Everything you need to find, evaluate, and hire the right demand gen leader — plus the infrastructure decisions that determine whether they succeed or fail.
These titles get used interchangeably. They shouldn't. The wrong hire in the wrong seat is the most expensive mistake in GTM.
Full-funnel thinker. Owns the system from first touch to expansion revenue. Runs experiments across channels, optimizes conversion at every stage, and connects marketing activity to revenue outcomes. Needs strong analytical chops and comfort with ambiguity.
Pipeline machine. Laser-focused on generating qualified pipeline through paid, organic, ABM, and events. Obsessed with MQL-to-SQL conversion and cost per opportunity. Executes campaigns at velocity. Needs to live in the data.
Strategic leader. Sets the growth model, builds the team, owns the number. Part strategist, part operator, part people leader. This is the person who architects the GTM motion and takes accountability for revenue targets alongside sales leadership.
Same caliber as a Head of Growth, but without the $300K+ fully loaded cost. You get the strategic thinking, system design, and execution oversight at a fraction of the price — and they bring a team. Best for companies not ready (or not needing) a full-time senior hire.
Skip the resume keywords. These are the capabilities that actually predict success.
Can they describe the full journey from signal to revenue? Not just "run ads" — but how a lead moves from impression to closed deal and what breaks along the way.
Not "data-driven" as a buzzword. Can they pull their own reports? Build dashboards? Define what a qualified lead actually means — with numbers, not feelings?
They need to understand how tools connect — CRM, MAP, enrichment, intent data, analytics. Not just "I've used HubSpot" but "I know how to architect the data flow between these tools."
Speed-to-lead, speed-to-experiment, speed-to-insight. The best growth marketers ship fast and learn fast. They bias toward action with structured iteration, not endless planning.
Growth doesn't happen in a silo. Can they work with sales to refine lead definitions? With product on PLG motions? With finance on unit economics? This is a collaboration test.
The best growth marketers know that execution quality depends on the system underneath. They'll ask about data quality, CRM hygiene, and routing automation before they ask about budget.
Base salary is only the beginning. Factor in the fully loaded cost before you commit.
Skip "tell me about yourself." These questions separate operators from posers. Click to expand each one for context on what you're listening for.
Most growth hires fail not because of the person — but because the system they walk into is broken. Take this 60-second check.
Hiring is step 3. Most companies skip steps 1 and 2, then wonder why the hire didn't work out.
Map current systems, data flows, and tool connections. Find where the leaks are before someone has to guess.
Design the routing, scoring, attribution, and reporting infrastructure your new hire will depend on daily.
With clear infrastructure and documented processes, you can evaluate candidates against real requirements — not hope.
Your hire steps into a clean system with visibility, guardrails, and the data they need to make decisions from day one.
Now you can grow. Add channels, increase spend, expand the team — the system scales because it was built to.
Each path works — but the success rate depends on what's true about your current infrastructure.
The middle option has the highest ROI because it eliminates the #1 reason growth hires fail: bad infrastructure.
Imagine your growth marketer could ask a question — in plain English — and get an instant answer from your CRM, analytics, and marketing tools. That's what an intelligent layer does.
Growth marketer, sales, CS, leadership — anyone who needs answers from the data
An AI-powered connection layer that sits on top of your tools. Ask it questions in plain English: "What was our MQL-to-SQL conversion last month?" "Which campaigns are driving the most pipeline?" "What's our speed-to-lead for enterprise accounts?" It queries your actual data and gives you real answers — instantly.
CRM, marketing automation, analytics, enrichment, intent data — everything already in your stack, now connected and queryable
This isn't a dashboard you have to learn. It's a conversation with your data. Your growth hire gets instant answers instead of spending hours pulling reports.
JayOh has recruited, evaluated, and placed over 70 RevOps and growth leaders in the last two years. We don't just post a job description — we source from our network, run structured evaluations, and assess candidates based on what top-performing companies actually look for.
We define the role based on your actual GTM gaps — not a template from the internet.
We tap into our network of operators who've built growth functions at companies like yours.
We run candidates through the same evaluation criteria the best companies use — systems thinking, data fluency, execution velocity.
We don't disappear after the offer. We help the new hire ramp into a documented, clean system.
Whether you need help hiring, want an infrastructure audit before your next hire, or want to explore a fractional growth leader — we've got a path that fits.
We engineer growth systems. JayOh builds the RevOps architecture, GTM execution and data infrastructure that turn messy revenue operations into predictable pipeline for B2B SaaS and PE-backed teams.
