Green Card Growth Manager Jobs
Growth Manager roles qualify for EB-2 or EB-3 green card sponsorship when the position requires a bachelor's degree or higher in marketing, business, or a related field. Your employer files a PERM labor certification with the DOL before sponsoring your I-140 petition, making this a permanent residency pathway rather than a temporary work authorization.
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Get Access To All JobsAbout Ramp
Ramp is building the smart infrastructure for finance teams, embedded in the transaction flow of every dollar a business spends. We automate how over $200B in annualized spend flows in and out of 70,000+ companies: authorizing payments, flagging risk, categorizing spend, and closing books.
The problems are high-stakes, data-dense, and unforgiving.
We hire people with high agency and high urgency. We look for slope over intercept. We care less about where you trained and more about what you’ve built. At Ramp, everyone is a builder who owns problems end to end and makes consequential decisions that shape the outcome.
The median Ramp customer saves 5% and grows revenue 16% in their first year – far in excess of businesses operating without Ramp. We believe every ambitious company deserves the same.
If you want to build systems that directly shape how companies move and manage billions, Ramp is the place to do it.
About the Role
Own the startup. The whole startup motion. We want 90%+ of every newly incorporated company in the US to start their financial life on Ramp, and we are giving one person the keys to make that happen.
This is not a marketing seat. You will be the general manager with the P&L. You own acquisition, product strategy, onboarding, pricing, incentives, positioning, lifecycle, and the pipeline number for the startup segment end to end. If a founder incorporates on a Tuesday, your job is to make sure they have a Ramp card by Wednesday and never need to think about a competitor. Every lever it takes to make that true is yours to pull, and the ones that don't exist yet are yours to build.
You will be based in San Francisco because this is fundamentally a community motion. The startup market does not get won on a billboard. It gets won at the demo day after-party, in the YC group chat, at the founder dinner, in the angel's DMs, and at the accelerator that just announced its batch. We want someone the community already knows and trusts, ideally because you were one of them. You started a company. You raised money. You know what it feels like to incorporate on a Sunday night and need a card to buy your first server. You are still plugged into the up-and-comers, and they take your call. You will be the glue between the builders at Ramp and the builders out in the community.
You will sit directly under the VP of Growth and run the segment like its own business. You will work directly with Product on what startups need first and how onboarding should feel. You will own the pricing and incentive structure for the segment. And you will be AI-native by default: you have already replaced a real chunk of your operating workflow with Claude or equivalents, and you have a point of view on how an agent-first GM org runs.
If you want to build, and you want to do it inside the company that is going to define how every American startup handles money, this is the role.
- Own positioning. Define how Ramp shows up to a brand-new founder versus how we show up to a Series B CFO. Write the words. Own the comparison story against Brex, Mercury, and Every.
- Own acquisition. Build the full motion: community and events, founder and angel networks, accelerator and incubator partnerships, programmatic and comparison SEO, paid, referral, and incentive-driven growth. Be physically present where startups form.
- Own product strategy for the segment. Decide what startups need first from Ramp, what the day-zero product experience should be, and where the gaps are. Carry that to Product as the segment's voice.
- Own onboarding. Make incorporation-to-funded-card the fastest, most obvious path in the market. Remove every step that loses a founder.
- Own pricing and incentives. Design the offer that makes Ramp the default choice at incorporation. Run the incentive programs, partner credits, and founder perks that tip the decision.
- Be the face. Represent Ramp in the startup community. Host the dinners. Speak at the demo days. Be the person founders associate with "the Ramp that gets startups."
- Own the number. Tie it all together: drive toward 90%+ of all newly incorporated US startups starting on Ramp. Build the model, instrument the funnel from incorporation to activation, and report a single clean metric you live and die by.
What You Need
- You have started a company, or you have operated at the founding-team level of an early startup and lived the incorporation-to-traction journey firsthand.
- You are deeply, currently embedded in the startup community: accelerators, angels, founder networks, the SF startup social scene. You can name the up-and-coming companies before they are obvious, and the community knows you back.
- 5+ years across some combination of founding, growth, GTM, or general management, with clear evidence you can own an outcome end to end rather than one function.
