Growth Engineer

Department: Engineering

Location: New York/San Francisco

Compensation: $100K – $250K • Offers Equity • Offers Commission

Employment Type: FullTime

Most "growth engineers" run A/B tests on button colors. We need something different. We need someone who is going to growth hack their way into building a generational business.

A parent notices that her 14-year-old daughter is more lethargic than usual. At her well child checkup, the pediatrician says "she's just tired from school." But the parent knows that’s not possible. She gets checked and finds out her 14-year-old's ferritin is critically low. Now she has data and can do something about it.

The first part of that arc is pretty common for parents, but figuring out what is wrong and then solving the problem presents a completely untapped opportunity. This is the opportunity we are seizing.

We need someone who sees that moment of a parent’s need and immediately starts building: the follow-up sequence, the referral mechanic, the share flow, the re-engagement loop. Ships it. Measures it. Kills it or doubles down. Same week.

We believe that growth is a system and a flywheel. Acquisition is retention is referral is acquisition. It’s not a funnel that dumps people out on the other end.

We also build with AI agents. We’re an extremely small and nimble team. We expect that you are already shipping with AI agents daily and building AI-powered product features , growth engines, etc.

What you'd do

Own the whole loop.

• Acquisition. How do parents find us? You help us build the pages, flows, and referral mechanics. The parent who optimizes her own bloodwork every year should be seeing our ads. The mom in the Facebook group asking why her son has no energy should be finding us. You get creative and figure out how to be active in communities, active on paid social and everything in between.

• Activation. Signup to first blood draw is a dozen steps: questionnaire, payment, consent, scheduling. Every step is a place where a parent gets busy, gets confused, or gets cold feet. We want to ensure that this part of the funnel is completely optimized.

• Retention and Lifecycle. We get a lot people who start the process but don’t complete it. A parent who starts filling out our form and gets distracted. A parent who gets results and feels overwhelmed churns. Help build the post-results experience that turns data into action and users into our best acquisition channel for referrals.

• Instrumentation. PostHog for analytics, feature flags, experiments. You own the measurement layer. If we can't learn from an interaction, it didn't happen.

• AI. Personalized nudging, dynamic content, intelligent onboarding, predictive churn signals. You build anything possible with our models and our data that makes the growth loop spin faster.

You can ship with AI agents as your primary workflow. We expect a pace that's only possible when you're building with agents supporting your work.

You might be this person if

• You've run growth experiments that moved real numbers. You can also tell us what you learned from the ones that didn't move anything.

• You use AI coding agents daily.

• You've built something with AI, whether it’s a whole company, a product feature, a tool, a side project. It needs to be something that people have actually used.

• You have a public body of work. GitHub, a blog, shipped products. We want to see what you build when nobody assigns it.

• Comfortable with ambiguity, which everyone says but by which we mean comfort owning a process end to end without any hand-holding

• You care about family health in a way that's not performative. The best growth work comes from people who genuinely care about the problem we are solving.

Not for you if

• You need a spec before you start. We're five people. You are the spec.

• You think AI agents are overhyped.

• You optimize metrics that look good in a slide deck but don't mean a parent came back next year.

• You want defined lanes and quarterly planning.

• You don’t care about healthcare

• You don’t like being in office 5 days per week

Comp

$100-250K base depending on experience, plus meaningful early-stage equity.

We're open to a base + variable comp structure tied to growth outcomes. We’d rather you make some insane money by your output rather than your attendance.