Chief Growth Officer (CGO)

The opportunity

[Employer], a Securitas company, is the #1 OSINT platform for corporate protective intelligence and investigations: twelve years of category leadership turning the open internet into decisions that protect people, serving household-name enterprises on a pure-SaaS model.

[Employer]'s growth engine now has two frontiers. The first is the direct enterprise motion that built the company: a proven, inbound-led machine ready to be scaled and sharpened. The second is the Securitas ecosystem: a global enterprise client base, trusted relationship managers on the ground, and sister businesses whose services pair naturally with our platform. It is vast, decentralized, and waiting for someone to deliberately build the connective tissue of introductions, incentives, contracting, and crediting.

The Chief Growth Officer owns both frontiers, plus the third lever between them: expansion of the installed base onto new products and bigger footprints. The mandate is the growth line: all new-logo ARR, direct and channel, as well as a partner in expanding revenue with a Chief Customer Officer, who owns operations, customer success, and renewals.

Leading from the front lines is fundamental to this role. The CGO must be a highly visible, hands-on executive who is front and centre with customers, strategic partners, and across the industry, setting the pace for growth through direct engagement and market leadership. Hybrid candidates in or near Toronto strongly preferred.

The mission

Three growth motions, one bookings number:

• Scale the direct engine. Lead today's enterprise new-logo motion through the Director of Sales: pipeline discipline, conversion, ASP, and a bookings forecast the board believes.
• Build the Securitas channel, North America first, Europe second. Prove the motion end to end (relationships, champions, relationship-manager-sourced introductions, joint reference wins), then build the commercial machine (pass-through pricing, crediting, contracting, enablement) and replicate into Europe alongside [Employer]'s EU entry.
• Drive expansion. Shape the plays that grow existing large and complex accounts, including expansion motions, packaging and allotment led upsell, and multi-product adoption, working closely with the Lifecycle organization to grow its customer relationships.

On Securitas: [Employer] drives its own number. Security Risk Management (“SRM”) collaboration (introductions, joint initiatives, group programs) is leverage, not a dependency. This role uses it wherever it accelerates [Employer] revenue, and is fully accountable for the outcome either way.

Key responsibilities

• Own the growth number. Full accountability for new-logo ARR (direct and channel) and shared accountability with the Chief Customer Lifecycle Officer in expanding the base.
• Lead the direct new-logo motion. Run the enterprise engine through the Director of Sales: pipeline discipline and 4–5× coverage, win-rate and ASP improvement, adoption of the proposal standard, AE/SDR development, and bookings-forecast credibility.
• Personally build the Securitas channel. Act as the founding channel operator, owning entity sequencing, stage gates, the playbook, and the executive relationship map across Securitas divisions and relationship managers, until the dedicated channel leader is hired.
• Architect the channel's commercial model. Pass-through pricing, revenue crediting and incentives across both organizations, contracting paths under existing group agreements, and cross-CRM pipeline visibility. This is the plumbing that turns goodwill into bookings.
• Partner in building the expansion engine. Develop plays that grow the installed base, including packaging and allotments, and multi product adoption, with clear rules of engagement agreed with the Lifecycle organization.
• Enable people who don't sell software. Simple resources, clear incentives, and a lightweight introduction motion designed for Securitas' service-business account teams.
• Feed the product with market demand. Bring validated demand signals (channel use cases, expansion patterns, competitive intelligence from pursuits) to Product and Marketing; they own what gets built and how it's positioned.
• Build the growth organization. Develop the existing sales team; hire the dedicated Securitas channel leader onto a proven motion (targeted before 2028).
• Run one growth scoreboard. New-logo, expansion, and channel-sourced vs. channel-influenced ARR, with honest metrics reported to the CEO and the operating board.

Requirements

What You Need to Get the Job Done

• 15+ years in B2B enterprise sales and growth leadership, including ownership of new-business and expansion targets at a SaaS company scaling through the $20M–$50M+ ARR range (CRO, CGO, SVP Sales, or equivalent).
• Demonstrated channel credentials: personally built a strategic channel or partnership business from early stage to $5M–$25M+ in annual revenue, including selling through services organizations (security, facilities, consulting, MSP), not solely technology reseller programs.
• Direct enterprise sales management: built and ran AE/SDR teams selling $75K–$150K ACV subscriptions on multi-stakeholder, ~120-day cycles, with a reputation for bookings-forecast discipline and pipeline hygiene.
• Land-and-expand craft: designed and run expansion motions (product attach, packaging, upsell) in a multi-product SaaS portfolio, working through customer-success relationships they did not directly own.
• Commercial architecture skills: pricing and pass-through models, channel incentives and revenue sharing, contracting structures, partner economics.
• Has successfully operated inside (or deeply with) a complex Fortune 500 / global matrix organization, and demonstrated influence without authority at senior levels: business-unit presidents, heads of sales, regional executives.
• Product fluency: able to learn a technical platform deeply enough to identify use cases and represent it credibly without a solutions engineer present. Experience selling SaaS products required; corporate security experience preferred but not required.
• Experience operating within a parent-company or group structure, balancing subsidiary autonomy with group alignment, is a strong asset.
• Based in or near Toronto strongly preferred.

Benefits

Why [Employer]

• Remote first, with an optional office space in Halifax, NS
• Autonomy. We hire top talent and trust them to own their work
• Flexible PTO
• Full health and dental package covered at 80% by the employer, with $3000/annum mental health coverage
• Monthly cell phone reimbursement
• Annual lifestyle subsidy

Hiring Process

This posting is for an existing vacancy.

We use AI-powered features within our applicant tracking system, Workable, to assist with candidate screening and matching applicants to job requirements. AI supports our recruitment process, but hiring decisions are made by people.

[Employer] is committed to an inclusive hiring process. If you require accommodations at any stage, let us know and we will work with you.

Originally posted on [Employer]