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Hiring Manager: Josh Khan

Job Title: Senior Growth Lead / Director of Growth

Job Type: W2 Full Time

Location: Remote

Who We Are

Join our team and help transform lives by delivering life-changing treatments and exceptional care. We offer a collaborative environment with competitive compensation, professional growth opportunities, and a mission-driven focus on maximizing value for both our business and customers. With a goal-centric culture that encourages risk-taking, self-empowerment, and transparency, you'll thrive in a fast-paced setting where making an impact is key.

Our Mission

We are on a mission to tackle America's metabolic health crisis by educating the public on its challenges and offering safe, science-backed treatments. With over 80 million Americans affected and $600 billion in annual medical costs attributed to metabolic disorders, we provide accessible solutions that empower people to improve their health and maintain lasting results. Our goal is simple: transform lives through education and effective, outcomes-driven care.

Eden is building a more disciplined ecommerce growth function: one operating system for channels, agencies, funnel conversion, measurement, creative learning, finance guardrails, and weekly decisions.

Role mandate: run the growth operating system, make weekly decisions clearer, and turn channel work, agency output, funnel signal, and spend posture into profitable acquisition.

About The Role

We are hiring a senior Growth Lead / Director of Growth to run the operating system for profitable acquisition. This person will sit across Google, Meta/TikTok, agencies, lifecycle, CRO/Data-Rails, creative, finance, and leadership to make sure the growth team is working from one set of priorities, one trusted read of performance, and one weekly decision rhythm.

This is not a pure manager role and not a pure strategist role. The right person must be senior enough to run a leadership-level decision process, but close enough to the work to pressure-test channel recommendations, spot weak signal, challenge agency output, and understand why performance is moving.

The core job is to make growth function as one system: read signal, set posture, execute, learn, and plan.

What You'll Own

You will own the operating model for profitable acquisition across channels, agencies, funnel conversion, measurement, creative learning, and weekly budget posture.

That means you are accountable for the questions leadership needs answered every week:

• What changed, and which number do we trust?

• Where can spend scale, hold, or stop based on CAC, CVR, headroom, and signal confidence?

• Which agency, channel owner, or internal partner owns the next move?

• What did the team learn that should change next week's plan?

• What decision is needed before performance becomes an emergency?

Key Responsibilities

• Run the weekly growth operating loop: read signal, set posture, execute, learn, and plan.

• Translate business targets into channel priorities, agency asks, test plans, and budget posture recommendations.

• Partner with Channel Managers to scale profitable search while managing concentration risk.

• Partner with CRO/Data-Rails to make sure spend decisions are tied to trusted funnel and conversion signal.

• Partner with agencies to ensure output is tied to performance, not activity volume.

• Partner with finance and leadership on CAC guardrails, payback logic, headroom, budget movement, and risk posture.

• Maintain a clear learning system: tests, outcomes, decisions, follow-ups, unresolved risks, and blocked owners.

• Identify the highest-leverage blockers to revenue growth and force prioritization across channels, funnel, creative, agency work, and product/engineering dependencies.

• Build a growth cadence that lets the team make weekly decisions with imperfect data while clearly naming confidence level and risk.

• Make sure channel managers and agencies are executing against the same business truth, not separate platform narratives.

What Success Looks Like

First 30 days

• Establish the weekly growth operating rhythm, decision log, and owner map.

• Clarify what each channel, agency, and internal partner is responsible for this week.

• Identify the top three constraints to profitable acquisition across signal, CAC, funnel, creative, agency execution, and spend posture.

• Create a leadership readout that turns scattered updates into decisions.

First 60 days

• Improve the quality and speed of spend decisions.
• Create a clearer test roadmap across Google, Meta/TikTok, CRO, lifecycle, creative, and agency work.
• Make agency outputs easier to measure, compare, and hold accountable.
• Reduce ambiguity around owners, metrics, blockers, and escalation points.

First 90 days

• Build a growth function that can scale beyond heroic one-off effort.
• Show improved operating discipline around CAC, CVR, signal quality, test sequencing, agency accountability, and weekly budget posture.
• Demonstrate a repeatable system for deciding where the next dollar should go.

What We're Looking For

• Senior growth leadership experience in ecommerce, DTC, healthcare/telehealth, subscription, marketplace, fintech, or another performance-driven business.

• Strong paid acquisition fluency, especially Google and paid social, with enough depth to pressure-test channel work directly.

• Strong understanding of funnel conversion, measurement quality, creative testing, landing-page strategy, lifecycle, and budget governance.

• Experience managing agencies and internal operators without letting either become a black box.

• Ability to work with executives, finance, product, data, creative, lifecycle, engineering, legal/compliance, and operations.

• Strong business judgment: can make weekly decisions with imperfect data while clearly explaining confidence, risk, and tradeoffs.

• Comfort operating in a high-urgency environment where the work is cross-functional, messy, and commercially important.

Strong Fit Signals

• You can operate at both board-level and account-level altitude.
• You know how to manage spend without blindly trusting platforms.
• You understand that growth is an operating system, not a pile of channels.
• You can push agencies hard without creating chaos.
• You can turn performance movement into a clear weekly decision.
• You know when the constraint is channel execution, funnel conversion, signal quality, offer, creative, or budget governance.

This Role Is Not For Someone Who

• Is a brand marketer without performance depth.
• Only manages people and does not inspect the work.
• Over-indexes on dashboards without driving decisions.
• Cannot work in a fast-moving, imperfect environment.
• Treats agencies as strategy owners rather than execution partners.
• Wants clean boundaries more than they want commercial outcomes.

Why This Role Matters

Eden's next phase of growth requires more than better channel execution. The business needs an operator who can make the whole system work together: Google, paid social, lifecycle, agencies, funnel conversion, measurement, creative, finance, and weekly decisions.

This person will help Eden move from scattered growth activity to a disciplined performance engine: one where the team knows what number to trust, what decision to make, who owns the next move, and when the business can confidently scale spend.

Housekeeping

Eden is proud to be an equal-opportunity employer. We provide employment opportunities regardless of age, race, color, ancestry, national origin, religion, disability, sex, gender identity or expression, sexual orientation, veteran status, or any other protected class. Each individual at Eden brings their own perspectives, work experiences, lifestyles, and cultures with them, and we believe that a more diverse team creates more innovative products, provides better services to customers, and helps us all grow and learn.

Compensation at Eden will be determined by skills, experience, and geographic location. Eden has identified the expected annual base salary range for this role:

At the launch of each position, we benchmark compensation to the appropriate role and level utilizing competitive compensation data from various data sources as references. At the offer stage, we use the signalwe received from our interviews coupled with your experience, location, and other job-related factors to determine final compensation.

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