- A GM instinct: you think in P&L, you make tradeoffs across product, pricing, and marketing, and you are comfortable owning a number with no one to hand it to.
- Demonstrable AI fluency: specific tools, workflows, or systems you have built or adopted that materially changed your output.
- Sharp written and verbal communication. You can write the landing page and command the room at the dinner.
- You live in or will relocate to San Francisco and will be in-market, in-person.
Nice-to-Haves
- You went through YC, Techstars, Neo, South Park Commons, or an equivalent program, or you ran one.
- You have an existing audience or following in the founder community.
- You have built a wildly popular AI tool, or agent that automated a repeatable workflow.
- Experience with fintech, banking, or developer-led product distribution.
- Familiarity with comparison and AEO SEO as a land-grab tactic.
- You have angel invested or advised early companies.
Who this is not for...
- This is not a marketing role with a fancy title. You own a P&L and a single brutal number.
- It is not a remote or hybrid-anywhere role. The startup motion is physical and social and is largely centered in San Francisco. If you do not want to be at the dinners and demo days, this is not it.
- It is not for someone who needs a defined playbook handed to them. You are building the machine, not running someone else's.
Benefits available to all full-time Ramp employees (Global)
- Flexible PTO
- Unlimited AI token usage
- Centralized home-office equipment ordering
- Health and wellness stipend
- Budget for intra-office travel
- Weekly coffee stipend
United States
- 100% medical, dental & vision insurance coverage for you, with partial coverage for dependents
- One Medical annual membership
- 401(k), including employer match on contributions made while employed by Ramp
- Fertility HRA (up to $10,000 per year)
- Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay
- Pet insurance
- In-office perks: lunch, snacks, drinks, and more
- Relocation support to NYC or SF (as needed)
Canada
- Group medical, dental, and vision coverage through Sun Life
- Life, AD&D, and disability coverage
- Fertility drug coverage (up to $4,000 lifetime)
- Group Retirement Plan with employer match (RRSP + DPSP)
- Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay, with additional time available at reduced pay
- Employee Assistance Program and virtual care through Lumino Health
United Kingdom
- Private medical insurance through Freedom Elite
- Virtual GP and at-home care via eMed x Livi
- Workplace pension through Penfold, with salary sacrifice option
- Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay with additional time available at reduced pay
Referral Instructions
If you are being referred for the role, please contact that person to apply on your behalf.
Other notices
Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.
Beware of recruiting scams: Ramp will only contact you through official @Ramp.com email addresses and will never ask for payment or sensitive personal information during the hiring process.
Ramp Applicant Privacy Notice
Compensation Range: $168K - $231K
About Ramp
Ramp is building the smart infrastructure for finance teams, embedded in the transaction flow of every dollar a business spends. We automate how over $200B in annualized spend flows in and out of 70,000+ companies: authorizing payments, flagging risk, categorizing spend, and closing books.
The problems are high-stakes, data-dense, and unforgiving.
We hire people with high agency and high urgency. We look for slope over intercept. We care less about where you trained and more about what you’ve built. At Ramp, everyone is a builder who owns problems end to end and makes consequential decisions that shape the outcome.
The median Ramp customer saves 5% and grows revenue 16% in their first year – far in excess of businesses operating without Ramp. We believe every ambitious company deserves the same.
If you want to build systems that directly shape how companies move and manage billions, Ramp is the place to do it.
About the Role
Own the startup. The whole startup motion. We want 90%+ of every newly incorporated company in the US to start their financial life on Ramp, and we are giving one person the keys to make that happen.
This is not a marketing seat. You will be the general manager with the P&L. You own acquisition, product strategy, onboarding, pricing, incentives, positioning, lifecycle, and the pipeline number for the startup segment end to end. If a founder incorporates on a Tuesday, your job is to make sure they have a Ramp card by Wednesday and never need to think about a competitor. Every lever it takes to make that true is yours to pull, and the ones that don't exist yet are yours to build.
You will be based in San Francisco because this is fundamentally a community motion. The startup market does not get won on a billboard. It gets won at the demo day after-party, in the YC group chat, at the founder dinner, in the angel's DMs, and at the accelerator that just announced its batch. We want someone the community already knows and trusts, ideally because you were one of them. You started a company. You raised money. You know what it feels like to incorporate on a Sunday night and need a card to buy your first server. You are still plugged into the up-and-comers, and they take your call. You will be the glue between the builders at Ramp and the builders out in the community.
