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C-Suite (20+ years)

Chief Growth Officer

This isn't just a job; it's the ultimate accountability for the company's revenue engine. As Chief Growth Officer, you'll sit right at the top table, responsible for orchestrating how we acquire new customers, keep the ones we have, and grow their value over the long haul. You're the architect of our entire commercial strategy, making sure every part of the business—from product to marketing to sales—is pulling in the same direction to hit our ambitious growth targets. It's a high-stakes role, frankly, where your decisions directly impact our market position and investor confidence.

Job ID
JD-SAMA-CGRSA-007
Department
Sales
NOS Level
Level 8
OFQUAL Level
Level 8
Experience
C-Suite (20+ years)

Role Purpose & Context

Role Summary

The Chief Growth Officer is ultimately responsible for the entire company's revenue generation and growth strategy, from top-of-funnel lead generation right through to customer retention and expansion. You'll be the one making sure our commercial efforts are not just aligned, but truly integrated across Marketing, Sales, and Customer Success. This role sits at the intersection of market opportunity and operational execution, translating our long-term vision into concrete, measurable growth plans that the entire organisation can rally around. When this role is done well, we'll see predictable, sustainable, and profitable revenue growth, happy investors, and a clear path to market leadership. When it's not, well, we won't hit our numbers, investor confidence will drop, and we'll struggle to compete. The challenge is immense: you're dealing with market shifts, competitor moves, and internal complexities, all while trying to hit aggressive targets. The reward, however, is building a truly world-class commercial engine and seeing your strategic vision directly translate into significant business success and shareholder value.

Reporting Structure

Key Stakeholders

Internal:

External:

Organisational Impact

Scope: This role has a company-wide impact, directly influencing our market share, profitability, and long-term viability. You'll set the tone for our commercial culture, drive the integration of our customer-facing teams, and ultimately be accountable for delivering the revenue that fuels our innovation and expansion. Frankly, if growth isn't happening, everyone looks to you.

Performance Metrics

Quantitative Metrics

  1. Metric: Enterprise Revenue Growth (YoY)
  2. Desc: The percentage increase in total company revenue compared to the previous year.
  3. Target: Consistent 25%+ YoY growth in target market segments
  4. Freq: Quarterly and Annually
  5. Example: If our revenue was £50M last year and £65M this year, that's a 30% YoY growth. You'll be accountable for driving that.
  6. Metric: Net Revenue Retention (NRR)
  7. Desc: Measures the revenue retained from existing customers, including upgrades, downgrades, and churn.
  8. Target: >120% (meaning we're growing existing customer revenue by at least 20% annually)
  9. Freq: Quarterly
  10. Example: If we started the quarter with £10M in recurring revenue from existing customers and ended with £12.5M (after accounting for churn and expansion), our NRR is 125%.
  11. Metric: Customer Acquisition Cost (CAC) Payback Period
  12. Desc: The time it takes to recoup the investment made to acquire a new customer through their generated revenue.
  13. Target: Under 12 months for enterprise clients, under 6 months for mid-market
  14. Freq: Quarterly
  15. Example: If it costs £10,000 to acquire a customer and they generate £1,000 in monthly revenue, the payback period is 10 months.
  16. Metric: Market Share Expansion
  17. Desc: The percentage increase in our share of the total addressable market (TAM) in key segments.
  18. Target: Increase by 2-5 percentage points annually in core markets
  19. Freq: Annually (based on market research reports)
  20. Example: If our market share was 10% last year and is now 12%, that's a 2 percentage point increase – a good sign we're winning.

Qualitative Metrics

  1. Metric: Board & Investor Confidence
  2. Desc: The level of trust and belief the board and investors have in our growth strategy and execution.
  3. Evidence: Positive feedback during board meetings, successful fundraising rounds, strong analyst ratings, proactive consultation on strategic M&A opportunities. They'll be asking for your insights, not just your numbers.
  4. Metric: Cross-Functional Alignment on Growth Strategy
  5. Desc: How well Marketing, Sales, Product, and Customer Success teams are working together towards common growth objectives.
  6. Evidence: Unified GTM plans, shared KPIs across departments, smooth handoffs between teams, Product roadmap directly supporting sales needs, joint strategic planning sessions without major friction. You'll see fewer 'attribution hell' arguments.
  7. Metric: Organisational Growth Capability
  8. Desc: Our ability to scale our commercial operations, attract top talent, and adapt to market changes.
  9. Evidence: Successful hiring and onboarding of senior commercial leaders, clear career pathways for growth teams, effective sales enablement programmes, positive feedback in internal culture surveys regarding growth opportunities. We're building for the future, not just today.

