Building a Growth Team

Assemble and structure a high-impact team to scale distribution and optimize the user journey.

Help the user with building a growth team using insights from 14 guests and posts across Lenny's Podcast and Newsletter.

How to Help

1. Assess Readiness - Evaluate if your product-market fit and data infrastructure are mature enough to support a dedicated growth function.
2. Identify Bottlenecks - Map your current user journey friction to specific growth profiles like acquisition marketers or growth PMs.
3. Design Org Structure - Determine whether a centralized, decentralized, or hybrid model best suits your company culture and execution speed.
4. Screen for Competencies - Use a first-principles competency model to evaluate candidates based on specific skills rather than past company names.

Core Principles

Avoid Pattern Matching

Adam Fishman: "I get asked all the time about how do you hire growth people? And it's usually something like, 'Hey, how do we find you but 10 years earlier in your career?' And it feels like that question is missing the first principles approach to hiring a growth person. And if you're doing that, you're just pattern matching to me."

Do not hire based on a candidate's previous company pedigree. Instead, use a first-principles competency model to identify the specific skills required to solve your unique growth challenges.