Springs Law Group, a thriving and client-centered personal injury law firm in Colorado Springs, is seeking a visionary Chief Growth Officer (CGO) to join our leadership team. Reporting directly to the CEO and working closely with the Operations Manager, the CGO will own and drive the firm’s growth strategy — scaling from $4.5M in annual revenue to $50M in 3–5 years. This role combines strategic vision with hands-on execution across marketing, client acquisition, business development, and new-market expansion. The CGO will be empowered to build a high-performing growth team, develop innovative campaigns, forge strategic partnerships, and launch new initiatives to position Springs Law Group as Colorado’s premier personal injury firm and a regional leader. Ideal candidates are self-starters with proven experience scaling service-based businesses, skilled in data-driven decision-making, and excited to collaborate in a drama-free, forward-thinking environment. Comprehensive Benefits: Access to a 401(k) plan, health insurance, dental, and vision options. Responsibilities: • Design and implement a multi-year growth roadmap to scale from $4.5M to $50M • Identify new geographic markets (Denver, Castle Rock, and beyond) and practice-area expansions • Develop and monitor KPIs for marketing, client acquisition, conversion, and retention • Oversee all marketing channels (digital, traditional, and community-based) • Spearhead partnerships, referral networks, and strategic alliances • Evaluate and implement technology tools to improve efficiency and client experience • Build and lead a high-performing growth team (marketing, intake/sales, data/analytics) • Champion a “no-drama, adult-professionals” culture — one of collaboration, accountability, and autonomy • Serve as a key member of the executive leadership team alongside the CEO and Operations Manager This Job Is Not for You If… • You’re not a self-starter and need someone to push you to take action • You don’t want to be part of a team or collaborate daily with the CEO and Operations Manager • You tolerate workplace gossip instead of maintaining professionalism • You expect a fully built department handed to you instead of creating one from scratch • You shy away from data, KPIs, and accountability metrics • You’re uncomfortable with challenging assumptions and bringing new ideas to the table • You prefer a “clock-in, clock-out” environment over business-minded ownership Qualifications: • Visionary leader with a proven track record of scaling service businesses from mid-seven figures to eight figures+ • Deep expertise in marketing, client acquisition, and business development (legal industry experience a plus, but not required) • Data-driven, systems thinker who can build dashboards, interpret KPIs, and adjust strategies accordingly • Comfortable balancing strategy and hands-on execution — you’ll need to build while you lead • Exceptional communication skills and emotional intelligence; you’ll inspire teams and partners alike • Business mindset: able to thrive in an autonomous, fast-paced environment Compensation: $120,000

• Design and implement a multi-year growth roadmap to scale from $4.5M to $50M • Identify new geographic markets (Denver, Castle Rock, and beyond) and practice-area expansions • Develop and monitor KPIs for marketing, client acquisition, conversion, and retention • Oversee all marketing channels (digital, traditional, and community-based) • Spearhead partnerships, referral networks, and strategic alliances • Evaluate and implement technology tools to improve efficiency and client experience • Build and lead a high-performing growth team (marketing, intake/sales, data/analytics) • Champion a “no-drama, adult-professionals” culture — one of collaboration, accountability, and autonomy • Serve as a key member of the executive leadership team alongside the CEO and Operations ManagerThis Job Is Not for You If… • You’re not a self-starter and need someone to push you to take action • You don’t want to be part of a team or collaborate daily with the CEO and Operations Manager • You tolerate workplace gossip instead of maintaining professionalism • You expect a fully built department handed to you instead of creating one from scratch • You shy away from data, KPIs, and accountability metrics • You’re uncomfortable with challenging assumptions and bringing new ideas to the table • You prefer a “clock-in, clock-out” environment over business-minded ownership