You will sit directly under the VP of Growth and run the segment like its own business. You will work directly with Product on what startups need first and how onboarding should feel. You will own the pricing and incentive structure for the segment. And you will be AI-native by default: you have already replaced a real chunk of your operating workflow with Claude or equivalents, and you have a point of view on how an agent-first GM org runs.
If you want to build, and you want to do it inside the company that is going to define how every American startup handles money, this is the role.
- Own positioning. Define how Ramp shows up to a brand-new founder versus how we show up to a Series B CFO. Write the words. Own the comparison story against Brex, Mercury, and Every.
- Own acquisition. Build the full motion: community and events, founder and angel networks, accelerator and incubator partnerships, programmatic and comparison SEO, paid, referral, and incentive-driven growth. Be physically present where startups form.
- Own product strategy for the segment. Decide what startups need first from Ramp, what the day-zero product experience should be, and where the gaps are. Carry that to Product as the segment's voice.
- Own onboarding. Make incorporation-to-funded-card the fastest, most obvious path in the market. Remove every step that loses a founder.
- Own pricing and incentives. Design the offer that makes Ramp the default choice at incorporation. Run the incentive programs, partner credits, and founder perks that tip the decision.
- Be the face. Represent Ramp in the startup community. Host the dinners. Speak at the demo days. Be the person founders associate with "the Ramp that gets startups."
- Own the number. Tie it all together: drive toward 90%+ of all newly incorporated US startups starting on Ramp. Build the model, instrument the funnel from incorporation to activation, and report a single clean metric you live and die by.
What You Need
- You have started a company, or you have operated at the founding-team level of an early startup and lived the incorporation-to-traction journey firsthand.
- You are deeply, currently embedded in the startup community: accelerators, angels, founder networks, the SF startup social scene. You can name the up-and-coming companies before they are obvious, and the community knows you back.
- 5+ years across some combination of founding, growth, GTM, or general management, with clear evidence you can own an outcome end to end rather than one function.
- A GM instinct: you think in P&L, you make tradeoffs across product, pricing, and marketing, and you are comfortable owning a number with no one to hand it to.
- Demonstrable AI fluency: specific tools, workflows, or systems you have built or adopted that materially changed your output.
- Sharp written and verbal communication. You can write the landing page and command the room at the dinner.
- You live in or will relocate to San Francisco and will be in-market, in-person.
Nice-to-Haves
- You went through YC, Techstars, Neo, South Park Commons, or an equivalent program, or you ran one.
- You have an existing audience or following in the founder community.
- You have built a wildly popular AI tool, or agent that automated a repeatable workflow.
- Experience with fintech, banking, or developer-led product distribution.
- Familiarity with comparison and AEO SEO as a land-grab tactic.
- You have angel invested or advised early companies.
Who this is not for...
- This is not a marketing role with a fancy title. You own a P&L and a single brutal number.
- It is not a remote or hybrid-anywhere role. The startup motion is physical and social and is largely centered in San Francisco. If you do not want to be at the dinners and demo days, this is not it.
- It is not for someone who needs a defined playbook handed to them. You are building the machine, not running someone else's.
Benefits available to all full-time Ramp employees (Global)
- Flexible PTO
- Unlimited AI token usage
- Centralized home-office equipment ordering
- Health and wellness stipend
- Budget for intra-office travel
- Weekly coffee stipend
United States
- 100% medical, dental & vision insurance coverage for you, with partial coverage for dependents
- One Medical annual membership
- 401(k), including employer match on contributions made while employed by Ramp
- Fertility HRA (up to $10,000 per year)
- Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay
- Pet insurance
- In-office perks: lunch, snacks, drinks, and more
- Relocation support to NYC or SF (as needed)
Canada
- Group medical, dental, and vision coverage through Sun Life
- Life, AD&D, and disability coverage
- Fertility drug coverage (up to $4,000 lifetime)
- Group Retirement Plan with employer match (RRSP + DPSP)
- Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay, with additional time available at reduced pay
- Employee Assistance Program and virtual care through Lumino Health
United Kingdom
- Private medical insurance through Freedom Elite
- Virtual GP and at-home care via eMed x Livi
- Workplace pension through Penfold, with salary sacrifice option
- Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay with additional time available at reduced pay
Referral Instructions
If you are being referred for the role, please contact that person to apply on your behalf.
