive bridging you to the full-time hire.
We map your current setup: revenue stage, monthly ad spend, agency partners, the operators already in seats, the data and reporting infrastructure you have today, and the growth roadmap you're hiring against. You bring the business context. We architect the hiring profile around it.
2 First Interviews in 5 Days
Within five business days, we present pre-vetted head of growth candidates. Each profile is screened for the exact altitude we agreed on in the scoping call, with the right DTC pedigree, the right skill set across paid media, offer testing, and CRO, and a track record of revenue growth on a brand at your stage.
We prioritize operators who have owned a DTC P&L, not candidates whose growth playbook came from SaaS or B2B. You meet qualified talent fast, and we hold the bar through the rest of the search.
3 Weekly Refinement
Senior growth hiring rewards iteration. We provide a shared portal to track candidates, feedback, and interview stages in one place, and we run weekly calls to recalibrate as you learn.
Each week, we tighten the profile based on what you learn in interviews. If the conversations are pointing you toward a more hands-on hire, a deeper paid media background, or a stronger product management instinct, we adjust the search immediately.
4 White-Glove Talent Solutions
We handle the operational lift: interview scheduling, structured reference checks, test projects tailored to your stage and category, and compensation benchmarking for head of growth roles in DTC.
We also build a custom offer template and provide market guidance on salary bands, equity, and bonus structures tied to CAC, contribution margin, or revenue growth targets. From the first scoping call to the signed offer, we run the recruitment process end to end.
Why We Are the Preferred
Head of Growth Recruitment Partner
Other Recruiting Firms / Agencies
- Generalist recruiters who treat head of growth like any other VP search.
- No ability to distinguish an IC head of growth from a VP of growth at the scoping stage.
- Candidates pulled from SaaS, B2B, and Fortune 500, with no DTC P&L experience.
- Recruiters who can't pressure-test contribution margin, offer testing, or CRO fluency in an intake call.
- Retained search fees of $30k to $80k upfront, regardless of whether the placement sticks.
- 90 to 120 day timelines before the first shortlist lands.
Constant Hire Head of Growth Recruitment
- DTC and ecommerce-only recruiters who scope the head of growth role with you before sourcing.
- Clear framework for IC, player-coach, VP, or fractional, mapped to your revenue stage.
- Operators who have owned growth in-house at 7- to 9-figure DTC and CPG brands.
- Recruiters who vet for DTC P&L ownership, offer testing, CRO, and retention fluency.
- Contingent model. No fees until you make a hire.
- First interviews in 5 business days.
First interviews in 5 days. Risk-free model.
Why DTC Brands Use Constant Hire to Hire Their Head of Growth
Hyper-Specialized Ecommerce Focus
We aren't a generalist staffing agency filling head of growth roles across SaaS, fintech, and retail at the same time. We recruit exclusively for ecommerce and consumer brands, and we know the difference between a tech head of growth optimizing onboarding funnels and a DTC head of growth owning media buying, offer testing, and contribution margin. That specialization is why our placements stick.
Active Network of DTC Growth Leaders
We don't post a job description and wait for applicants. We've built direct relationships with thousands of growth marketing operators across the US, in New York, Los Angeles, Austin, and fully remote, including passive candidates who aren't on LinkedIn. Our network includes ex-agency growth leads who moved in-house, current heads of growth at recognized DTC and CPG brands, and fractional operators between full-time roles.
Deep Understanding of the Role
Our recruiters know what a great head of growth actually does day to day. Paid media across Meta, Google, and TikTok. Offer testing and pricing architecture. CRO on the highest-traffic PDPs and landing pages. Retention integration with the lifecycle team. Weekly cohort reads, contribution margin reporting, and the roadmap discipline that holds the growth team together. We vet for the full skill set, not the LinkedIn headline.
Speed and Risk-Free Hiring
A hiring process built for the pace of ecommerce. We present candidates in 5 days on a contingent basis. No retainers, no upfront fees, no commitment until you make a hire that sticks. That's how you build a growth function at the speed the business demands.
What DTC Experts Are Saying About Us
If you're looking for a bad ass recruiter for roles like Head of Growth, Director of Performance Creative, Ops, he's your guy.
Read more
First interviews in 5 days. Risk-free model.
Specialized Head of Growth Talent Solutions for DTC and CPG
Our placements range from individual contributor heads of growth running paid media themselves at $5M to $15M brands, through player-coach hires managing small growth teams at $15M to $40M, up to VP of growth and fractional CGO searches for brands past $40M. Every search starts with the same scoping conversation: which altitude does your business growth stage actually justify, and what does the right skill set look like for the stage you're in.
Let's Find the Head of Growth
Your Brand Actually Needs Today
15-30 minutes • No Obligation • First interviews in 5 days • Contingent model