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Skills or competencies for someone working on growth
- Commitment to lifelong learning. People on a quest to read, explore, and acquire knowledge outside of the office always benefit the team’s execution inside the office.
- Humility. You need to always balance the pride and confidence in all the progress that you’ve made with the reality that you’ve got so far to go.
- An appreciation for process.
- Grit and perseverance.
- Someone who values an “idea meritocracy.” Best idea wins, period.
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What’s the ideal growth team constellation?
- Growth team lead: ensures morale is strong, the team stays disciplined, and we stick to process.
- Technical marketer: doubles as a growth product manager, measures experiments, and communicates outcomes and learnings to the team (to help us get smarter).
- Full-stack developer: can generally set up 60–70% of tests without help.
- Full-stack designer: can polish experiments or take the lead if more front-end focused.
- QA engineer: we don’t have one, but I’ve seen what it can do. Many of the best wins are just fixing broken stuff, and people obsessed with QA can be a game changer.
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Top growth team lessons
- If you can’t communicate and convince an engineer a task is worth their time, you’re not on a path to creating an ideal growth team culture.
- It’s not just about finding people who have the skills. They have to appreciate the uniqueness of the work.
- Growth teams need buy-in from the top. If it’s not there, don’t bother.
- Starting and finishing tests on a regular basis is almost everything, especially early on. The formula for growth equals “number of tests run” * “average test impact” * “test success rate.”
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IDEAS CURATED BY
Crystal West's ideas are part of this journey:
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