---
title: 'Head of Growth & Marketing (VP) at Maximus Health, Inc.'
canonical: 'https://feeny.ai/job/head-of-growth-marketing-vp-maximus-health-inc-north-america-newport-beach-ca-2y041xmzy2s6'
type: 'job'
last_seen: '2026-10-15'
---

# Head of Growth & Marketing (VP) at Maximus Health, Inc.

- **Company:** Maximus Health, Inc.
- **Location:** North America / Newport Beach, CA
- **Employment:** full-time
- **Work type:** remote
- **Posted:** 2026-07-24
- **Last confirmed live:** 2026-10-15
- **Apply:** https://jobs.ashbyhq.com/maximustribe/cf7b7f66-3760-423e-9691-6d0c6b960a70

## Job description

Maximus is looking for a Head of Growth & Marketing (VP).

Company: Maximus | Location: Remote (US) | Reports to: CEO | Type: Full-time, Executive

## About Maximus

Maximus (https://www.maximustribe.com/) is a mission-driven consumer performance medicine telehealth company that provides men and women with content, community, and clinical support to optimize their health, wellness, and hormones. Maximus has achieved profitability, 8-figure ARR, and is doubling year over year — with a strong cash position. We have raised $15M from top Silicon Valley VCs such as Founders Fund and 8VC as well as leading angel investors and operators from companies like Bulletproof, Tinder, Coinbase, Daily Stoic, and Shopify.

## The Role

We’re hiring a VP of Growth to run the growth engine. The core of the job is high-velocity, highly analytical experiment design: finding new levers that work, across advertising, creative, pricing, and the digital product, and finding them faster than the current ones fatigue. You set the testing agenda and hold the bar on what counts as a good experiment.

The defining requirement is the ability to think in connected customer journeys, not siloed channels: how a persona is defined, how creative and messaging speak to that persona, how that creative shows up differently on Meta versus paid search versus influencers versus affiliates, what landing experience each arrival deserves, and how we ultimately convert and retain that customer. Channel, creative, and site experience are one system — and you own the system.

Two things come with this role that growth leaders almost never get to own. First, the conversion flow: not just the landing page — the entire quiz flow, every step from first click through credit-card entry. Second, pricing: price points, offers, discounts, and plan structure across the portfolio, where there’s enormous leverage waiting for someone with the analytical chops to find it. If you’ve spent your career optimizing ads against a funnel somebody else controlled, this is the opposite of that job.

This is a hands-on job. You’ll inherit a team and an agency roster and reshape both as the strategy requires — hiring where there are gaps, holding the agencies to outcomes. You’ll also spend lots of time in spreadsheets and Ads Manager, and lately in Claude, looking at the nitty-gritty yourself. You’ll report directly to the CEO and hold the senior-most marketing seat in the company. The role is revenue-accountable: you take the company’s revenue target and build the strategy across the product portfolio (Testosterone, Weight Loss, Growth Hormone, and future verticals) to hit it.

## What You’ll Own

The experimentation engine: the core of the job. Design and run a high-velocity testing program across advertising, creative, pricing, and the digital product: hypothesis quality, test design, statistical rigor, and the speed from insight to rollout. Build the team’s operating rhythm (planning, budgeting, creative reviews, reporting) around that cadence.

Money allocation, decided by incrementality and LTV. Own where the money goes, and back every allocation with data: incrementality and lifetime value, not last-click ROAS. That means knowing how to measure mid-funnel and upper-funnel activity, how to evaluate discounts analytically, and how LTV differs by product and channel in a business where the LTV math gets complicated. FP&A owns the forecast model; you own the levers inside it — spend, CAC, conversion, LTV by product line — and the results against it.

The conversion flow, end to end. The entire quiz flow through credit-card entry, not just the landing pages in front of it: messaging continuity from ad through intake to purchase, experimentation inside the flow itself in partnership with product and engineering, and the test discipline that keeps the wins real.

Pricing. Price points, coupons, offers, discount architecture, and plan structure across the portfolio, including long-term commitments — and the margin-versus-CAC tradeoff every one of these decisions moves. Discounting here is an analytical problem.

Lifecycle and CRM. Email and SMS as a real growth channel: cart-abandonment recovery, nurture for hesitant buyers, cross-sell across the portfolio, revival of lapsed customers. Run it with the same rigor as paid — experiments, holdouts, measured LTV impact. The customer should never feel a handoff, from ad to quiz or from checkout to inbox.

Persona-driven acquisition, creative, and the channel portfolio. The channel is a persona signal: the research-heavy buyer coming from branded search isn’t the validation-seeker coming from cold social. Define the persona for each channel and let it drive everything downstream. Own paid media, influencers, and affiliates, with enough diversification that no one platform dominates; own creative built for each persona, native to each channel, and judged on funnel outcomes. This is creative as a growth lever, not a brand job.

