Job Title: Growth Associate
Job Type: Full-time / Remote
Pay Range: $120K - $150K (OTE: $120K - $200K)
You will report directly to the Head of GTM. They are looking for a peer who can defend budget, kill underperforming plays, and drive revenue through data-backed experiments. They value builders who can scope work for engineers and ship results without waiting for constant direction.
Dealbreaker:
1. Experience in growth, growth marketing, or product growth with a track record of metrics-driven growth plays that produced pipeline
2. Bachelor's degree from a strong university (Babson, Berkeley, UVA, UMich, etc.). If you went to a mid-tier school, you must have spiked elsewhere (worked at top-tier company, involved in extracurriculars like debate, mock trial, sports, etc.)
3. Strong data analytics skills: fluency in experimentation and analytics tooling (A/B testing, funnel analysis, attribution, PostHog, Google Analytics, Claude); can analyze historic data to determine ROI
4. Naturally curious: critical-thinker, problem-solver, hard-worker
5. Ability to work remote in the U.S.; strong preference for NYC Metro Area or Miami, FL (open to San Francisco, CA)
6. US work authorization without need for visa sponsorship
Baseline:
1. 1 - 6 years of experience as a growth associate from a highly-analytical and fast-paced background. Junior candidates only need 1+ year of post-grad experience. Senior candidates require 3+ YOE.
2. Leveraged data, analytics, and insights to own growth ideation and execution
3. Ability to build landing pages, tools, or dashboards using AI tools/can integrate AI agents and LLM tooling into workflows
4. Strong written and communication skills: can write point-of-view content, campaign copy, and partner one-pagers
Nice-to-have:
1. Experience in big tech or at high-growth tech companies (Ramp, Figma, Notion, Harvey, Legora, Cognition, ElevenLabs, etc.)
What you'll do:
1. Dig into the company's large internal data set (CRM records, client conversations, closed-won vs. closed-lost deals) to find which plays work, which don't, and why.
2. Own a growth roadmap that turns one-to-one selling into one-to-many systems. For example, take an email play that works 1,000 times and make it work 30,000 times.
3. Work closely with two GTM/growth engineers, the sales team and the Head of GTM. You scope the builds; the engineers ship them.
4. Put a number on the expected value of every experiment against the time and dollars it needs, and rank plays by what drives impact now versus what can wait a quarter or two.
5. Run plays from idea through execution and analysis across inbound, website conversion, content, partnerships, paid tests and LinkedIn/X campaigns. Each play should be repeatable and measured in pipeline.
6. Spin up your own dashboards, landing pages and tools with Claude Code and no-code/AI tooling to track and improve conversion from first touch to closed deal. Growth hires carry a goal of roughly $2M in added ARR per year.
Why candidates should join:
1. Build the growth engine from scratch: More than half of new revenue already comes from inbound and partners with zero marketing spend behind it. You'll turn that into a repeatable system and aim to triple qualified meetings.
2. Customers include Cursor, ramp, Cognition, Polymarket, Antimetal, crosby
3. Learn from ex-Ramp builders: Alvaro (Head of GTM) helped scale Ramp from 230 to 1,800 people. He built their VC/PE partnerships channel. CEO Nick also comes from Ramp.
4. Proven momentum: Rivet works with 1,200+ fast-growing companies. It's grown its customer count 10x since last July and just closed fresh funding.
5. Series A equity and strong base
Compensation:
120,000–150,000 base salary, with on-target earnings (OTE) ranging from $120,000 to $200,000, depending on performance and compensation structure.
How to Apply:
We are committed to protecting the privacy and security of all applicants who submit personal information to us. If you meet the above criteria, please submit your resume so we can move forward to next steps.