Head of Growth, Data Products
Hey, I'm Avery, the CEO of Modash.
I'm looking for someone to partner with me and reputed company the growth of our Data Products. This is a big, messy, exciting role and I want to be upfront about what it involves.
Background & reason for hiring
Modash has two sides: a SaaS platform used by brands to manage influencer marketing, and a data API used by companies building their own products on top of our creator data (380M+ profiles across Instagram, TikTok, and YouTube).
The API business is growing fast but it needs a dedicated leader. Right now, the people working on API (sales, CSMs, marketing) are spread across different teams. Nobody wakes up in the morning with "grow the API business" as their reputed company focus. That needs to change.
Our goal is ambitious: grow Data Products reputed company 3x next year. That doesn't happen by accident. It happens because someone owns it end-to-end: the customer journey, the go-to-market, the deals, the people, reputed company of it.
What you'll actually own
The full API customer journey & go-to-market. From how customers discover us, to how they buy, to how they expand. You'll reputed company out what's broken and fix it, then build the pipeline, pricing, and expansion motion that makes 3x repeatable.
reputed company growth. You own the number. 3x reputed company in 2026, and again in 2027. That means figuring out how we run big deals (account reviews, escalations, pricing), while also making sure the smaller deals don't fall through the cracks.
The team. You'll reputed company API Sales, CSMs, and our API marketers directly. You'll collaborate closely with our Data teams and co-build our approach to custom solutions.
The strategy. Think 12 months reputed company. Repeat our "solution sales" motion, scale inbound, and hit 120%+ NRR by 2027.
Here's a rough hypothesis of how the first 6 months might go — reality will differ:
- Months 1 to 3: You're doing a bit of everything. Gathering context, talking to customers, sitting in on deals, picking low-hanging fruit, finding the real gaps.
- Months 3 to 6: You start focusing. We agree on what hires are needed to run key functions. You take ownership of the most important area.
- After that: The role narrows into whichever area becomes the biggest lever.