Head of Product, Growth (FTC, Maternity Cover)

We believe dogs deserve the healthiest, most natural and tastiest meals - with none of the nasties. That’s why we make FRESHly prepared food, cooked just like you would at home and delivered direct to our customers in perfect portions. As a B-Corp certified company, you’re joining a sustainable business that genuinely cares about our people, our products and our impact on the planet. Our goal is simple: to help dogs live healthier, happier, and longer lives, while leaving humans smiling after every interaction.

We’ve come a long way since our co-founders (Kev & Dave), hand delivered the very first Butternut Box. Today, we feed hundreds of thousands of hungry dogs across the UK and Europe - but we won’t stop until we’re feeding dogs everywhere. To get there, we need a team of brilliant people who share that ambition to come and work for us. 

This is a fixed-term contract to cover the maternity leave of our Head of Product, Growth. You will take full ownership of the Growth product function during that period, stepping into an active, high-priority remit with a strong team already in motion.

The Growth team owns the customer journey from acquisition through to retention. That means the trial experience, onboarding, conversion optimisation, referral and loyalty mechanics, and the product decisions that drive long-term LTV. It is a commercially critical function.

You will report directly to the Senior Product Director and work closely with the Head of Product - Foundations, as well as marketing, data, design, and engineering leadership.

The role is hands-on. You will be setting direction, making prioritisation calls, coaching PMs, and holding the bar on both product quality and craft, and taking clear accountability for commercial outcomes.

This is a broad leadership role spanning acquisition, retention, experimentation, team development, and cross-functional collaboration. The table below sets out the key areas of ownership and what each means in practice.

Acquisition & trial conversion

• →Work with the Acquisition PM to own the product experience from landing page through the full sign-up funnel. Drive conversion improvements informed by qualitative insight and rigorous experimentation. Partner with marketing on channel mix, referral mechanics, and landing experience.

Retention & LTV

• →Own the product experience across the first four boxes and beyond, focusing on reducing churn at critical early drop-off points. Build and test product interventions that improve perceived value: feeding transition, personalisation, and proactive engagement.

Experimentation & insight

• →Lead a rigorous A/B testing programme using Statsig, with properly sized experiments, clear hypotheses, and honest read-outs, including null results. Champion a discovery-led approach blending customer interviews, qual research, and data. Maintain a clear view of what is working, what is not, and what decisions need to be made.

Team leadership & PM development

• →Lead the three Growth PMs across Acquisition, Retention, and Growth Tooling. Coach them on commercial thinking, discovery quality, and prioritisation rigour. Give direct, useful feedback. Create conditions for high performance without creating dependency on you.

Product quality & craft

• →Set and hold the bar for product quality across all three Growth squads. Partner with Design as an equal. Spot issues others miss. Ensure that what ships is genuinely great, not just delivered on time.

Domain evangelism & narrative

• →Communicate the Growth domainʼs direction clearly and compellingly, to your team, to senior leadership, and across the wider business. Create shared clarity around what Growth is doing and why. Make product thinking visible and valued beyond the product team.

Cross-functional alignment

• →Work effectively with the Head of Product, Foundations to manage cross cutting dependencies without slowing either team down. Build strong, trusted relationships with marketing, data, design, and engineering leadership. Resolve cross-functional tensions before they become blockers.

Must-have

• Proven experience leading a product team in a D2C or subscription consumer business, with clear ownership of conversion, retention, or LTV metrics. You have stepped into complex, mid-flight teams and delivered meaningful commercial impact.
• Ability to hit the ground running. Given the FTC context, you'll need to be able to absorb context fast, earn trust quickly and begin raising the bar within your first few weeks.
• Strong commercial instincts: You think in P&L terms, not just product metrics. You can articulate the commercial impact of product decisions, and you hold your team to the same standard.
• Hands-on with experimentation: you have run A/B tests, interpreted results correctly (including being honest about null results), and built experimentation culture in a team
• Experience coaching and developing PMs, including people who are talented but earlier in their commercial thinking. You have made PMs measurably better: sharper commercial thinking, stronger discovery, clearer prioritisation decisions. You coach; you do not just manage or delegate.
• Comfortable operating at pace. You make good decisions without perfect information. You do not slow down waiting for clarity that will not come. Ambiguity and fast context-switching are your normal.
• Available to start quickly and commit to the full term of the contract

• Experience with Statsig, Looker, Snowflake, or similar modern data and analytics stacks
• Subscription mechanics knowledge: trial period dynamics, churn modelling, LTV optimisation, especially
• in the context of a physical product subscription
• Experience with international markets (we are actively expanding in the Netherlands, Slovakia, Denmark, and Sweden). Experience with localisation and market-specific product decisions is a meaningful advantage.

• Wants a transformation mandate or a blank sheet of paper. There is a strong team and strong foundations here. The job is to raise the bar, not to reinvent. 
• Needs a long ramp period before contributing at full pace
• Prefers a large corporate matrix environment with lots of structural support
• Is not comfortable being held directly accountable for commercial outcomes

1. Initial call with your dedicated Talent Acquisition Partner, carried out remotely. 
2. Sometimes the process will include a take home task, or a presentation of some kind.
3. Skills interview, usually carried out remotely. 
4. Behaviours interview, usually carried out in person.
5. Depending on the seniority of the role you're applying for, there may be a final Leadership interview as a final step. 

We usually expect our interview process to take 3-5 weeks, end to end. 

• We recommend getting your application in as soon as possible. We reserve the right to close the role early. 

• Our team thrives on collaboration. We spend 3 days a week in our West London office (Monday, Wednesday, and Thursday) and 2 days working from wherever you’re most productive. Because being together is a big part of our culture, we’re looking for someone within a comfortable commutable distance to London.

• We’re a small (but mighty!) recruitment team. We aim to respond to everyone personally, but if we’re flooded with brilliant applications, we may need to close the role early. We appreciate your patience while we review applications. 

• For this specific role, we’re unable to offer visa sponsorship, so you’ll need the right to work in the UK.

Butternut Box is an equal opportunity employer. We believe that to make the best food for all dogs, we need a team that represents all humans. We celebrate different nationalities, backgrounds, experiences and perspectives. We are specifically committed to increasing representation from underrepresented groups. We want a strong, diverse team built from different identities and lived experiences. We’re not perfect, but we are dedicated to the ongoing work of building an inclusive, supportive place where you can do the best work of your career.