## What You’ll Need

The bar, in one question. Be ready, at any point, to say where the next incremental dollar should go — more Meta spend, a deeper discount, a new quiz branch, an untested channel — and why. “I think it’ll lift the funnel” isn’t an answer; we want the test you’d run, the LTV math behind it, and what you’d cut to fund it.

- Command of incrementality and LTV: this is what we’re hiring for. You can design the incrementality test and defend the math; you can explain how you’d measure mid-funnel and upper-funnel activity, and how you’d evaluate a discount analytically; and you’ve dealt with a complex-LTV business firsthand — subscription, multi-product, or both.
- Still hands-on. You get into the weeds yourself (the ad account, the funnel data, the models) and did so this quarter, not three jobs ago.
- Connected-journey thinking. You can walk a funnel you owned end to end — persona, channel, creative, landing experience, conversion — and explain how each step informed the next.
- Direct ownership of post-click conversion: landing experiences, quiz- or intake-style funnels, checkout, lifecycle (email and SMS) — with structured experimentation and results to show for it.
- Pricing and offer experience: you’ve designed pricing, discount, or plan-structure tests and owned the revenue outcome.
- 10+ years in growth or performance marketing, including 5+ years leading teams, with a track record scaling a DTC subscription business built on a high-consideration product — a premium-priced purchase people research before buying.
- Ownership of a revenue number, not just a media budget — you built the plan tying spend to revenue and defended it to a CEO or a board.
- A builder profile: you’ve restructured or built a marketing org, hired senior channel leads, and managed agencies to outcomes.
- Nice to have: telehealth, regulated health, or wellness experience (health-claim ad policies, compliance-constrained creative), and experience marketing a multi-product portfolio with a distinct buyer per product.

What Success Looks Like This role moves fast; we expect the engine to be running within the first quarter. Specific targets get set together in your first 30 days. By month 3: there’s a real testing cadence live across ads, creative, pricing, and the quiz flow; CAC, conversion, and LTV are instrumented by product so we trust the numbers; and you’ve made the first budget reallocations based on measured incrementality. By month 6: conversion through the full quiz-to-credit-card flow is up; persona-matched journeys are shipping (right creative, right landing experience, right quiz flow for each buyer type); the first pricing wins are banked; and at least one channel beyond Meta has scaled past the test phase. By month 12 and beyond: you’ve delivered the revenue target, CAC and LTV have both moved the right way, the team and agency roster fit the strategy, and the CEO and board trust your numbers because they hold.

Maximus Offers World-Class Benefits:

- At-cost employee access (50% off discount) to all Maximus protocols
- Full Suite Insurance: Medical, Dental, Vision, Life Insurance Premium Blue Shield Platinum PPO & HMO Health Plans (up to 80% coverage)
- Best-in-class 401K options
- Fully remote work. Flexible vacation/time-off policies
- Extended options exercise window for loyal employees (3 months for every year of service; e.g. 1 year for 4+ year employees)

Maximus is an equal opportunity employer, which not only includes standard protected categories, but the additional freedom from discrimination against your free speech and beliefs, as long as they are aligned with company values. We celebrate intellectual diversity. Note: We utilize AI note-taking technology during our interview sessions to ensure we capture all answers and details accurately. Candidates are also encouraged to use AI note-takers for their own records if they wish.

## About Maximus Health, Inc.

## Company Overview
- **One-liner**: Maximus is a performance medicine telehealth company that combines cutting-edge clinical science, board-certified physicians, and personalized treatment protocols to optimize hormones, metabolism, and longevity through a fully online platform.
- **Entity Type**: Private (Series A)
- **Headquarters**: Santa Monica, California, USA
- **Founded**: 2020
- **Founders**: Dr. Cameron Sepah (CEO)

## Core Business
- **Primary industry**: Performance medicine, telehealth, hormone optimization, metabolic health, and longevity
- **Target customers**: B2C — direct-to-consumer adults looking to optimize physical and mental performance, manage weight, or address hormone imbalances
- **Mission**: Help people "look, feel, and perform at their absolute peak" by bridging the gap between traditional sick-care and proactive performance optimization

