Growth Manager, tem

• Proven experience leading high-performing marketing teams in fast-paced, remote-first B2B startups
• A track record of coaching and progressing early-career ICs – especially at IC2–IC3 level
• Deep working knowledge of growth marketing – including lifecycle, performance, funnel optimisation, content, and tooling (e.g. HubSpot, GA, attribution)
• Ability to build trust with technical experts and challenge work without taking over
• Experience managing external agencies or freelancers across performance, content, or ops
• Brings structure and momentum without adding friction – knows how to scale what works

Desirable

• We’re hiring a Growth Manager to level up the performance, development, and cohesion of our marketing team
• This role is 60% focused on leading the team — coaching, supporting, and growing a high-performing group of marketers — and 40% focused on broader org-level work around people, structure, and capabilities
• You’ll partner closely with Jemma, our CMO, and work day-to-day with the team — not to direct delivery, but to create the conditions for it
• Your focus will be building the frameworks, rituals, and systems that drive consistent output and individual growth
• You’ll also lead strategic projects around org design, hiring, and cross-functional capability building — helping us scale thoughtfully without losing momentum
• Engineering Managers at tem already own team execution and operations (meetings, onboarding, recruitment, etc.), so your focus won’t be duplicating that. Instead, you’ll be an enabler — helping the team work smarter, grow faster, and collaborate more effectively
• In your first year, success looks like: clear team structure, ICs progressing, consistent delivery, and a compound engine where output is greater than the sum of its parts
• You’ll also build strong alignment across Product, Commercial, and Design to help the team push complex cross-functional work forward
• Coach and develop the team – Own progression, feedback, and performance management for a multidisciplinary group of marketers. Build trust, give useful feedback, and help people level up fast
• Create the environment for performance – Set up the rituals, systems, and expectations that help people focus, deliver, and collaborate with clarity
• Lead org-level initiatives – Partner with the CMO to drive work across org design, hiring, capabilities, and leadership development
• Enable, don’t direct – Be a sounding board and coach. Help the team sharpen decisions and unblock problems — without stepping in to take over
• Raise the bar – Champion a culture of high standards, clarity, and continuous improvement across all GTM work
• Stay close to the work – Keep your skills sharp across performance marketing, lifecycle, content, tooling, and analytics so you can coach effectively and challenge thinking when needed
• Lead without being the technical expert – Create focus, remove blockers, and support team members to deliver consistently and independently
• Operate with strong marketing foundations – Bring a solid understanding of end-to-end lifecycle marketing, from acquisition and brand through to retention
• Balance short-term wins with long-term bets – Know what levers to pull to drive performance today, while building the systems for sustainable growth
• Be a great cross-functional partner – Work closely with Product, Commercial, Ops, and Data to shape and deliver GTM strategy. Speak both technical and business languages fluently
• Support emerging leaders – Help identify and develop future managers within the team as the org scales
• Champion an inclusive, trust-based culture – Lead with openness and empathy, foster psychological safety, and create a healthy team environment

• We move fast – most processes take 2–3 weeks from first chat to offer. If you need us to adapt anything along the way, just ask
• Intro call with Talent (30 mins) – A chance to explore your experience and motivations, and hear more about the role
• Behavioural interview with Hiring Manager (60 mins) – Understand expectations, ways of working, and what success looks like
• Skills interview with the team (60–90 mins) – A deeper look at how you lead, think, and collaborate. You’ll meet potential peers here too
• Culture Add interview (45 mins) – A cross-functional conversation focused on values, mindset, and how you’d add to the culture