Head of Growth (GTM)

Job Description

Job Description

Ruxlo is building the work history of every home in America — one connected map of homes and the people tied to each: the owner, the contractors and professionals who've worked on it, and the neighboring homes. No one else combines all three. Zillow has homes, Nextdoor has neighbors, Angi has contractors — nobody has the graph that links them. And the combination can't be bought. It's built by the people who use it, which makes it harder to copy with every contribution.

That's the whole strategy in one line: more users → more verified data → better search and AI-answer visibility → more users, at a lower cost each time. A two-engine flywheel — verified contractors on one side, homeowners on the other, both writing to one shared map — is the moat. Our job in Growth is to make that flywheel spin.

We run on a large licensed national property-data foundation, layered with data our users contribute. We launch density-first: one bounded market taken to completion, then the ring around it, then regionally. We pick markets small enough to finish — the denominator is knowable, and a homeowner can see whether their own street is complete. Current market, timing and targets are shared in conversation.

The Role

This is the first dedicated growth hire at Ruxlo. There's no inherited motion, no playbook to step into, no team to manage yet. The CEO has been running go-to-market on top of everything else a founder carries. Your first job is to build the motion that doesn't exist — and to run it yourself before you ever hire under it.

This is a player-coach seat in the literal sense. In your first 90 days you personally execute the launch motion into our first town: recruit the trades serving it, get their completed work onto the map, invite the homeowners to confirm it, and instrument the loop that turns confirmed work into the next cohort of users for free. You'll become a manager later. You start as an operator.

What You'll Own

The launch. You own the number that matters, and it isn't cumulative sign-ups. Our headline metric is coverage — what share of a bounded market carries verified, confirmed work — measured against a denominator we can actually count. Scattered registrations across a wide area is a miss; a market where most homes show a confirmed record is the win we're built to repeat.

The Contractor-Led Ignition Playbook — our primary motion. We open a market by collecting the work history already sitting in local contractors' own records. A general contractor with hundreds of completed jobs isn't one user — it's hundreds of parcels of proprietary work history, handed over in a single import, for free, because publishing it is good marketing for their business. You'll build and run this end to end: build the list from public license records and the permit trail (no introductions required), work the first cohort by hand, concierge their imports in whatever format they arrive, then invite homeowners to confirm the work and name whoever else worked on the house — which is the only way we reach the trades no permit records: painters, masons, landscapers, tree surgeons. Then you write it down as the playbook that replicates market by market.

The growth initiatives. SEO & Organic, Data-Powered Outbound, Referral & Viral Loops, Trade Claiming, and the Marketing Site. You own the mix, the sequencing, and the attribution across all of them — coordinating the website build (agency) and SEO (consultant) rather than doing every piece by hand, but reading the data yourself and making the calls. Real platform constraints apply to homeowner-facing paid channels in this category; we'll walk you through them.

The funnel, free to paid to lead-gen. Acquisition is broad — the data pulls in everyone. Monetization concentrates. You own the path from a free tier with an earned-credits economy, through the paid tier, and into the core near-term revenue engine: contractor lead generation. You don't need to be an expert in auctions — that's long-term value capture, and it's later — but you do need to understand that the money follows the growth, and to build the funnel that proves it.

The secondary motion, post-launch. Once the contractor playbook is running, you stand up direct operator outbound: owners holding multiple properties, sourced from public records, resolved from LLCs to real operators, enriched in Clay, worked across direct mail, email, and LinkedIn. It's a second acquisition engine, not the first — and you'll know the difference.

Your AI counterpart. Ruxlo is AI-native by design, not by retrofit. Every function here has a Claude-powered counterpart, and you'll build and own Growth's: an agent that scores targets, drafts and A/B-tests outreach copy, turns PostHog funnels into weekly reads, and surfaces which buildings and channels to lean into next. It informs; it doesn't send outbound, commit budget, or run campaigns on its own. You keep the human hand on every live action.

What You Bring

Must-have

• 4–7 years in growth or GTM, the meaningful part of it at Seed–Series B startups operating under real capital discipline (paid budgets under ~$50K/month) — early-stage muscle, not an early-stage title at a large company.
• A genuine player-coach track record: you've personally pulled lists, written copy that converted, stood up a referral mechanic and watched the viral coefficient, and killed a channel when the math stopped working.
• Multi-channel depth — unbluffable in at least four of: community & events, in-product referral/viral, SEO in partnership with engineering, direct-mail/outbound, founder content, and small-budget performance paid. Mono-channel specialists aren't a fit for this seat.
• Attribution rigor: you define funnel events, instrument them in PostHog (or equivalent) without a dedicated analyst, and run a weekly kill/scale/iterate review off the data.
• Daily, fluent AI use — you've built or directly maintained at least one workflow that produced a real outcome, and you can talk about prompt iteration and output verification like an operator, not a spectator.
• Strong writing. Outbound copy, community content, and the playbook itself all land in writing.
• Comfort reporting directly to a founder-CEO with no buffer, in a sub-50-person, written, Slack/Linear/Notion/Claude culture.
• Ability to be onsite 4 days/week in Manasquan, NJ. Fully remote candidates won't be considered.

Nice-to-have

• Local-density, community-led, or two-sided/marketplace GTM — activating a supply side (contractors) and a demand side (residents) at once.
• Recruiting and activating a supply side of small local businesses — trades, contractors, independent operators — who aren't marketers and don't respond to marketing. This is the closest analogue to the first ninety days.
• Experience mobilizing HOAs, condo boards, neighborhood networks, or any organized local community — useful later, when denser markets come back onto the map.
• Proptech or real-estate exposure, and genuine curiosity about the space. A sharp operator new to real estate who's hungry to learn it beats a proptech veteran going through the motions.
• PLG or credits/freemium funnel experience.

Why Ruxlo

• You build the map no competitor can buy. The work history of every home only exists if someone makes the flywheel ignite. That's this job.
• Real ownership from day zero. The launch, the channel mix, the attribution, the playbook, and — after the Series A — the team. Not a figurehead seat.
• AI-native for real. The company is organized around it. Your agent is yours to build.
• A beachhead that compounds. The playbook isn't commodity work; it's the asset that replicates market by market — and because a contractor who works one town already works the ones around it, the book crosses the boundary before we do.
• Founder partnership. You'll report to a CEO who treats growth as a first-class strategic function and is building Ruxlo for durability, not a headline exit.

Ruxlo LLC is an Equal Opportunity Employer. 

AI disclosure: As part of our recruiting process, Ruxlo may use AI-assisted tools to help screen, review, and organize applications, as well as to support scheduling and communication. These tools assist our team and all final hiring decisions are made by humans. We work to ensure these tools are used fairly and without unlawful bias. If you have questions about how AI is used in your application, would like to request a reasonable accommodation or an alternative review process, please contact us at View phone number on ziprecruiter.com.