Head of Growth & Marketing

About High Camp

High Camp was born from a love of craft cocktails and the great outdoors. What began as a Kickstarter campaign has grown into a brand known for premium, beautifully designed products that are built to last and made to share.

We design Fortified Barware for people who care about what they pour, wherever they pour it. We make it easy to craft and carry your favorite drinks everywhere from the backyard to the backcountry.

We're a lean team that has grown primarily through a strong direct-to-consumer business. Now we're building toward true omni-channel growth across DTC, wholesale/B2B, corporate gifting, and marketplaces. This hire is one of the most important seats in the company.

Head of Growth & Marketing

About the job

As Head of Growth & Marketing, you'll own High Camp's acquisition, retention, and revenue performance across our direct-to-consumer business, our largest revenue channel, while supporting marketing needs across the broader company. You'll lead our creative and performance marketing team, translate brand direction into marketing that performs across every channel, and oversee the partners and systems that power growth and e-commerce. This role is a deliberate middle ground between a pure growth operator and a CMO: strong growth fundamentals come first, with enough marketing range to serve the whole company.

This role reports to our CEO & you’ll lead an in-house team across creative, performance, and organic, and direct a roster of agency and contract partners covering media buying, email and SMS, video and design, web development, and emerging channels. You’ll own a seven-figure media budget, the partner relationships behind it, and the decisions about how this capability is resourced as we scale.

What you'll do

• Own DTC growth and e-commerce performance. Hold the DTC revenue target and contribution margin, not just top-line revenue. Whoever executes the work, the outcome sits with you.
• Partner with Finance on forecasting and reporting. Build the annual and peak-season paid media budget and an inventory-aware DTC forecast, set efficiency targets, and review performance against plan regularly.
• Lead paid growth strategy. Own risk analysis and go/no-go calls on paid and marketplace spend, using incrementality testing to know where the next marginal dollar earns the most.
• Run creative as a performance lever. Direct our in-house creative team and creative vendors, and build the creative testing program and creator/UGC pipeline that feed paid performance.
• Grow organic reach. Set direction for social, PR, affiliates and brand partnerships, and make sure they build demand that paid and retention can convert.
• Own retention and lifecycle. Set email and SMS strategy, calendar and LTV goals, and own the repeat purchase and LTV targets that come with them. You’ll work through a mix of in-house and partner resources, and you’ll shape how that mix evolves as the business scales.
• Own go-to-market, launches and promotions. Plan launches around when product actually lands and around wholesale and corporate timelines, own the promotional calendar, and translate brand direction from the founders into channel execution.
• Make marketing show up for the whole company. Make sure the content engine produces assets our wholesale and corporate custom teams can use, and that paid supports where DTC and B2B overlap, like corporate gifting in Q4. When channels compete for the same product, creative or spend, make the call that's right for the company.
• Own the analytics and marketing tech stack. Make sure tracking and reporting can be trusted, decide what to keep or retire, and direct the technical resources who run it.
• Build the team. Shape the growth and marketing functions as the business scales, deciding what to build in-house and what to contract or partner. We expect AI and automation to be a real part of that answer, so the function grows on leverage rather than headcount alone.

Key requirements

• Owned the number. You’ve owned a DTC P&L or contribution margin line at a brand doing $20M or more, and can describe the efficiency targets you were accountable for.
• Came up as an operator. You started as a media buyer or close to it, and you’ve since managed media buyers or agencies rather than only executing buys yourself.
• Proven creative testing. You’ve directed a creative team or vendors producing high-volume, fast-iteration content, and built a testing or creator/UGC program whose results changed where spend went.
• Planned around real constraints. You’ve forecast demand where supply was limited (long lead times, seasonal peaks, constrained launches) and adjusted spend to match.
• Retention results. You’ve grown repeat purchase or LTV through email and SMS, including work with outside partners.
• Hands-on measurement. You’ve run a tracking or analytics implementation and can walk us through it. You’re fluent in growth math (MER, CAC, contribution margin, incrementality) and can pressure-test any buyer’s or agency’s plan.
• Built growth teams. You’ve built and led growth teams, decided when to hire, contract or partner, and directed technical or e-commerce platform resources.
• Tools. Deep Shopify literacy, hands-on with Meta, Google and TikTok ads, and working knowledge of modern attribution tools.
• Location: Remote-friendly across the U.S., with hybrid co-working options available in Bozeman, MT; San Rafael, CA; or Golden, CO.
• Travel: Two team retreat/collaboration trips per year to a hub location, plus 2–3 additional business trips per year as needed.

Nice-to-haves

• You’ve supported B2B, wholesale, retail or corporate gifting alongside DTC.
• Experience on both sides of the agency table, or running an agency selection or transition.
• Incrementality testing and media-mix modeling, or experience scaling newer channels like AppLovin and TikTok.
• You’ve worked on premium consumer goods, lifestyle brands, or hard goods, where the product itself carries the brand.

Salary & benefits

Expected base salary range (San Francisco Bay Area): $170,000 - $210,000 USD. Offered compensation will vary based on geographic location, as well as relevant experience, domain knowledge, and interview performance.

• Eligible for target bonus of 20% of base salary
• Choice of three PPO medical plans, with employee coverage on our base plan 100% company-paid
• Dental, vision, and HSA plan options
• Flexible PTO
• 401(k) with up to 5% company match
• Monthly cell phone stipend
• Paid parental leave (16 weeks for birthing parents, 12 weeks for non-birthing parents)
• Remote-friendly, with flexible schedules in a high-trust, high-autonomy culture
• Office hubs and bi-annual company offsites for in-person collaboration and community

High Camp is an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. We do not discriminate on the basis of race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age, disability, genetic information, marital status, veteran status, or any other legally protected characteristic. Applicants must be currently authorized to permanently work in the United States. At this time, we are not able to sponsor employment visas or provide relocation assistance.