Growth Operator

Location: Remote (+/- 4 hours of Dubai)

Type: Full-time

Reports to: CEO (Nathan)

Comp: Base + commission + equity

The Job in One Sentence

Build and run the system that generates warm, trust-loaded conversations for the founder to close.

You are not a marketer who runs campaigns. You are an operator who builds the machine that makes campaigns unnecessary. Referral automation, social listening, intent-based outreach, content production, and event logistics. You own the entire top-of-funnel engine.

Why This Role Exists

Navero is an AI hiring platform. We source, screen, and verify candidates so companies get a shortlist of genuinely qualified people in days, not weeks. We launched 5 months ago and have 13 paying clients, a 43% founder-sales conversion rate, 83% repeat/referral revenue.

The founder can sell. The product sells itself. What we do not have is the system that puts the founder in front of more of the right people. That is your job.

Who We Sell To

ICP 1: Founders and hiring managers at companies with 10-100 employees that do not have a dedicated HR or talent acquisition function. They are screening CVs at 11pm because nobody else will. They make fast purchasing decisions. They find solutions through founder networks, peer recommendations, and LinkedIn.
ICP 2: Talent acquisition leaders at companies with 50-500 employees that have an in-house TA team but are overwhelmed by volume, AI-generated CV spam, and cheating. They need verification and structured process. They buy through trust and referral.

What You Will Do

Referral Engine (Primary Channel)

Build the referral system end to end: trigger points after every successful hire, ask scripts, shareable assets, tracking in Notion CRM.
Run referral workflows so Nathan only touches the personal message, not the follow-up.
Activate investor network: after every investor meeting, run portfolio intro requests and track pipeline from investor-referred companies.
Report weekly: intros requested, intros received, meetings booked, deals closed.
LinkedIn Social Listening and Warm Outbound

Monitor LinkedIn daily for hiring pain signals: founders complaining, TA people struggling, relevant hashtag conversations.
Flag the 3-5 best engagement opportunities per day for Nathan to comment on.
Engage directly on lower-priority signals as yourself or as Navero.
Run Lemlist multi-touch follow-up sequences for anyone who engages back.
Content Production Support

Nathan records voice notes or rough drafts. You turn them into polished LinkedIn posts, 2x per week.
Manage the content calendar. Batch-produce a week of content in one session with Nathan.
Monitor what performs. Double down on what gets engagement, kill what does not.
Event Logistics and Follow-Up

Research and book the right events: founder meetups, demo days, HR roundtables in GCC and London.
Run pre-event outreach sequences to warm up attendees before Nathan arrives.
Run post-event follow-up within 24 hours, personalised and referencing real conversations.
Organise small hosted dinners and roundtables (8-12 people): invites, RSVPs, venue, follow-up.
Jobs Intelligence Targeting

Use Clay, Apollo, and job board APIs to build target lists: companies with X open roles, no ATS, specific geos.
Enrich with decision-maker data and feed into Lemlist sequences and social listening priorities.
AEO/GEO (Background)

Ensure Navero shows up correctly when AI search engines answer questions about hiring tools.
Structured content, directory listings, comparison pages. Low-effort, high-leverage background work.
Measurement

Own the growth dashboard: SQLs per week, referral conversion rate, cost per meeting, pipeline by source.
Run 2-3 experiments at a time, never more. Kill what does not produce meetings within 2-4 weeks.
Report in a format Nathan can digest in 2 minutes.

What You Do Not Do

You do not close deals. Nathan closes. You fill the top of funnel with warm conversations.
You do not write strategy. Nathan sets direction. You execute and report.
You do not manage paid ads as a primary function.
You do not need to be a senior growth leader. You need to be a fast, scrappy executor who can use modern tools.

Must-Have Competencies

Tool-native: Can set up and run Lemlist, Clay, Claude Cowork (for Scheduled Tasks), LinkedIn Sales Navigator, Notion, and basic automation (Zapier/Make) without hand-holding. This is 50% of the job.
Writes well, fast: Turns voice notes into publishable content same-day. Writes follow-up emails that sound human, not templated. Referral asks, event follow-ups, social engagement all depend on this.
Data-literate, not obsessed: Can build a simple dashboard, read it weekly, make a decision. Does not get lost in attribution modelling. ‘We got 4 SQLs this week from referrals, 1 from events, 0 from paid’ is the right level.
Bias to action: Ships something imperfect today rather than planning something perfect next week. If Nathan says ‘try X,’ you have it running by end of day.
Comfortable with ambiguity: Pre-seed startup. There is no playbook. You need to be energised by that, not paralysed.
Relationship-builder: Events and referrals are the top channels. You need to be someone who naturally builds relationships at dinners, at meetups, over DMs. If you are uncomfortable in a room of strangers, this is the wrong role.

Nice-to-Have

HR/hiring domain knowledge: Understands TA pain points, knows what ‘time to hire’ means, can speak the language. Not essential. Nathan can train this.
Early-stage startup experience: Has worked in a team of under 10. Knows that ‘not my job’ does not exist.
AI-native workflow: Uses Claude, ChatGPT, or similar to draft, research, and analyse. Does not do manually what AI can do in 30 seconds.
GCC/MENA familiarity: Understands how business is done in Dubai: relationship-first, event-heavy, specific cultural norms.

Who This Role Is Not For

We have learned from experience what does not work. If any of the following describe you, this is not the right fit:

‘I need a strategy phase first’: The strategy exists. 11 growth bets, stack-ranked. The job is to execute, not plan for 4 weeks.
Reports in impressions and CTR: The only metrics that matter: conversations started, meetings booked, deals closed. If you cannot connect your work to meetings, you are the wrong person.
Wants to own paid acquisition: This signals you think growth = ads. It does not at this stage. Paid is a background research experiment, not the primary function.
‘Growth hacker’ identity: Hacks do not compound. We need systems. Growth hacking culture produces clever one-off tactics, not repeatable engines.
Needs a big team or budget: You have tool subscriptions and the founder’s time. If you need a designer, content writer, and data analyst, you are too senior for the stage.
Cannot write: 60%+ of this role is written communication: referral asks, follow-ups, content drafts, outreach sequences, event invitations.
Only PLG/self-serve experience: The primary motion is trust-based, relationship-driven. Someone who only knows product-led signup funnels will not know how to build a referral engine or work a room.
Uncomfortable being measured weekly: This role gets measured on meetings booked per week. Monthly or quarterly review cycles are too slow.

How We Measure Success

30 days: Referral system live and producing first intros. Social listening running daily. First content published.
60 days: 2+ SQLs per week from non-founder channels. Event calendar booked for next quarter. Jobs Intelligence target lists built and feeding Lemlist sequences.
90 days: Clear data on which channels produce meetings. At least one channel proven as repeatable beyond founder sales. Growth dashboard running and reviewed weekly.

About Navero

Navero is the AI hiring platform. We source, screen, and verify real-world skills with anti-cheating verification so companies get 3-8 high-confidence candidates on their calendar in days.

To Apply

Apply through Navero. Yes, we use our own platform to hire. You will experience the product from the candidate side, which is the fastest way to understand what we sell.