Head of Growth

Grimes & Company; Westborough (MA); On-site; USD 200,000 - 250,000; Full time

Job summary

Grimes & Company Wealth Management, LLC is seeking a Head of Growth to drive strategy, processes and accountability for turning business development into measurable growth. This hands-on leadership role requires strategic thinking and active participation in opportunities, advisor coaching, referral partnerships, and pipeline management.

Reporting to the COO, you will lead the Regional Director team, define the sales process, coach teams, and build campaigns across CRP, client referrals and

Qualifications

• Bachelor's degree required.
• 10+ years leading a sales and business development team, preferably in wealth management.
• Proven ability to generate referrals and expand client relationships.
• Experience building sales processes, pipeline discipline and dashboards.
• Knowledge of financial planning, investment management, tax, trust and insurance.

Responsibilities

• Lead organic growth strategy and regional leadership across markets.
• Direct and develop Regional Directors; define sales process and ownership.
• Manage CRP and strategic referral partnerships; monitor metrics.
• Collaborate with Wealth Managers to create growth plans and client engagement.
• Oversee client referrals, share of wallet and cross-divisional collaboration.
• Develop and refine sales methodologies, reporting and forecasting.

Skills

Leadership

Sales leadership

Pipeline management

CRM experience

Coaching

Presentation skills

Relationship management

Strategic thinking

Education

Bachelor’s degree

Tools

Salesforce

CRM tools

Job description

Description

Grimes & Company Wealth Management, LLC is a thriving Registered Investment Advisory firm headquartered in Westborough, Massachusetts with satellite offices and employees strategically located across the U.S. As our firm continues to grow, we are looking to add a Head of Growth to our dynamic and client-focused team. Recently named one of the 2025 Best RIAs to Work For, this is an exciting opportunity to join a trusted and expanding organization dedicated to helping high-net-worth individuals and families achieve their financial goals.

About The Role

Reporting to the Chief Operations Officer, the Head of Growth will create the strategy, processes, expectations, tools and accountability required to turn business-development activity into measurable growth.

This is a hands-on leadership role requiring both strategic thinking and active participation in significant opportunities, advisor coaching, referral partner relationships and pipeline management.

Key Responsibilities

Organic Growth Strategy

• Develop and execute a comprehensive organic growth strategy aligned with the firm’s long-term growth objectives.
• Establish clear growth priorities across Custodial Referral Programs (CRP), client referrals, share of wallet, Centers of Influence, events, digital campaigns, other lead-generation channels, and other leads.
• Translate the strategy into annual and quarterly goals, initiatives, campaigns, and measurable activities.
• Maintain an appropriate balance between near-term asset gathering and longer-term relationship development.
• Evaluate emerging organic growth opportunities, including direct-to-consumer platforms, strategic partnerships, corporate relationships, professional associations and targeted geographic expansion.
• Ensure organic growth efforts reinforce the firm’s planning-led, relationship-focused positioning.
  

Regional Director Leadership

• Directly lead, manage and develop the Regional Director team.
• Establish clear roles, territories, expectations and performance standards for each Regional Director.
• Define the Grimes sales process from lead generation through discovery, advisor, introduction, proposal, follow-up and close.
• Clarify ownership and responsibilities between Regional Directors and Wealth Managers throughout the prospect journey.
• Coach Regional Directors on pipeline development, branch relationships, Centers of Influence, client discovery, objection handling and closing strategies.
• Conduct regular individual and team pipeline reviews.
• Evaluate capacity, territory coverage and staffing needs as the firm expands into new markets.
  

Custodial Referral Programs (CRP) and Strategic Referral Programs

• Own the overall strategy and performance of the firm’s performance within the CRP.
• Manage senior relationships with Fidelity, Schwab, Robinhood and other strategic referral partners.
• Establish differentiated strategies for each referral platform, market and branch opportunities.
• Monitor referral volume, lead quality, response time, close rate, average relationship size, sales cycle length and client retention.
• Improve the firm’s position with referral partners by communicating its comprehensive planning, investment, tax, trust, insurance and high-net-worth capabilities.
  

Advisor-Lead Organic Growth

• Partner with Wealth Managers to create practical, measurable organic growth plans.
• Help advisors increase referrals from existing clients, expand share of wallet and build relationships with clients’ family members and professional advisors.
• Establish clear expectations for business-development activity while allowing flexibility in how individual advisors achieve their goals.
• Develop advisor-specific opportunity lists using client segmentation, engagement, planning status, outside asset potential and referral propensity.
• Lead regular advisor growth reviews focused on opportunities, actions, barriers and outcomes.
• Build a culture in which responsible business development is understood as part of serving clients well.
  

Client Referrals and Share of Wallet

• Develop a firmwide client referral strategy that gives advisors appropriate language, timing and tools for requesting introductions.
• Encourage referrals between wealth, tax and insurance divisions.
• Establish a repeatable process for identifying satisfied clients who may be willing to provide referrals.
• Partner with Wealth Strategies, Financial Planning and Marketing to create natural engagement opportunities that lead to referrals and deeper relationships.
• Develop campaigns focused on relevant life events and planning needs, including retirement, aging parents, business exits, concentrated wealth, tax planning and intergenerational wealth transfer.
• Establish processes for identifying and pursuing outside assets without creating an overly sales-oriented client experience.
  
• Monitor referral conversion, share-of-wallet growth and expansion of family relationships.
  

Sales Process and Pipeline Management

• Create and maintain a consistent firmwide sales methodology.
• Define required stages, activities, documentation and ownership for each prospect.
• Establish service standards for lead response, follow-up frequency, proposal delivery and pipeline updates.
• Review stalled aging and inactive opportunities and establish appropriate next actions.
• Coordinate with operations and technology to automate reminders, workflows, drip campaigns and management reporting.
• Use pipeline data to forecast expected assets, revenue and resource needs.
  

Requirements

• Bachelor’s degree
• Ten or more years of experience leading a sales and business development team. Preferably in wealth management, financial services distribution, advisor growth, referral programs or relationship management.
• Demonstrated success and proven ability to help financial advisors generate referrals, expand client relationships and increase share wallet.
• Experience building sales processes, pipeline disciplines, dashboards and accountability systems.
• Familiarity with financial planning, investment management, tax, trust, estate and insurance capabilities is preferred.
• Experience with Salesforce or a comparable CRM platform.
• Ability to analyze growth channels based on revenue potential, cost, conversion capacity and strategic fit.
• Strong presentation, coaching, relationship management and communications skills.
  

Salary Range: $200,000 to $250,000 annual base salary, plus eligibility for a significant performance based bonus.