Director Of Growth

Reports to: Chief Growth OfficerLocation: US & Canada (Remote). Austin, TX or Toronto, ON (Hybrid) preferred.About the Role
We are hiring a Director of Growth to build the next layer of commercial leadership across CSC Generation's portfolio. You will work across brand, merchandising, site experience, customer behavior, and demand generation to identify what is limiting growth, challenge stagnant assumptions, and push cross-functional teams toward better commercial outcomes.This is not a pure paid media, creative, or ecommerce operations role — it is a cross-functional growth leadership role for someone who can connect those functions into one commercial system. Success in the first 6-12 months means stronger growth hypotheses, better prioritization, higher testing velocity, and measurably better commercial decisions across the organization.This is a lean team. You will own a lot, move fast, and make decisions with full end-to-end responsibility.What You’ll Do
Growth Strategy and Prioritization
Own growth hypotheses across brand, merchandising, site experience, paid media, and customer demand.Identify what is actually constraining conversion, customer acquisition, and revenue growth rather than accepting inherited assumptions.Translate ambiguous growth questions into clear priorities, tests, and decisions.Use data, judgment, and first-principles thinking to rank growth opportunities and allocate attention toward the highest-return work.Testing and Commercial Execution
Push a higher testing cadence across channels and functions, turning opinions into measurable experiments.Partner with merchandising, buying, creative, digital, and performance marketing leaders to translate ideas into commercial action.Challenge "we've hit the limit" thinking and raise the ambition level of teams that are too comfortable with the current state.Spot where assortment, taste, brand expression, site experience, or channel strategy is underpowered relative to its potential.Cross-Functional Leadership
Bring enough operator credibility to move teams, not just advise them.Build repeatable growth playbooks that can scale across the portfolio.Required Qualifications
7+ years of experience in growth, ecommerce, brand strategy, merchandising strategy, performance marketing, or a cross-functional commercial role spanning several of those areas.Proven track record of driving growth by challenging assumptions, not just optimizing within a pre-set lane.Strong commercial instinct and the ability to identify where money is being left on the table.Ability to think across brand, product, site, merchandising, marketing, and customer behavior rather than staying confined to one specialty.Demonstrated testing mindset with a bias toward action, iteration, and measurable learning.Strong operator credibility with the ability to influence functional leaders and move work forward without direct control over every team.Comfort using data to form and refine hypotheses without becoming trapped in analysis-only mode.Clear evidence that you raise ambition levels around you.Preferred Qualifications
Experience in home, design-led, luxury, or lifestyle ecommerce.Experience bridging brand or taste decisions with demand generation and conversion work.Familiarity with performance marketing economics and incrementality thinking.Experience working inside a holding company, shared services environment, or multi-brand portfolio.AI-native workflow habits that improve speed, leverage, and commercial insight.Why Join
Executive Access: Work directly with the C-suite to solve real business problems and shape growth strategy at both the brand and portfolio level.Leadership Opportunities Across the Portfolio: High performers are quickly entrusted with broader scope, new challenges, and leadership opportunities spanning multiple brands.Shape Strategy at Portfolio Level: Operate across merchandising, brand, performance marketing, ecommerce, and customer experience — connecting those functions into one commercial system that drives results across 13 brands.Competitive Benefits (US): Comprehensive benefits including paid time off, 401(k) match, medical, dental, vision, supplemental coverage, and employee discounts across portfolio brands.Competitive Benefits (Canada): Comprehensive benefits including paid time off, RRSP match, group benefits, and employee discounts across portfolio brands.Interview Process
Recruiter Screen – 30-minute call to cover background, role fit, and logistics.Hiring Manager Interview – Discussion with the Chief Growth Officer focused on growth philosophy, commercial judgment, and operating style.Case Discussion – Deep dive into a live growth problem spanning brand, merchandising, customer experience, and demand generation.Executive Interview – Final conversation(s) with CSC leadership.In-Person Interview – We'd like to meet you. Details and logistics will be arranged with your recruiter.Reference Checks – We'll ask for professional references and conduct checks in parallel with final steps.Offer – We move fast for the right candidate.The CSC family of brands provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, provincial, state or local laws.The CSC Generation family of brands is committed to providing reasonable accommodations for qualified individuals with disabilities in our job application procedures. If you need assistance or accommodation due to a disability, please contact View email address on ca.hrm.tc Ontario candidates, this role is an existing vacancy.For US-based candidates, this posting is intended for candidates that reside in the following states: AZ, DE, FL, GA, IN, LA, MI, MS, MO, NV, NC, OK, PA, TN, TX, UT, WV, WI, and WYWe may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
#J-18808-Ljbffr