H-1B Visa Growth Manager Jobs
Growth Manager roles qualify for H-1B visa sponsorship as specialty occupations requiring at least a bachelor's degree in marketing, business, or a related analytical field. Employers file an LCA with DOL before your petition reaches USCIS, and the annual cap means timing your job search around the April lottery window matters.
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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 2,100+ H-1B Visa Growth Manager Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new H-1B Visa Growth Manager Jobs.
Get Access To All JobsTips for Finding H-1B Visa Sponsorship as a Growth Manager
Map your degree to the role
USCIS requires your degree field to connect directly to growth management duties. A marketing or business analytics degree ties cleanly to the role. If your degree is in an adjacent field, document how your coursework covers customer acquisition, funnel analysis, or revenue modeling.
Search LCA filings for sponsoring companies
Use the OFLC Wage Search to filter LCA filings by occupation code 11-2021 (Marketing Managers) to identify which employers have actively sponsored similar roles. This tells you who has navigated the process before, not just who posts H-1B-friendly language in job listings.
Target cap-exempt employers deliberately
Universities, nonprofit research institutions, and government-affiliated organizations are cap-exempt, meaning your petition bypasses the annual lottery. Growth roles exist at these employers, particularly in enrollment marketing, donor acquisition, and research commercialization teams.
Find H-1B-sponsoring employers on Migrate Mate
Filter Growth Manager openings by verified H-1B filing history on Migrate Mate. This surfaces employers who have completed the LCA and I-129 process for comparable roles, so you're not cold-applying to companies that may decline to sponsor.
Clarify the specialty occupation case early
Growth Manager is a broad title, and USCIS scrutinizes whether it requires a specific degree. Before accepting an offer, confirm the employer's legal team can document that the role requires specialized analytical or marketing credentials, not just general business experience.
Negotiate the filing timeline into your offer
If you're on OPT, cap-subject petitions must be filed by April 1 to begin October 1. Ask during offer negotiation when the employer plans to engage their immigration counsel so your petition doesn't miss the registration window.
H-1B Visa Growth Manager: Frequently Asked Questions
Does a Growth Manager role qualify as a specialty occupation for H-1B purposes?
It depends on how the employer defines the position. USCIS evaluates whether the role normally requires at least a bachelor's degree in a specific field. Growth Manager roles that require expertise in data analytics, marketing science, or quantitative modeling generally qualify. Generalist roles where any business degree suffices may face scrutiny or a Request for Evidence.
Which employers sponsor H-1B visas for Growth Manager positions?
Tech companies, SaaS platforms, e-commerce firms, and fintech employers are the most consistent sponsors for growth-focused roles, as their hiring pipelines are built around quantitative and product-led growth functions. You can browse Growth Manager openings filtered by verified H-1B filing history on Migrate Mate to identify employers who have completed the LCA and petition process for comparable roles.
What happens to my H-1B status if my Growth Manager role changes significantly?
Material changes to your job duties, work location, or employer classification can require an amended H-1B petition before the change takes effect. If your company reorganizes your growth function under a new team or shifts your role from analytics to general management, your employer's immigration counsel should assess whether an amendment is required to maintain your status.
Can a startup sponsor my H-1B as a Growth Manager?
Yes, but startups face additional USCIS scrutiny around ability to pay the prevailing wage and the legitimacy of the employer-employee relationship. A startup must demonstrate it can pay the DOL-certified wage for your role and that a genuine employment relationship exists. Early-stage companies with thin financials sometimes struggle to meet this threshold, so it's worth verifying their funding position before relying on their sponsorship.
How does the DOL prevailing wage apply to Growth Manager positions?
Before filing your H-1B petition, your employer must obtain a certified LCA from DOL confirming your offered salary meets or exceeds the prevailing wage for your occupation and work location. Prevailing wages are tiered by experience level. You can look up the applicable wage using the OFLC Wage Search, which uses occupation code 11-2021 for Marketing Managers, the closest Standard Occupational Classification match for most growth roles.