Other notices
Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.
Beware of recruiting scams: Ramp will only contact you through official @Ramp.com email addresses and will never ask for payment or sensitive personal information during the hiring process.
Ramp Applicant Privacy Notice
Compensation Range: $168K - $231K
See all 1,782+ Green Card Growth Manager Jobs
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Get Access To All JobsTips for Finding Green Card Sponsorship as a Growth Manager
Match your degree to the role description
PERM requires the job duties to normally require a specific degree field. A Growth Manager role tied to marketing analytics or product-led growth is stronger than one listed as general business management. Align your credentials to the specialty before applications go out.
Target companies with active PERM filing history
Search the DOL PERM disclosure data for employers who have previously sponsored Growth Manager or Marketing Manager roles. Repeat sponsors understand the process and are far less likely to withdraw sponsorship mid-filing than first-time filers.
Negotiate sponsorship terms before accepting an offer
Confirm in writing that the employer will cover PERM and I-140 filing costs. Growth Manager hires at Series B and later-stage companies often have existing immigration counsel, making this conversation easier to have before you sign.
Use Migrate Mate to find green card sponsoring employers
Filter by employers with EB-2 and EB-3 sponsorship history for growth and marketing roles. Migrate Mate surfaces companies that have filed PERM applications for these titles, so you're not cold-applying to employers who have never sponsored before.
Confirm the prevailing wage tier before your offer letter
Look up your role's wage level using the OFLC Wage Search before negotiating compensation. PERM locks in a minimum wage obligation for your employer, and a Level I or Level II wage determination can affect how your seniority and scope are described in the job duties.
Document your specialized skills for the PERM job description
Growth Manager is a broad title. Work with your employer's immigration attorney to specify whether the role requires expertise in SEO-driven acquisition, product analytics, or paid performance channels. O*NET occupation data can support framing the role as a specialty occupation for EB-2 filings.
Green Card Growth Manager: Frequently Asked Questions
Does a Growth Manager role qualify for EB-2 or EB-3 green card sponsorship?
Most Growth Manager positions qualify under EB-3 when they require at least a bachelor's degree in marketing, business, or a related field. EB-2 sponsorship applies when the role requires an advanced degree or the candidate has a master's degree or equivalent. Your employer's job description and your credentials determine which category applies, and the PERM labor certification is required under both.
How does PERM green card sponsorship differ from H-1B for a Growth Manager?
H-1B visa is a temporary work visa with a lottery and a cap of 85,000 slots per fiscal year. PERM-based EB-3 green card sponsorship has no annual cap for most nationalities and leads to permanent residency rather than a renewable nonimmigrant status. The PERM process is longer, typically 18 to 36 months from labor certification to green card approval, but the outcome is a permanent immigration benefit rather than a temporary one.
What does the PERM labor certification process look like for a Growth Manager hire?
Your employer files a PERM application with the DOL after completing a mandatory recruitment process to demonstrate no qualified U.S. workers are available. This includes posting the job, documenting applications received, and submitting Form ETA 9089. Once PERM is certified, your employer files an I-140 immigrant petition with USCIS. You can then apply for adjustment of status when your priority date becomes current.
How can I find employers who sponsor green cards for Growth Manager roles?
Migrate Mate lets you search for employers with verified PERM filing history for growth and marketing job titles. This filters out companies who have never sponsored before and helps you focus your applications on employers already familiar with the EB-2 and EB-3 process, which significantly reduces the risk of sponsorship falling through after an offer.
Can my employer withdraw PERM sponsorship after filing, and what happens if they do?
Yes, an employer can withdraw PERM sponsorship before the I-140 is approved without penalty. If your I-140 has been approved for 180 days or more and you are in H-1B status, you may be able to port the priority date to a new employer's petition under AC21 portability rules. USCIS handles portability determinations and the new role must be in the same or similar occupational classification.