Head of Market Growth

Rockstar is recruiting for a company that is at the forefront of solving the affordable housing crisis by operating a marketplace for shared living. They are a fast-growing, fully remote team rapidly expanding into new markets and looking for a leader to build the systems that turn every new launch into a thriving marketplace.

The Role the Company Needs

The company is entering new markets faster than ever, and they need a leader who can build the repeatable system that turns every new launch into a thriving, self-sustaining marketplace. As their Head of Market Growth, you'll own the strategy and execution behind taking a market from launch to scale by creating exceptional experiences for hosts and members, building a powerful local vendor ecosystem, and establishing the growth flywheel that fuels long-term expansion.

The Person They Are Looking For

You're equal parts builder, operator, and strategist. You love creating order from ambiguity, know how to launch new markets from the ground up, and have a track record of building partnerships and systems that continue producing results long after you've stepped away. You're energized by ambitious growth goals, thrive in cross-functional environments, and enjoy developing teams while solving complex marketplace challenges.

Here's What You'll Be Doing Day-to-Day

• Launch Markets – Lead the strategy and execution for every new market, ensuring each reaches 250 active units within six months while maintaining high quality standards.
• Build Playbooks – Design and continuously improve the repeatable systems, processes, and launch playbooks that allow markets to scale beyond the initial launch phase.
• Grow Ecosystems – Build national and local partnerships with brokers, lenders, contractors, property managers, photographers, and other vendors that help hosts succeed.
• Drive Referrals – Create referral engines that encourage members, hosts, and vendors to become active advocates who fuel organic growth.
• Improve Outcomes – Partner with Product, Sales, Marketing, Member Experience, and Host Experience to improve occupancy, NPS, move-in quality, and host success.
• Analyze Performance – Use data to evaluate launch performance, identify growth opportunities, reduce customer acquisition costs, and optimize every market.
• Lead Teams – Hire, coach, and develop Market Account Executives and ecosystem leaders while aligning multiple departments around successful launches.
• Test & Learn – Run structured experiments, evaluate results, and continuously improve how the company enters and scales new markets.
  

Here's What You'll Need to Be Successful

• Market Leadership – 10+ years leading marketplace, growth, partnerships, or operations teams, including significant ownership of a business, market, or P&L.
• Launch Experience – Proven success launching or scaling new markets for a marketplace, franchise, or multi-location business.
• Partnership Expertise – Experience building vendor, channel, or partner ecosystems that create measurable business value.
• Growth Mindset – Demonstrated success improving customer experience, retention, referrals, or other organic growth drivers.
• Systems Thinking – Ability to design scalable operating models instead of solving problems one market at a time.
• Analytical Skills – Comfortable making decisions using metrics such as CAC, LTV, occupancy, funnel conversion, referrals, and NPS.
• People Leadership – Experience building, leading, and developing high-performing distributed teams.
• Executive Influence – Strong communicator who can align executives and cross-functional partners around ambitious growth initiatives.
  

The Interview Process

1. Your application will be reviewed for possible next steps by the Hiring Manager.
2. If you meet eligibility requirements, the next step would be a phone call with a member of the PeopleOps team for about thirty (30) minutes.
3. If warranted, the next step would be a video interview with their Chief Growth Officer for one (1) hour.
4. If warranted, the next step would be a video panel interview with members of their leadership team for one (1) hour. The panel interview will require a candidate to work on an assessment where you will showcase your market launch skills to the panel for discussion.
5. If warranted, the final interview would be with their President.
6. If warranted, then they move to offer!
   

Compensation, Benefits, and Perks

• Fully remote position – the company swears!
• Competitive compensation package including an equity incentive plan and company-wide bonus opportunity
• National medical, dental, and vision healthcare plans
• Company provided life insurance policy
• Optional accidental insurances, FSA, and DCFSA benefits
• Unlimited paid-time (PTO) policy with eleven (11) company-observed holidays
• 401(k) plan
• Twelve (12) weeks of paid time off for both birth and non-birth parents
• The opportunity to do what you love at a company that is at the forefront of solving the affordable housing crisis
• $175,000 – $200,000 a year
  

Compensation is based on the role's scope, national market benchmarks, the person's expertise and experience, and the impact of their contributions to our business goals. In addition to base compensation, there is potential for a bonus based on growth targets.

Please note: Although the job posting says it's in Atlanta, Georgia, this is a fully remote position. This is a result of their Applicant Tracking System requiring a location to post the role on LinkedIn.

Notice to Applicants

The company participates in E-Verify. All new employees are required to complete an I-9 form and be authorized to work in the United States. Employment is contingent upon successful completion of the E-Verify process.

The company is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

The company may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist their 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 them.