VP, Growth Activation & Commercial Integration

Compensation Transparency

Salary Range: $200,000 - $230,000 base + 35% target annual incentive (Tied to sales performance).

This role is remote eligible, with regular national travel (heavier during diligence, close, and early activation).

At Earned, we are committed to fair and transparent compensation. Base salary is market-driven and determined at the time of offer based on benchmarks such as role-specific market data, company stage, and factors such as internal equity, relevant experience, interview performance, location, and level.

About Earned

Earned is a category-defining, first-in-kind tax-smart financial services firm dedicated to serving doctors, their families, and their practices. Our goal is to be the only financial partner doctors need by seamlessly integrating personal and practice-based solutions to maximize their wealth potential and drive better financial outcomes.

What sets Earned apart is our strategic growth model. We have secured an initial $200M commitment to fuel an aggressive M&A strategy, acquiring and integrating best-in-class financial services firms to expand our capabilities and accelerate our vision. Backed by leading investors-including Summit Partners, Silversmith Capital, Juxtapose, Hudson Structured, and Breyer Capital-we are rapidly scaling to redefine financial services for medical professionals.

Our technology-driven approach, supported by fiduciary experts and modern tax-smart tools, ensures clients have a clear, real-time view of their financial trajectory through our iOS app and beyond.

Join us as we build the future of financial services for doctors-faster, smarter, and at scale.

Job Summary

Earned is seeking a VP, Growth Activation & Commercial Integration to build the commercial system that turns each acquired firm into a self-sustaining Earned organization, and then move on. You diagnose the commercial opportunity before close, activate the firm, build advisor and manager capability, institutionalize referral behavior, and hand ongoing accountability to the operating organization. With each acquisition the model gets more repeatable and the function's day-to-day role in any single firm ends.

This is a senior, outcome-accountable commercial leader, not a program manager, trainer, or integration lead. You move with urgency, operate independently, and earn the trust of founders, sellers, and advisors, which takes time. You report to the Chief Growth Officer and build and lead the Growth Activation team as it scales

What You'll Own

You own the left side of Earned's commercial funnel, and you are measured on what you put into it

Addressable opportunity ? qualified referrals ? accepted opportunities ? sales conversion ? revenue

You generate the qualified referral opportunities Earned's cross-service growth plan depends on. Client Development owns conversion and closing on the right; together you own the handoff. You are accountable for referral production against plan, not total revenue or close rate, since Client Development owns the sale and service-line capacity affects the outcome. Client Development is a separate function with its own VP and does not report to you.

Get this right and it compounds: every acquisition plugs into a sharper model, referral behavior sticks after you move on, and Growth Activation becomes a repeatable engine instead of a series of heroic, one-off saves

What You Will Do

Run commercial diligence, pre-close.

• Own Growth's commercial diligence, work the CGO carries today: assess the client base and cross-service opportunity, referral engine, seller dependencies, advisor and management capability, capacity, data readiness, and the risks to the thesis.
• Turn findings into the growth thesis, Day 1 expectations, and the activation plan. This is commercial diligence, not generic integration diligence.

Activate and enable.

• Run activation for each acquired firm, most deeply embedded during ramp.
• Own Earned's commercial field enablement enterprise-wide: one commercial and referral model across acquired and legacy teams, spanning playbooks, discovery, training, certification, manager enablement, and AI and external coaching. You build the capability but do not permanently manage advisor performance.

Institutionalize and hand off.

• Build the manager coaching system, cadence, and scorecards that sustain referral behavior after you exit.
• Transfer ongoing accountability to regional and service-line management rather than keeping it.

Diagnose and improve.

• Independently diagnose why performance is off, across people, process, proposition, capacity, data, and execution, and drive the fix, without relying on the CGO to find the problem.
• Feed what each firm teaches back into the enterprise activation model.

Lead and resource.

• Build and lead the Growth Activation team as it scales, and manage the approved enablement budget within agreed guardrails (team, technology, AI and coaching tools, external partners, contractors, travel). This is not a P&L-owning role.

Key Requirements

• 10+ years of progressive leadership, and clearly a level up from the current team. Demonstrated capability matters more than exact tenure; a consulting or operations background alone is not enough without field impact.
• A track record of changing frontline behavior in a distributed, client-facing organization through field coaching, manager enablement, commercial programs, or post-merger transformation.
• Built a repeatable capability or playbook that kept performing after you stepped away.
• Diagnoses underperformance independently and turns findings into action.
• Moves fluidly between strategy and direct field work, with coaching credibility among experienced professionals.
• Executive presence to influence founders and senior leaders; strong with analytics and imperfect data.
• Salesforce and CRM fluency; financial services, healthcare, or multi-service platform experience a plus.
• Willing to travel nationally, concentrated during diligence, close, and activation.
• Bachelor's required; MBA preferred.

Earned is committed to offering equal employment opportunity in all employment practices and employment decisions are based on an individual's job qualifications and abilities. Earned prohibits discrimination based on race, creed, color, religion, national origin, ancestry, sex, gender (including gender identity, gender expression and being transgender), sexual orientation, marital status, registered domestic partner status, citizenship status, age, military and veteran status, medical condition, genetic information, political affiliation, disability, medical condition, or any other basis protected by federal, state, or local law or ordinance or regulation. Earned also prohibits discrimination based on the perception that anyone has any of these characteristics or is associated with a person who has or is perceived as having any of those characteristics. All such discrimination is unlawful.

Applicants must be authorized to work in the United States and able to provide proof of work authorization within three days of start date. We are unable to sponsor or take over sponsorship of employment visas at this time.