Growth CV: Example and Template
This is what a convincing Swiss CV for a Growth role looks like - with experiment velocity, CAC payback and provable revenue effects instead of marketing buzzwords.
Currently 20 open Growth Manager positions in Switzerland, across 5 cantons, 4 of them from the last 7 days. ElevenLabs advertises the most.
CV example — two-page template
This template is editable straight away — or upload your existing CV and it is carried into this layout automatically.
What education do Swiss employers expect for a Growth role?
There is no protected title for Growth - what's required is a business or technical foundational qualification plus demonstrable digital further training.
Most commonly, Swiss job postings look for a Bachelor FH in Business Administration or Communication, a university degree in Marketing, Business Informatics or Economics, or a commercial apprenticeship (kaufmännische Grundbildung) with further training. State your qualification exactly as it appears on your diploma, for example 'Bachelor of Science FH in Business Administration' rather than simply 'studied business administration'. If you hold a foreign qualification, add a line about recognition by Swissuni or the SBFI - this saves the HR department a follow-up query.
For the non-academic path, the federal qualifications count: the eidg. Fachausweis Marketingfachmann/-frau, the Fachausweis Digital Marketing, and the höhere Fachprüfung Marketingleiter/in. These titles are clearly classified in Switzerland and carry more weight in applications than any generic online certificate. In addition, CAS programmes are valued, such as CAS Digital Marketing at HWZ, CAS Data Science at ZHAW, or courses from SAWI.
Certificates belong in their own short block, but only the relevant ones: GA4, Google Ads Search, HubSpot Marketing Software, or a growth programme such as Reforge. Always add the year, because platform certifications age quickly. Remove anything older than five years and tied to outdated technology - a Universal Analytics certification does your profile more harm than good today.
How do I present Growth work experience when successes are often attributed to the product?
For each position, show the starting value, your intervention and the measured effect - including a note on how you tested causality.
Start each position with two lines of context: business model, company size, markets, budget responsibility and team size. A Growth Manager who manages a CHF 1.8 million media budget across three language markets has a different profile from someone running a startup with a CHF 8'000 monthly budget - both roles are valuable, but the reader needs to grasp the scale immediately. Without this framing, percentage figures remain meaningless.
Phrase your achievements in the language of unit economics: CAC, CAC payback, LTV/CAC, activation rate, trial-to-paid, retention by cohort, contribution margin. Write 'Reduced CAC payback from 14 to 7 months' instead of 'Optimised performance marketing'. If a result is based on an A/B test, state the sample size and duration; if it was an observation without a control group, say so honestly - experienced growth leads spot inflated numbers in an interview within minutes.
Make your working process visible, because Growth is also hired based on method. Mention experiment velocity (tests per month), win rate, prioritisation framework (ICE or RICE) and how you document learnings. Add concrete technical depth: SQL queries in the data warehouse, event taxonomy in Amplitude, server-side tagging, consent mode. These are exactly the points that, in Switzerland, distinguish a Growth role from a classic marketing communications position.
How long should the CV be, and does it need a photo in Switzerland?
Two pages is standard, a professional photo is customary but optional - what matters is a metrics block visible within the first few seconds.
Stick to two pages; three are only accepted from around fifteen years of experience with leadership responsibility. Page one should contain your profile, an 'At a glance' block with six hard facts, and your most recent role. Shorten older positions to two or three bullet points. Submit the CV as a PDF with a filename following the pattern 'CV_Brunner_Nadine.pdf' - application systems such as Refline, Ostendis or Umantis read structured text layouts more reliably than multi-column designs with graphics.
A professional headshot photo remains common in Switzerland and is expected by most HR departments, even though it may not legally be required. Also customary are details on place of residence, nationality or residence permit (B, C, G), and availability including notice period. A date of birth has become optional. Submit work references (Arbeitszeugnisse) separately, and list references with the note 'available on request'.
State language levels according to the CEFR, since many Growth roles also cover French-speaking Switzerland: 'French C1' is precise, 'French good' is worthless. Only mention salary expectations if the job posting asks for them, then as an annual gross salary including bonus, for example CHF 120'000 to CHF 135'000 for a Growth Lead role in Zurich. Finally, link to an up-to-date LinkedIn profile and, if available, a short case document with two or three anonymised experiments - this convinces more in Growth interviews than any self-description.
Where Growth Manager are hired in Switzerland
How the 20 open positions are spread across the cantons.
Figures as a table
| Canton | postings |
|---|---|
| Zürich | 7 |
| Genf | 1 |
| Wallis | 1 |
| Basel-Stadt | 1 |
| Waadt | 1 |
Which languages the postings require
Of 17 postings that state a language — in brackets, those requiring professional level.
Figures as a table
| Language | postings |
|---|---|
| English | 17 (17) |
| German | 6 (6) |
| French | 3 (1) |
Who hires Growth Manager in Switzerland
Employers with the most open positions. Staffing agencies are excluded.
