Our client is a founder-led, self-funded consumer health and wellness brand. Subscription-driven, profitable, and built on a product that works and direct-response marketing that is sharp. No outside capital. No board. Just a mature DTC business that has grown fast and has room to run.

DTC is the core of the business, supported by Amazon, social commerce, and a retail presence that is expanding through national accounts. The team is fully remote.

The founders are moving toward advisory and investment across their portfolio. They are not stepping away from the brand, but they are stepping back from running it day to day. That is why this role exists.

Compensation

$300K to $400K base salary, scaled to experience and the size of the P&L you have owned. Performance bonus tied to revenue, profitability, and DTC efficiency targets, structured so total cash compensation clears $500K+ when targets are hit. Competitive equity, vesting over time against clear milestones.

The Role

We are hiring a President to run the company. But this is not a general manager seat that happens to sit over marketing. This is a direct-response operator's seat.

The person we hire came up through the funnel. They have personally bought media, built landers, written hooks, briefed creative, and run offer tests. Somewhere along the way they earned the P&L and the team, and now they run the whole brand. They still could open Ads Manager on a bad morning and know within ten minutes what went wrong.

You will inherit a profitable subscription DTC brand with a working funnel, an in-place leadership team across marketing, retail, and customer experience, and founders who have built the playbook and want someone to run it better than they have time to.

The founders will set direction: product roadmap, brand positioning, big bets. You take that direction and turn it into execution. You own the number. You own the team. You own the operating cadence. When the founders are on a call with you, the conversation should be about what is next, not about what broke.

Why This Role Matters

The brand has grown on the founders' instincts and attention. They are direct-response marketers first, and the business reflects it. As their focus has split across other ventures, the business has had a ceiling it should not have. Every week without a dedicated operator who thinks the way they do is a week of optimization left on the table.

The simple test: within six months, the founders should be able to check in every other week, see the numbers up and to the right, and spend their time on roadmap rather than firefighting. If that is not happening, this is the wrong hire.

What You Will Own

Direct-Response Growth

• Full P&L ownership across every channel
• The acquisition engine: paid media strategy, creative direction, offer architecture, and funnel design. You set it, the team executes it, and you can step in on any piece of it.
• The funnel end to end: landing pages, advertorials, offers, checkout, post-purchase, and the congruence between ad and page
• A structured testing program across offers, creative, and pages, with clear win criteria and kill rules
• The subscription engine: retention curves, churn, LTV by cohort, bundle mix, AOV, second-order rate
• Partnering with the marketing lead to sharpen strategy while the team continues to execute at pace

Operations and Cadence

• Set and run the operating rhythm: weekly leadership, monthly business reviews, quarterly planning
• Compress decision-to-execution. Decisions Monday, in motion Tuesday.
• Cross-functional ownership of supply chain, inventory, fulfillment, and CS as they touch the customer experience
• Build the dashboards and reporting the founders see, and hold every function to a number

Channel Expansion

• Work with the retail lead to keep existing accounts performing and land the ones in the pipeline
• Grow Amazon and social commerce as complementary channels without cannibalizing the core
• Protect DTC economics and margin as the channel mix evolves

People Leadership

• Lead the department heads across marketing, retail, CS, ops, and finance
• Set clear KPIs and hold direct, weekly accountability conversations
• Hire and upgrade at the senior level using your own network. Move on quickly from misfits.
• Manage a fully remote team of employees, contractors, and agencies to the same standard

Founder Partnership

• Translate founder direction and product roadmap into an executable plan with owners and dates
• Run the founder cadence with a tight readout: what moved, what did not, what you need
• Operate with full authority between check-ins

Who You Are

If every line below feels like we wrote it about you, you are probably the person we are hiring.

• You are a direct-response marketer who grew into an operator. Not the other way around.
• You have personally scaled paid media on a single brand at meaningful daily spend, built the landers, and briefed the creative. You could do every job in the growth org if you had to.
• You have since run a DTC brand or a full P&L, not just the acquisition line. You have held the outcome.
• You have operated a subscription or consumable business and can talk cohorts, churn, and payback without pulling up a deck
• You are an optimization freak. You see a funnel and know what to test, and you see a P&L and know where the margin is hiding.
• You know the difference between an offer problem, a creative problem, and a page problem, and you can tell which one you have from the numbers
• You have managed Amazon and at least one retail relationship alongside DTC and understand how they interact
• You have led cross-functional teams of 15+ people, including contractors and agencies, and managed them remotely
• You have hired and fired at the senior level and can name people you would call today
• You speak in specific numbers unprompted: CAC, ncROAS, conversion rate, LTV, stick rate, contribution margin
• You thrive in a founder-led, no-bureaucracy environment and are comfortable with founders who are involved but not present
• You are direct. You do not soften feedback to the point of meaninglessness.
• You care about winning. You cannot sleep when the numbers are red.

Who You Are Not

If any of these feel like you, we respect the honesty, but this is not the role.

• Your marketing knowledge is secondhand. You have managed growth leaders but never been one.
• You need a strong Head of Growth under you to function. You should be able to be that person on a bad week.
• Your background is retail-first or enterprise CPG. DTC is not your native language.
• You have never directly owned a P&L
• You rely on agencies to do the thinking
• You need 90 days to study before making changes
• You avoid hard conversations or delay them
• You want structure and the safety of a large organization
• You have a pattern of short tenures without clear upward trajectory
• You speak in generalities: "we grew significantly," "the team improved," "results were strong"

What We Bring

• A profitable, self-funded subscription DTC brand with a working funnel to build on
• Founders who are direct-response marketers themselves, will stay engaged on direction, and will get out of your way on execution
• A capable leadership team already in place
• Full authority over people, P&L, and execution between founder check-ins
• Retail momentum with national accounts in the pipeline
• A comp package designed for an owner: strong base, meaningful bonus, and competitive equity
• Fully remote

One Last Thing

If you are reading this and thinking "this is exactly the role I have been waiting for," we want to hear from you.

If you are reading this and thinking "I could probably do this," we are not the right fit. You want the seat where you know you can do the job before you walk in the door.

We are looking for the direct-response operator who has already scaled and run a DTC brand and wants to do it again, with real ownership, real upside, and founders who will let you run.