## Products & Services
- **Testosterone Optimization (TRT)**: Proprietary, patented protocols available in oral, injectable, and topical forms, combined with physician oversight and at-home lab monitoring. Type: Telehealth + Prescription Medication
- **GLP-1 Weight Loss (Semaglutide & Tirzepatide)**: Dual-action (GLP-1 + GIP) and single-action GLP-1 therapy for sustainable weight loss, including metabolic support. Type: Telehealth + Prescription Medication
- **Oxytocin Calming Cream**: Patent-pending transdermal cream designed to deliver 12–16 hours of continuous calming and sleep benefits. Type: Proprietary topical supplement
- **Peptide Therapies (GHRHs)**: Growth hormone releasing hormones — the newest protocol expansion for performance and recovery. Type: Telehealth + Prescription Medication
- **King Protocol**: Proprietary bundle of at-home lab tests, prescription medications, supplements, and ongoing health coaching. Type: Subscription service
- **Hair Regrowth**: Doctor-supervised protocols to address hair loss. Type: Telehealth + Prescription

## Market Standing
- **Valuation / Market Cap**: Not publicly available
- **Key Metric**: $15M total funding raised (Series A). Ranked **#7** on the *Financial Times* list of The Americas’ Fastest Growing Companies 2026 (highest compound annual revenue growth 2021–2024). Second-highest-ranked telehealth company on that list.
- **Notable Investors**: Founders Fund, 8VC, Abstract, Gaingels, Electric Ant Lab, Chamaeleon (+ 23 other investors)
- **Growth Signals**: 50,000+ members; rapid expansion from testosterone optimization into GLP-1 weight loss, peptide therapies, and Oxytocin Calming Cream; press release from April 2026 confirms continued strong growth trajectory

## Competitive Advantages
- **Clinically rigorous, physician-led model**: All protocols are designed and overseen by US-based, board-certified physicians (including experts from Harvard, UCSF, Tulane, UNC, Cedars-Sinai) — not a "biohacking" approach.
- **Proprietary formulations and IP**: Patented testosterone optimization protocols, patent-pending Oxytocin Calming Cream, and custom compound formulations give distinct product moats.
- **Transparent research culture**: Publicly publishes clinical outcomes and research, investing in scientific R&D to validate protocols — builds trust in an otherwise unregulated space.
- **Direct-to-consumer telehealth model**: Removes access barriers, long wait times, and concierge pricing — making performance medicine available at a fraction of traditional concierge costs. No insurance required; transparent, direct-pay pricing.

## Strategic Focus
- **Category creation**: Leading the "performance medicine" category as a proactive alternative to traditional reactive sick-care.
- **Protocol expansion**: Continuously adding new treatment areas (testosterone → GLP-1 → peptides → GHRHs → hair) to grow lifetime value per member.
- **Scientific R&D investment**: Developing next-generation proprietary protocols backed by clinical evidence, with an eye toward long-term competitive differentiation.
- **Scaling the platform**: Leveraging the existing telehealth infrastructure and growing member base to efficiently introduce new treatments.

## Why Work Here
- **Remote-first distributed team**: Workforce across North America and beyond; flexible time-off policy with no red tape.
- **Ownership culture**: Employees choose their preferred mix of salary vs. equity (up to 100% equity), with extended options exercise windows and liquidity events shared broadly.
- **Premium health benefits**: Medical, dental, vision, and life insurance (80% paid by company, 50% for dependents). "As a health care company, we offer the best health care available."
- **Meritocracy & intellectual diversity**: The company explicitly hires and promotes based on merit ("equal opportunity, not outcomes"), values intellectual diversity, and enforces a "no asshole rule." A 15-minute problem-solving test is used as an objective filter in the hiring process.
- **Fast-paced, high-autonomy environment**: Culture emphasizes speed, resourcefulness, avoiding bureaucracy, and giving employees autonomy to level up quickly.
- **Interview process**: Typically 3 rounds over 2 weeks (with acceleration possible): 1–2 fit interviews (25 min), 1-2 skills interviews (50 min), and a final presentation or pair programming session.

## Sources
1. [maximustribe.com](https://www.maximustribe.com/) — Company website: product details, clinical approach, physician team
2. [maximustribe.com/careers](https://www.maximustribe.com/careers) — Careers page: values, benefits, hiring process, culture overview
3. [jobs.ashbyhq.com/maximustribe](https://jobs.ashbyhq.com/maximustribe) — Open positions and application portal
4. [cbinsights.com](https://www.cbinsights.com/company/maximus-1) — CB Insights profile: funding history ($15M total, Series A), headquarters, founding year, investor list
5. [linkedin.com](https://www.linkedin.com/company/maximustribe) — LinkedIn company page

## Other roles at Maximus Health, Inc.

- [Creator & UGC Manager](https://feeny.ai/job/creator-ugc-manager-maximus-health-inc-united-states-p720xmhqpwsn) — United States
- [Lead Growth Product Manager](https://feeny.ai/job/lead-growth-product-manager-maximus-health-inc-united-states-7nk01rvqqyp2) — United States