Figures as a table
| Employer | postings |
|---|---|
| ElevenLabs | 2 |
| Kraken | 2 |
| NEXUS | 1 |
| X-Rite | 1 |
| Pflegewegweiser GmbH | 1 |
| proton | 1 |
Full-time or part-time?
How the positions are advertised.
Figures as a table
| Workload | postings |
|---|---|
| Vollzeit / plein temps | 14 |
The CV in full
To read through and reuse.
Nadine Brunner
Growth Manager (Head of Growth) · MSc Marketing HSG · eidg. Fachausweis Marketing
Growth Manager with nine years of experience in Swiss SaaS and D2C companies, specialising in acquisition, activation and retention across the entire AARRR funnel. I build experiment programmes documented from hypothesis through to statistically significant results, and manage paid budgets of up to CHF 1'800'000 per year based on CAC payback rather than ROAS snapshots. My work targets the DE-CH, FR-CH and IT-CH markets trilingually and is consistently set up in compliance with revDSG and UWG.
What sets me apart
Experiment system instead of one-off campaigns: I run a documented growth backlog with ICE prioritisation, a weekly growth meeting and minimum sample-size calculations; experiment velocity rose from 3 to 11 tests per month with the team size unchanged.
Unit economics as a management metric: I steer channels by blended CAC, contribution margin 2 and LTV/CAC ratio per cohort - not by platform ROAS. This led to two channels with a CHF 240'000 annual budget being demonstrably shut down as unprofitable.
Swiss multilingualism solved operationally: Landing pages, ads and lifecycle flows in DE-CH, FR-CH and IT-CH including local payment methods (TWINT, invoice) - the conversion rate in French-speaking Switzerland rose by 34% after localisation.
Privacy-compliant measurement: Server-side tagging, consent mode and a revDSG-compliant processing register for tracking data; after the rebuild, 91% of conversions remained measurable despite a 38% consent rejection rate.
Key achievements
ARR growth from CHF 4.2 million to CHF 9.6 million. Achieved in 24 months through a product-led growth motion: self-service trial, in-app onboarding and sales-assist triggers from a product-qualified lead score of 60.
Activation rate increased by 41%. Onboarding checklist and time-to-value reduction from 6 days to 38 hours; trial-to-paid conversion rose from 8.4% to 13.1% across 11'000 trials.
Churn in the SME cohort reduced by 3.2 percentage points. Early-warning model based on login frequency and feature adoption plus a reactivation flow; secured revenue effect of CHF 620'000 ARR per year.
Experience
Head of Growth — HelvetiScale AG, Zurich, 03/2021 - present
B2B SaaS for workforce planning, 85 employees, CH/DE/AT markets. Leadership of 6 people (performance, lifecycle, CRO, data analyst), budget responsibility of CHF 1'800'000 per year.
- Increased ARR from CHF 4.2 million to CHF 9.6 million (+129%) while keeping the sales team size unchanged
- Reduced CAC payback from 14 to 7 months and improved LTV/CAC from 2.1 to 4.3
- Built an experiment programme with 187 tests, 27% win rate, cumulative uplift of CHF 1.1 million ARR
- Introduced server-side tracking with GA4 and consent mode: 91% conversion coverage with a 38% rejection rate
Growth Marketing Manager — Bergpost Commerce AG, Bern, 06/2018 - 02/2021
D2C online shop for outdoor equipment, CHF 22 million annual revenue, shipping within Switzerland and Liechtenstein. Responsible for paid media, CRO and email lifecycle.
- Reduced blended CAC from CHF 68 to CHF 41 (-40%) while growing revenue by 23%
- Optimised checkout including TWINT and invoice payment: abandonment rate reduced from 71% to 58%
- Built a lifecycle programme with 14 automated flows, increasing email's share of revenue from 6% to 19%
- Directed French localisation of the shop and ads: +34% conversion rate in French-speaking Switzerland, CHF 1.4 million in additional revenue
Performance Marketing Specialist — Alpenblick Media GmbH, Lucerne, 08/2015 - 05/2018
Digital agency with 30 employees, managing 11 Swiss SME clients in Google Ads, Meta Ads and SEO.
- Grew managed media budget from CHF 95'000 to CHF 640'000 per year, retaining 9 of 11 clients
- Reduced average cost-per-lead across the client portfolio by 29%
- Introduced an account structure standard and naming convention, cutting reporting effort per client by 6 hours per month
Education
Master of Arts, Marketing, Services and Communication Management — University of St. Gallen (HSG) · 2015
Bachelor of Science FH, Business Administration, Marketing major — ZHAW School of Management and Law, Winterthur · 2013
Eidg. Fachausweis Marketingfachfrau (2017) · CAS Digital Marketing, HWZ Hochschule für Wirtschaft Zürich (2019) · Google Analytics 4 Certification (2024) · Reforge Advanced Growth Strategy (2022)