Original job description
briidge · Remote (North America hours; Toronto-adjacent is a plus) ~1.5-2 days/week, growing with us
About briidge
briidge is a relationship intelligence platform, an AI companion, Shirin, that helps people understand themselves and the people closest to them.
There are tools that learn your body, your money, even your music taste. Nothing learns your relationships. We're building that, and we're building it properly: a living psychological profile built across ten evidence-based dimensions, personality science, attachment research, cognitive-behavioural patterns, family systems, emotional intelligence and more, updated through natural conversation, not quizzes. People already pour their relationship problems into generic chatbots that forget everything by next week and agree with whatever they say. briidge is the version built to actually work. We believe it's the deepest psychological model in any consumer AI product, and we'll happily walk you through why.
Where we are: live closed beta on iOS and Android, a waitlist that doubled across our last two events, and heading toward public launch. The product is real. The next job is getting it to the right people, at scale, in a way that earns trust rather than buys attention.
Why this role exists
Growth has been founder-led to date. It can't be anymore. The founders are splitting their lanes (CTO to product, COO to partnerships and BD), which means growth needs an owner who has done this before, more than once. That's this seat. You'd report directly to the founders.
This is a senior, strategic seat, but not a strategy-only one. We've learned the difference.
What you'd own
The growth strategy: channels, sequencing, budget, and the targets each channel is accountable to
A sequenced go-to-market plan into and through public launch, with targets you're willing to be held to
The channel mix across organic (content, creator seeding, community), our events-to-community motion, partnership amplification, and paid, and the calls on where to lean
The metrics that matter (activation, retention, acquisition cost, referral loops) and honest reporting against them, we'd rather hear true bad numbers than pretty ones
Direction for our existing content and design team (social/content lead, events/ops lead, designer), they execute, you set the strategy and hold the bar
The first paid and lifecycle experiments, run by you, until there's enough signal to hire under you
What success looks like in the first 90 days
A growth model and sequenced launch plan credible enough to put real budget behind
Two or three channel experiments live, with honest readouts
Activation, retention, and referral instrumented into a weekly metrics baseline
The content team running against a strategy instead of a calendar
Who you are
You've owned growth at an early-stage consumer company and can walk us through the results end to end
You think in funnels and unit economics, not impressions
You've grown a trust-sensitive product, health, wellness, relationships, finance, anything deeply personal. You know why "just run ads" fails in these categories. (This one's required.)
You're a player-coach: as comfortable launching the first scrappy experiment yourself as you are setting direction for a team
You can defend a plan under hard, skeptical questioning, and change it when the data says you're wrong
Bonus: partnership-led growth experience, or you've built around founder-led content
Why this is an interesting problem
Relationships are the one category where the product is inherently viral, every relationship someone maps is another person with a reason to join. And it's a category where trust is the whole game: growth craft matters more than ad budget, which is exactly when a great growth person changes a company's trajectory. You'd be defining the playbook for a category, relationship intelligence, that doesn't have one yet.
The fit
Fractional: roughly 1.5-2 days/week to start, with a real path to a larger role as we scale
Remote, North America hours (we're Toronto-based, with an active in-person events motion)
Compensation: competitive, sized to your day rate, with equity on the table for the right person
We agree on 30/60/90-day milestones upfront and do an honest two-way review at day 30, we respect your time enough to be direct early
How to apply
Send a short note on one growth problem you owned end to end: the situation, what you did, and what happened, numbers welcome, we love numbers. Then tell us the first thing you'd test at briidge, and how many hours a week you realistically have. We care more about that than any cover letter.
briidge is an equal opportunity employer. We welcome applicants of all backgrounds.
