Referral prompts, invite-a-friend incentives, and share-to-unlock features do not appear inside an app by accident. Someone maps out the mechanics, tests them, and adjusts them when the numbers do not move the way they should.
Say a two-sided referral incentive launches strong: signups spike for a week, then flatten hard once the early-adopter audience runs out. A weaker analyst calls that a win and moves on. The person this role is written for goes back into the funnel data, finds the exact step where new users stop sharing, and rebuilds the incentive around that specific drop-off instead of the whole campaign.
This is a part-time, freelance-style position, fully remote and open to candidates worldwide. There is no office involved and no location requirement attached to the role, and most of the working relationship happens through shared dashboards and a messaging tool rather than any in-person contact at all.
Growth teams that hire for a role like this one are usually past the stage of guessing what might work. They have a product with real users already, and they need someone who can turn a rough idea for a referral mechanic into something measurable within a sprint or two.
You will plan and execute viral loop campaigns and growth initiatives, then track how each one performs against the metrics that matter: activation rate, referral conversion, and repeat engagement. When a mechanic underperforms, you adjust the approach rather than waiting out the campaign on a hunch.
A single campaign rarely runs in isolation. Most weeks involve at least one active mechanic being monitored while a second one is still in planning, which keeps the work moving even during a lull in fresh data.
Reporting here is not just a monthly deck. Expect to explain, in plain terms, why a specific incentive tier worked and another one did not, since that reasoning shapes what gets built next.
Small tweaks tend to matter more than big redesigns. Moving a referral prompt from after checkout to right after a positive moment in the product, for instance, can lift sharing rates more than an entirely new incentive structure would.
A bachelor's degree in marketing, business, or communications is required at minimum. Candidates should bring 24 months of hands-on experience building growth or referral campaigns, along with a genuine track record of using data to decide what to keep and what to cut. This role rewards people who treat a campaign's numbers as the final word over their own instincts, even when their instincts were the reason the campaign launched in the first place.
Someone new to growth work but strong in general campaign planning can still do well here, provided they are genuinely comfortable reading a funnel report and are not just repeating back whatever a dashboard headline says.
Two years is roughly the point where someone has run enough campaigns to have a real opinion about which incentive types tend to fatigue quickly and which ones hold up over several months of use.
Required:
Valued additions, though none are deal-breakers on their own:
The more of these you have used in a real campaign, the faster you will be productive here. Communication skill shows up less in polished decks and more in short, clear updates written under a deadline, explaining to a founder or product lead why a metric moved the way it did.
This role pays 73,000 dollars a year on a part-time basis. Full-time equivalents in comparable viral loop or growth roles commonly receive health coverage, paid time off, retirement plan matching, and commission or performance bonuses tied to results; Remoteroles notes the applicable structure directly on each listing so candidates know what to expect before applying.
Because the role is engagement-based, pay tends to track the visible results of a campaign closely, which cuts both ways: a strong quarter of referral growth shows up quickly in bonus pay, and a quiet quarter shows up just as quickly in the total.
Work happens through shared campaign dashboards, a messaging tool for daily coordination, and scheduled reviews when a campaign launches or wraps. Because this is part-time, hours are largely self-directed, though you should expect a handful of live check-ins each month to align on priorities with the broader growth team.
Most weeks, that means a short kickoff conversation when a new mechanic is being planned, quiet independent work while it runs, and a wrap-up call once there is enough data to draw a real conclusion.
Since there is no fixed office schedule, the working relationship depends more than usual on being reliably reachable during the hours you commit to, rather than on being online for any set block of the day.
Apply with your resume and, ideally, a short writeup or portfolio link showing a referral or growth mechanic you built and what it did to the numbers. Candidates who stand out get a follow-up call to walk through that example in more detail, including what they would change if they ran it again.
There is no need to polish the writeup into a formal case study; a rough before-and-after comparison of the metrics, with a short explanation of what changed, tells us more than a designed slide ever would.