Head of Growth

The Head of Growth is the founding dedicated commercial leader for Tebra’s Innovation team. This is an own-and-operate role: you set and build the strategy and build it, encoding it into a scalable system that drives growth over a multi-year horizon. You will help define our ICP, how they discover and adopt the product, and how we turn early believers into a repeatable, self-reinforcing growth engine.

You won’t inherit a playbook. The product is establishing a new category in real time, and most of the foundational commercial questions — who exactly we serve first, how the motion works, and what our position is — are yours to answer. The right person sees that blank page as the opportunity, not an obstacle.

In the near term, success is measured in learning velocity and the strength of the foundation you lay. Over time, as the motion proves out, this role grows into a leader of a broader growth function. There is no fixed timeline for that expansion, and the right person is energized — not deterred — by building the engine themselves first.

You are accountable for the commercial strategy that brings new concepts into a market. Specifically, you will own:

• Market and segmentation strategy — identifying the right markets to enter and in what sequence, grounded in real evidence rather than assumption.

• Agentic tech stack — designing and building the tech stack that the growth engine relies on that empowers hyperscale.

• Buyer definition — defining the buyer and user archetypes precisely enough to drive every downstream decision: targeting, demo flow, onboarding, and messaging.

• The growth and buying motion — designing the product-led growth motion end to end, from first awareness through activation, conversion, and expansion, including how prospects discover, try, and decide to pay.

• Positioning and messaging — owning how we describe the product and why it matters, and stress-testing that narrative with real buyers rather than internal consensus.

• You will also be a meaningful voice in adjacent decisions you don’t solely own — most notably pricing and packaging, where your view of the buyer and the motion is essential input.

How you work matters as much as what you own. Two principles define the role.

You reach for tools first. You test, prove, and scale a motion using AI — not as a productivity convenience, but as your default way of operating. You are fluent in agentic stacks, not just chat assistants, and you can stand up automated workflows that do real work.

As the function grows, you bring on operators who run their own agentic builds behind you. You see AI as the way to move faster and prove more with less, and people as the leverage you add once a motion is proven.

You learn the customer directly. You have a genuine drive to understand providers firsthand — you would rather sit with ten clinicians than rely on a market report or let a model tell you what the market wants. You are both a careful listener and a compelling storyteller, and you treat customer truth as something earned through contact, not inferred from a dashboard.

Your judgment blends instinct and evidence; you lead with neither alone.

Because our innovation initiatives are still being defined, we measure success by horizon.

This year is about learning and proof, not revenue targets. Success looks like:

• A clearly defined ideal customer, and a validated view of which segment to win first.

• A product-led growth motion that has been tested in market and shown to work, at least in early form.

• A first cohort of real practices successfully onboarded, converted, and willing to advocate.

• A working positioning and messaging foundation, validated with actual buyers.

• The measurement discipline itself, stood up by you — defining the product’s activation moment and instrumenting the funnel so that everything after it can be measured and optimized.

As the foundation proves out, the mandate shifts to building a repeatable growth engine running on an agentic stack, with success measured in commercial outcomes:

• Conversion — predictable movement from free or trial usage to paid.

• Net revenue retention — expansion and retention within the existing base.

• Satisfaction, retention, and word of mouth — the signals that we are building the most solution in the market.

• Our ambition is unambiguous: to build the most successful solution in our market, measured in growth, customer satisfaction, retention, and word of mouth.

• 5–8 years in GTM, growth, or commercial roles, with a track record of building rather than maintaining.

• Experience operating in lower-scale environments (startups) or launching new products inside larger organizations — you know how to create a motion where none exists. Founding experience is welcome but not required.

• Demonstrated product-led growth experience — you have owned a free-to-paid (or trial-to-paid) conversion motion, not just quota-carrying outbound.

• Genuine AI fluency, with real knowledge of agentic stacks — not simply familiarity with Claude or ChatGPT. This is the requirement most likely to distinguish the right candidate; if you can’t demonstrate it, this role will be a difficult fit.

• Demonstrated vision for AI-driven GTM transformation — has a point of view on how AI changes prospecting, activation, and retention, and can operationalize that vision rather than just articulate it.

• Judgment that combines instinct and evidence — you are neither a gut-only operator nor a dashboard-only analyst.

• Comfort with ambiguity and a genuine eagerness to do the work yourself — you write the playbook, you don’t wait to be handed one.

• Strong cross-functional communication; you can align product, marketing, and leadership without a structured process to lean on.

• Sensitivity to the clinical context and authentic curiosity about the people we serve. Healthcare or health-tech experience is a plus, but not required.

In compliance with California's pay transparency laws, the compensation range for this position will be provided and may include an hourly rate, annual salary, or On-Target Earnings (OTE), depending on the nature of the role. The specific compensation structure and detailed range will be discussed with qualified candidates during the initial talent screen.