Primary Traits

Supporting Traits

Primary Motivators

  1. Motivator: Driving Enterprise-Level Impact
  2. Daily: You'll be making decisions that affect hundreds of employees and millions in revenue. Seeing your strategic vision play out in market share gains and investor returns is what gets you up in the morning.
  3. Motivator: Building and Scaling High-Performing Teams
  4. Daily: You get a real buzz from recruiting, developing, and empowering senior leaders across sales, marketing, and customer success. You're building a revenue engine, not just running one.
  5. Motivator: Solving Complex, Cross-Functional Challenges
  6. Daily: You thrive on untangling 'attribution hell' between marketing and sales, or getting product and sales on the same page about feature priorities. It's like being a highly paid diplomat.

Potential Demotivators

Honestly, this isn't a role for someone who needs every day to be perfectly structured or who shies away from tough conversations. You'll spend a lot of time in meetings, often mediating disagreements between senior leaders. You'll be the first to take the blame when numbers are missed, even if the root cause wasn't directly within your control. If you prefer a quiet life, this isn't it.

Common Frustrations

  1. The Spreadsheet War: Wasting a full day before every board meeting trying to reconcile the 'sales number' from Salesforce, the 'marketing number' from Marketo, and the 'finance number' from the ERP.
  2. Product Roadmap Misalignment: Losing multi-million pound deals because of a missing feature that has been 'on the roadmap' for three quarters, while engineering ships features nobody asked for.
  3. Chasing Shiny Objects: The CEO returns from a conference and now the entire company must pivot to a 'Product-Led Growth strategy' this quarter, derailing all existing plans.
  4. Unrealistic Board Expectations: Being handed a revenue target based on a competitor's valuation multiple rather than a bottoms-up analysis of the market and your team's capacity.
  5. 'Garbage In, Garbage Out': Your sophisticated forecasting model is useless because sales reps don't consistently update their deal stages or close dates in the CRM.
  6. Being the Scapegoat: When the company misses its number, the CGO is the first person held responsible, even if the root cause was a market downturn or a faulty product release.

What Role Doesn't Offer

  1. A predictable, 9-to-5 schedule – expect late nights and early mornings, especially around quarter-end or board meetings.
  2. The luxury of focusing on just one area – you're responsible for the entire commercial ecosystem, which means constant context-switching.
  3. A role where you're always the most popular person – you'll have to make tough calls that impact people and budgets.
  4. A quiet, individual contributor environment – this is a leadership role, through and through, focused on people and strategy.

ADHD Positives

  1. The fast pace and constant strategic challenges can be highly engaging, providing the novelty and intensity some with ADHD thrive on.
  2. The need to quickly pivot and adapt to new market conditions or internal priorities can be a strength, as you're less bound by rigid routines.
  3. The big-picture, visionary aspect of the role allows for creative problem-solving and connecting disparate ideas to form a coherent growth strategy.

ADHD Challenges and Accommodations

  1. The sheer volume of information and constant context-switching can be overwhelming; we can help by ensuring clear prioritisation frameworks and dedicated focus time.
  2. Maintaining meticulous attention to detail across all revenue streams can be tricky; leveraging strong RevOps teams and AI tools for data validation can mitigate this.
  3. The need for long-term strategic planning requires sustained focus; we can support with structured planning sessions and accountability partners.

Dyslexia Positives

  1. Strong verbal communication and storytelling skills, often found in individuals with dyslexia, are invaluable for influencing the board and external stakeholders.
  2. Excellent spatial reasoning and ability to see patterns in complex data sets can help in designing innovative GTM strategies and optimising the revenue funnel.
  3. A bias for action and practical problem-solving, rather than getting bogged down in written reports, can be a significant asset in a growth-focused role.

Dyslexia Challenges and Accommodations

  1. Extensive written reports, board presentations, and detailed financial documents are a core part of the role; we encourage the use of AI writing assistants, proofreading tools, and dedicated support staff.
  2. Processing dense textual information quickly might be a challenge; we can provide summaries, visual aids, and allow ample time for review.
  3. Meticulous attention to spelling and grammar in high-stakes communications is critical; utilising robust editing software and support is key.

