Growth Manager, Audio [Remote]

About Us:

Grow was born to tackle a critical challenge: making mental health care more effective and accessible for everyone. Since launching in 2020, 15 million sessions have started on Grow, and we've barely scratched the surface. We do it through a three-sided marketplace that empowers providers, augments insurance payors, and serves patients. Every solution we build reveals ten more waiting to be delivered, and that's just what gets us going. We've backed that ambition with more than $328M in funding, including our Series D at a $3B valuation from Sequoia Capital, Transformation Capital, TCV, SignalFire, Menlo Ventures, Goldman Sachs Alternatives, and others.

Your Impact at Grow:

At Grow, the work you do can literally change someone's life. Your work here doesn't stay on a screen; it impacts whether someone can find, afford, and access quality care. That ambition sets us apart, and offers you an endless runway to impact one of the world's most urgent issues. We don’t have passenger seats here. Everyone is driving something that matters.

This work deserves real commitment. So if you thrive on meeting problems head on, untangling serious complexity, and working at pace with the sharpest yet kindest people around, you've come to the right place.

The Opportunity:

We’re looking for a Growth Manager, Audio to help scale Grow’s audio program, spanning podcast, streaming, and experimental audio placements, building on a foundation our team has already established. You’ll own the channel end to end, accountable for both strategy and execution: managing a pipeline of host-read and run-of-network partnerships, refining our mix of activation models, managing vendor and partner relationships, negotiating new opportunities, and optimizing toward efficiency and scale goals while building genuine brand affinity.

You’ll work closely with our Director of Mass Media, Influencer Marketing Manager, Creative, Data, and leadership, and you’ll help forecast and plan the channel’s growth. We’re after someone equal parts scrappy and strategic, comfortable as a player-coach, who brings rigor to performance data and can make the case for a channel without clean click-based attribution.

What You’ll Be Doing:

• Own podcast and show pipeline management, sourcing sponsorships, ad placements, and vendor partnerships, and evaluating how well each show fits our target audience.

• Build a pipeline of new shows to test against established partnerships, and scale the top-performing models.

• Refine our channel activation model, balancing and proving the value of host-read versus run-of-network placements and sponsorships and partnerships.

• Own the audio channel roadmap, putting a deliberate testing and scaling plan into action.

• Manage vendor and partner relationships end to end.

• Establish a measurement methodology for a channel without clean click-based attribution (promo codes, vanity URLs, and incrementality and lift testing), and manage day-to-day performance.

• Evaluate audio’s halo effect on other channels as marketing mix modeling (MMM) infrastructure becomes available.

• Partner with the creative team on audio creative direction (input, not ownership).

What You’ll Bring:

• You can take full ownership of a channel and are comfortable building testing frameworks and infrastructure from scratch.

• You have 5–7+ years managing paid media budgets, with direct audio and podcast buying experience (in-house direct-to-consumer or healthcare background a plus).

• You’re analytically self-sufficient and use data tools to evaluate performance and communicate progress without hand-holding.

• You’re comfortable managing external vendor and agency relationships and negotiating on Grow’s behalf.

• You’re extremely organized and can run a channel solo as a player-coach while building toward how it scales.

• You have a strong point of view on measurement methodology in channels without clean attribution.

Exemption Status: Exempt

The base compensation for this role will vary depending on several factors, including relevant experience, qualifications, and the candidate’s working location.

Work Location & Travel:

Hybrid Roles are onsite from a listed Hub location three days per week ( Tuesday, Wednesday, Thursday), unless otherwise specified in the above job description. The hybrid arrangement will include travel 2–3 times per year (e.g., company and department offsites).

Remote roles are fully remote within the United States. The remote arrangement will include travel 2–3 times per year (e.g., company and department offsites).

Full Time Employee Benefits:

• Health Benefits : Comprehensive medical, dental, vision, life, and disability coverage.

• Grow for Grow: No cost access to therapy through the Grow platform (available to US employees)

• Financial Wellness : Retirement savings programs and equity opportunities to help you invest in your future.

• Flexible Time Off, Paid Holidays & Winter Break : Flexible time off, company paid holidays (which vary by country), and a full company wide Winter Break to rest and recharge

• Parental Leave : Up to 18 weeks of paid parental leave to support you and your growing family and a new child stipend.

• Mental Health Mornings/Afternoons : Dedicated weekly flexible time for self care, whether that's therapy, exercise, journaling, time with family, or simply taking a break.

• Wellness & Development Stipend : Annual stipend to support your personal wellbeing and professional growth, from fitness and education to books and learning resources.

• Commuter Benefits: Pre tax commuter benefits to support teammates working from one of our hub locations.

• Home Office & Meals : Support for your home workspace plus meal benefits, with offerings tailored to both remote and hub based employees.

• Additional Perks: A variety of wellbeing benefits, including wellness memberships, virtual care, pet insurance discounts (where available), and global travel assistance.

Research shows that some groups hesitate to apply unless they meet every qualification. If you’re excited about this role but don’t check every box, we encourage you to apply. At Grow, we value diverse experiences, transferable skills, and the unique strengths each person brings.

Grow Therapy is proud to be an equal opportunity workplace and is an affirmative action employer. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or Veteran status. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements.

Use of AI Tools: We use certain AI and automated tools to support recruitment. These tools help our team review applications, organize interviews, detect potential application integrity issues, and maintain interview records; they do not make final hiring decisions.

Application Review: Ashby's AI-Assisted Application Review helps review application materials against role-specific criteria and may flag potential fraud or integrity issues for recruiter review. All advancement decisions are made by our human recruiting team after independent review. See Ashby's AI Bias Audit Report .

Interview Recording: We use BrightHire to record interviews, supporting note-taking and consistency across candidates. Learn more . Interviews are confidential; you may ask your interviewer to stop recording anytime, or opt out in advance . Choosing not to be recorded will not, by itself, affect your candidacy.

AI-Assisted Recruiter Screen: For select roles, BrightHire's AI features may help structure initial recruiter screens and organize interview notes. All responses are reviewed by our recruiting team; no hiring decisions are made by AI alone.

State-specific notices: Depending on your location, you may have additional rights. Illinois: If AI analyzes a video interview, we'll provide notice, explain how it works and what it evaluates, and obtain consent beforehand. New York City: Where required, we'll provide at least 10 business days’ notice before using an automated employment decision tool and explain how to request an alternative process. Maryland: We do not use facial recognition to create facial templates during interviews unless required notice and written consent are obtained.

Questions, accommodation requests, requests for an alternative selection process, objections to recording, or concerns about AI use? Contact View email address on jobs.ashbyhq.com. We’re happy to help or offer an alternative way to participate.