head of growth recruitment agency and headhunters
your next head of growth, in good hands.
We combine our data, our sector experts and our AI algorithms to identify the headhunter most relevant to your role, from first growth hire to head of growth leadership.
- no setup fees, pay on hire
- guaranteed replacement
they hire their growth team with muzzo
how do you hire a head of growth through a recruitment agency?
A good head of growth drives acquisition, activation and retention through experiments, not hunches. Muzzo gives your role to headhunters who place the most growth profiles: they verify the tests run and the metrics actually moved. Fee of 5 to 30%, paid on hire. Leaves within 3 months: we restart the search free.
how it works
you only pay if you hire
01
you describe the role
Using the form above: the role, your company, your priority acquisition channel. The rest is scoped in your first conversation with the Muzzo team.
02
our data chooses the headhunters
Our AI picks those who have hired the most growth profiles, from more than 2,500 selected headhunters.
03
you meet the best profiles
Approached and qualified by headhunters who are growth experts. You choose who you meet.
04
you hire, then you pay
Not before. If your new hire leaves within 3 months, we restart the search at no cost.
they hired with muzzo
Muzzo's strength is the diversity of its recruiters: there is always someone listening to our needs.
With Muzzo, I get the reactivity of a marketplace and the quality of a search firm.
let's talk about your role
Antoine and the Muzzo team help you scope your role and choose the right headhunters. Describe your role in the form: we'll call you back to discuss it.
Antoine GigomasCEO and co-founder of Muzzo
one last question?
With Muzzo, you set the fee, between 5 and 30%, and you only pay it on hire: no deposit, no fixed fees. A first growth hire on a single channel and a head of growth managing multiple teams don't take the same search. The fee follows that difficulty, and the Muzzo team helps you set it.
You have a double guarantee. If your new hire leaves within 3 months, for example because the priority channel didn't match the brief, we restart the search at no cost. If we find no replacement within 4 months, we refund 50% of the fees. On average, 94% of Muzzo hires are still in post after 3 months.
growth headhunters are ready to start
A hire signed in under 26 days, paid only when you hire.
the reality
a head of growth is judged by the curve they move, not their CV
a good growth profile is experimenting full-time, not on job boards
They test a channel, an activation mechanic or a retention loop. They don't job hunt. A growth headhunter knows when and how to reach them.
growth hacker, growth marketer, head of growth: three levels
One runs experiments, another manages a team, the third structures the whole function. The headhunter starts from the real scope, not the job title.
a hiring mistake costs your entire acquisition budget
Badly steered campaigns, inconclusive tests, customer cost spiralling with no idea why. The headhunter verifies the experiments run and the numbers moved before introducing anyone.
the roles
the growth profiles our headhunters go after for you
From first growth hire to head of growth leadership, each search goes to a headhunter who has already hired that profile.
head of growth
They structure the growth function and drive acquisition, activation and retention.
growth marketer
They design and run acquisition and activation experiments, channel by channel.
growth hacker
They test fast, on a tight budget, to find the channel that works before scaling it.
acquisition manager
They manage the media budget and performance of paid channels.
CRM and retention manager
They work on retention and win-back of existing customers rather than acquisition.
the method
a growth headhunter, not an agency that does everything
A head of growth is judged by the metrics they move, not their tools. The method starts from what the role has to grow.
we define what the role has to grow
Acquisition, activation, retention, or all three: the brief describes the metric to move, not just 'a growth role'.
a headhunter who hires growth profiles
From more than 2,500 selected headhunters, your role goes to those who hire the most in acquisition and experimentation.
experiments and metrics verified
The headhunter asks for the tests run, results achieved and attribution tools used, then cross-checks with references.
the figures
a head of growth's salary in figures
source: Apec, private-sector managerial pay in 111 job families, 2025 edition, p. 90 (digital marketing, closest family to growth) (opens a new window), 2025 data
source: Apec, private-sector managerial pay in 111 job families, 2025 edition, p. 90 (digital marketing, closest family to growth) (opens a new window), 2025 data
source: Apec, private-sector managerial pay in 111 job families, 2025 edition, p. 90 (digital marketing, closest family to growth) (opens a new window), 2025 data
hiring a head of growth: what you need to know
why use a headhunter to hire a head of growth?
A head of growth drives growth through experiments: they test channels, activation mechanics, retention loops, and keep only what works. Good profiles are in post, in the middle of a test cycle, and don't answer job ads.
A growth headhunter knows how to reach them and asks the right questions: which channel have they made work, with what budget, and how did they measure it. This page covers growth leadership; for brand and content, see our head of marketing page, and for product launch, our product marketing manager page.
head of growth, head of marketing, product marketing manager: who does what?
The head of marketing builds brand, content and the marketing function as a whole. The product marketing manager positions the offer and prepares launches. The head of growth is judged on one number: acquisition, activation or retention, driven by data and experiments.
In a small team, one person sometimes does all three. Make clear in the brief which dominates: it shapes the profile to search for as much as seniority level.
how do you assess a head of growth at interview?
The CV lists channels tested and tools mastered. The interview has to show something else: an experiment that didn't work, what it taught, and the decision made next.
A real case works well: an acquisition budget, customer cost drifting, and twenty minutes to explain how they would fix it. The headhunter does this first screen before introducing anyone, and checks with references the results claimed.
should a head of growth focus on paid acquisition or organic growth?
Some profiles come from paid media and can steer a media budget with rigour. Others come from SEO, product or content and grow without media spend. Few master both at once.
The brief should pin down which channel dominates for you today. Hire a paid specialist for an organic model, or the reverse, and they waste their first months relearning the trade.
how much to pay a head of growth by budget and location?
According to Apec, the closest family to growth, digital marketing, shows a higher median in the Paris region: €55k, against €46k elsewhere (2025 edition). Managing own budget matters too: €54k median with budget, against €50k without.
Profiles from IT activities, where some growth hires come from, sit at €49k median. These benchmarks serve as a starting point: the actual pay depends mostly on the acquisition budget assigned and the number of channels to manage.
your questions about hiring a head of growth
No Apec family covers growth itself: the closest, digital marketing, shows a median of €55k gross a year in the Paris region, and €46k elsewhere (2025 edition). A head of growth managing a significant acquisition budget sits generally above that base.
Yes, according to Apec: digital marketing managers with own budget to manage show a median of €54k a year, against €50k without (2025 edition). For a head of growth, it's often the media budget assigned, more than the title, that sets the pay level.
If your priority is one specific number, acquisition, activation or retention, start with a head of growth. If you need to build brand, content and the whole marketing function, a head of marketing is priority. Many start-ups hire growth first, then brand.