Autism Positives

  1. Exceptional analytical skills and the ability to identify patterns and logical inconsistencies in complex data are crucial for optimising the revenue engine.
  2. A strong focus on systems thinking and process optimisation, viewing the entire commercial function as an interconnected machine, can lead to highly efficient strategies.
  3. Direct, honest communication, when delivered appropriately, can foster clarity and trust within the executive team and with external partners.

Autism Challenges and Accommodations

  1. The high degree of social interaction, constant negotiation, and political navigation required at the C-suite level can be draining; we support by providing clear agendas for meetings and opportunities for debriefing.
  2. Interpreting subtle social cues and unspoken expectations in boardrooms or investor meetings can be complex; we can offer coaching and direct feedback to navigate these situations.
  3. Sudden changes in strategy or unexpected market shifts can be unsettling; we aim for transparent communication and clear rationale behind major pivots.

Sensory Considerations

Our executive offices are typically quieter, but the nature of the role involves frequent meetings, presentations, and travel, which can expose you to varying noise levels and social demands. We offer flexible working arrangements, including options for remote work and noise-cancelling equipment, to help manage sensory input.

Flexibility Notes

We understand that everyone works differently. We're committed to providing reasonable adjustments to help you thrive in this role. Let's have an open conversation about what you need to do your best work.

Key Responsibilities

Experience Levels Responsibilities

  1. Level: Chief Growth Officer (C-Suite)
  2. Responsibilities: Define the overarching enterprise Sales and Growth strategy, articulating a clear 3-5 year vision for revenue generation and market expansion to the CEO and Board.
  3. Lead the entire commercial organisation (Sales, Marketing, Customer Success, RevOps), ensuring all teams are fully integrated and working towards unified, ambitious growth targets.
  4. Own the P&L for all revenue-generating functions, managing budgets of £10M+ and making critical investment decisions in GTM channels, technology, and talent.
  5. Drive multi-year transformation initiatives across the commercial landscape, adapting our GTM motion, pricing models, and customer engagement strategies to market shifts and competitive pressures.
  6. Represent the company at board level, presenting quarterly performance, strategic growth plans, and market insights to investors, ensuring confidence and securing future funding.
  7. Architect and optimise the end-to-end revenue engine, from lead generation and pipeline management to closing deals and maximising customer lifetime value (CLV).
  8. Build and mentor a world-class executive leadership team across Sales, Marketing, and Customer Success, fostering a culture of high performance, accountability, and continuous improvement.
  9. Supervision: You'll be fully autonomous, reporting directly to the CEO and working in close alignment with the Board of Directors. Your performance is reviewed against enterprise-level growth targets and strategic objectives.
  10. Decision: Full strategic authority over the commercial organisation, including P&L management (typically £10M+), organisational design, major GTM investments, and M&A involvement. Board-level decisions require CEO and Board governance. You'll set the direction, not just follow it.
  11. Success: Consistent achievement of enterprise revenue growth targets, significant expansion of market share, strong Net Revenue Retention (NRR), a healthy Customer Acquisition Cost (CAC) payback period, and high levels of board and investor confidence. Ultimately, it's about delivering predictable, profitable, and sustainable growth for the company.

Decision-Making Authority

Supercharge Your Growth Strategy: Save 15-25 Hours Weekly with AI

As Chief Growth Officer, your time is precious. Every hour you save on routine tasks or data synthesis is an hour you can spend on high-level strategy, investor relations, or coaching your leadership team. AI isn't just a buzzword; it's a strategic partner that can amplify your impact.

ID:

Tool: Automated Lead Scoring & Routing

Benefit: Use an AI model (like Salesforce Einstein) to analyse firmographic, demographic, and intent data to score and prioritise inbound leads in real-time. This instantly routes the hottest prospects to the best-fit rep, cutting down manual triage from hours to seconds. Your RevOps team will love you, and your sales team will be more efficient.

ID:

Tool: Predictive Forecasting & Risk Analysis

Benefit: Leverage AI-powered revenue intelligence platforms (think Clari or Gong) to analyse the entire pipeline, deal history, and even rep communications. This generates a more accurate, unbiased forecast. The AI flags deals at risk of slipping and identifies upside opportunities, giving you a clearer picture for board and investor calls.

ID: ️

Tool: GTM 'White Space' Identification

Benefit: Use AI market intelligence tools (like 6sense or ZoomInfo) to analyse market data, hiring trends, and technographics. This helps identify untapped market segments or customer profiles that perfectly match your Ideal Customer Profile but aren't yet in your database. It compresses weeks of manual market research into a few days, allowing for faster, more data-driven GTM planning and territory carving.

