Val Scholz is the former Head of Growth @ Revolut, where he led the company to their first 10M users. Post Revolut, Val played a crucial role in scaling several high-growth companies including VEED, Simple & Busuu (exited for $400M). Today, Val is the Head of Growth at Kittl, an intuitive design platform empowering graphic designers.
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Timestamps:
(00:00) Intro
(00:57) Journey into the World of Growth
(02:24) Experience from Revolut
(16:23) Why Traditional Marketing Methods Are Outdated
(19:36) Content Marketing Lessons for Customer Acquisition
(22:43) The Best Time to Hire a Head of Growth
(25:21) Key Traits to Look for in a Growth Hire
(28:06) Revolut's Hiring Successes & Mistakes
(32:20) Interview Process
(35:16) Good Culture Perspective & Revolut's Environment
(42:38) What Breaks in Rapidly Scaling Companies?
(46:37) Conventional Data Strategy Wisdom
(50:34) Quick-Fire Round
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In Today’s Episode with Val Scholz We Discuss:
1. Lessons from Scaling Revolut to 10M Users:
What were Val’s biggest takeaways during his time at Revolut?
What does Val consider the secret sauce behind Revolut’s success?
What did Val think Revolut understood about customers that no other bank did?
2. Behind Revolut’s Growth Playbook:
What was Val’s best growth decision? What was his worst?
Why does Val think most companies don’t do referrals well?
What made Revolut’s signup strategy so successful?
What are Val’s two ways to master content marketing?
Does Val think it’s good to diversify growth channels? When should founders diversify?
What are Val’s strategies to make KZread influencers successful?
3. Product Marketing 101:
Why does Val think traditional marketing methods are outdated?
If traditional marketing methods are outdated, what should startups do instead?
What does Val think is the most dangerous myth around product-led growth?
What does Val believe are the most common mistakes founders make on optimizing products?
4. Growth Hires: Who, What, When & How
When does Val think is the best time to hire a head of growth?
What is the profile Val looks for in a growth hire? What traits does he look for?
What are the most common reasons founders fail at hiring?
How quick does Val know if a new hiring isn’t working out?
What does Val think are the biggest red flags to look out for in a CV?
How does Val define good culture? Did Revolut have a good culture?
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