ID:

Tool: Quarterly Business Review (QBR) Narrative Generation

Benefit: Feed key performance data (revenue attainment, pipeline generation, win rates, NRR) into a generative AI tool. It can then create a first draft of the quarterly narrative for your board deck, explaining performance drivers, key learnings, and strategic implications. This saves you 4-6 hours of executive time per quarter on drafting and wordsmithing, freeing you up to focus on higher-level strategy and insights.

15-25 hours weekly across your leadership team Weekly time savings potential
Starting with 2-3 core AI-powered tools Typical tool investment
Explore AI Productivity for Chief Growth Officer →

12-15 specific tools & techniques with implementation guides

Competency Requirements

Foundation Skills (Transferable)

At the C-suite level, your foundation skills are less about individual execution and more about strategic leadership, influence, and the ability to build and inspire high-performing teams across the entire commercial organisation. These are the bedrock of your ability to drive growth.

Functional Skills (Role-Specific Technical)

As CGO, you're not just managing sales; you're orchestrating the entire revenue engine. This means a deep, strategic understanding of how all commercial functions interconnect and contribute to growth.

Technical Competencies

Digital Tools

Industry Knowledge

Regulatory Compliance Regulations

Essential Prerequisites

Career Pathway Context

To even be considered for Chief Growth Officer, you'll typically have already held a VP or Director-level role in Sales, Marketing, or Revenue Operations for many years, demonstrating consistent success in scaling revenue and leading large teams. This isn't a 'learn on the job' kind of role; it's about applying proven executive leadership to drive enterprise growth.

Qualifications & Credentials

Emerging Foundation Skills

Advancing Technical Skills

Future Skills Closing Note

The CGO of tomorrow isn't just a sales leader; they're a data-driven, technologically fluent, and strategically agile executive who can orchestrate complex ecosystems for sustained, profitable growth. Embrace these shifts, and you'll not only survive but thrive.

Education Requirements

Experience Requirements

Level: Minimum | Req: Bachelor's degree in Business, Marketing, Economics, or a related field. | Alts: Exceptional practical experience (20+ years) in senior commercial leadership roles, demonstrating equivalent strategic and analytical capabilities, will be considered. We value proven results over specific degrees. | Level: Preferred | Req: Master's degree (MBA) from a top-tier business school. | Alts: Advanced executive education programmes focused on growth strategy, digital transformation, or leadership from recognised institutions.

Preferred Certifications

Recommended Activities

Career Progression Pathways

Entry Paths to This Role

Career Progression From This Role

Long Term Vision Potential Roles

Sector Mobility

The skills developed as a Chief Growth Officer are highly transferable across various industries, particularly within the B2B SaaS, enterprise technology, and high-growth sectors. Your ability to build and scale revenue engines is a universal need for ambitious companies.

How Zavmo Delivers This Role's Development

DISCOVER Phase: Skills Gap Analysis

Zavmo maps your current competencies against all requirements in this job description through conversational assessment. We evaluate your foundation skills (communication, strategic thinking), functional skills (CRM expertise, negotiation), and readiness for career progression.

Output: Personalised skills gap heat map showing strengths and priorities, estimated time to competency, neurodiversity accommodations.

DISCUSS Phase: Personalised Learning Pathway

Based on your DISCOVER results, Zavmo creates a personalised learning plan prioritised by impact: foundation skills first, then functional skills. We adapt to your learning style, pace, and neurodiversity needs (ADHD, dyslexia, autism).

Output: Week-by-week schedule, each module linked to specific job responsibilities, checkpoints and milestones.

DELIVER Phase: Conversational Learning

Learn through conversation, not boring modules. Zavmo uses 10 conversation types (Socratic dialogue, role-play, coaching, case studies) to build competence. Practice difficult QBR presentations, negotiate tough renewals, and handle churn conversations in a safe AI environment before facing real clients.

Example: "For 'Stakeholder Mapping', Zavmo will guide you through analysing a complex enterprise account, identifying key decision-makers, and building an engagement strategy."

DEMONSTRATE Phase: Competency Assessment

Zavmo automatically builds your evidence portfolio as you learn. Every conversation, practice scenario, and application example is captured and mapped to NOS performance criteria. When ready, your portfolio supports OFQUAL qualification claims and demonstrates competence to employers.

Output: Competency matrix, evidence portfolio (downloadable), qualification readiness, career progression score.

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