VP of Operations
Crewfare· startup· Computer Software· Jun 3, 2026 · 5mo agoPosted 146 days ago
United States
Remote
Full-time
VP
$247K–$300K est.
10+ years exp
Before you apply
Ghost Signal:
Open since June 3, 2026 — 146 days, and still accepting applications.
Job description
The VP of Ops role at Crewfare sits at the intersection of operations, organizational design, and people. It skews heavily toward senior operational experience, with people ops as a core component rather than the mandate.
You will report directly to the cofounders and operate as an individual contributor with VP level scope. You will sit between the cofounders and department managers translating vision into structure, ambiguity into clarity, and priorities into execution. As we scale, you'll establish the operating rhythms that keep the company aligned, shape how teams are structured, develop how managers lead, and build the talent infrastructure that supports the next phase of the business.
You will not have direct reports to start.
What You Will Own
Strengthen Company Operations Own the operating rhythm of the business, how priorities get communicated and tracked across the org. You're designing them, running them, and holding the company accountable to them. You will build the OKR framework and define the KPIs that actually matter at the company level.
Drive Organizational Clarity Define who owns what and make sure everyone knows it. Partner with the cofounders and department managers to sharpen roles, eliminate overlap, and build an org structure that scales without creating confusion. Every department should have clear success metrics and business health indicators tied to their function.
Build the Operational Infrastructure Create the systems, processes, and tooling that let the business operate at speed without breaking. This means building from scratch, not documenting what already exists. Ensure cross-functional visibility into how work is getting done. Every process you put in place should make the business more efficient.
Be the Bridge Between Cofounders and the Team Translate cofounder vision into plans department managers can execute against. You absorb ambiguity from the top and deliver clarity to the org.
Develop Managers Build lightweight frameworks for performance conversations, team accountability, and leadership effectiveness. Equip managers to run their own team reviews, connect their work to company goals, and lead with clarity rather than escalate upward. The goal is managers who are less improvised and more intentional.
Own People Operations This is not an HR generalist role, but the people infrastructure has to work and you'll build it in partnership with HR. Onboarding, org chart, titles, career paths, and performance systems that are simple, real, and actually used. Individual goals connect to company goals and the employee experience scales with the business.
Support Hiring Without Running It You are not the recruiter. You will partner with department leaders to sharpen role clarity and build a headcount plan tied to business priorities not just where a team feels short-staffed.
What We’re Looking For
• 10+ years of experience in Business Operations, with additional experience in People Operations, Talent, or Organizational Development
• Proven track record of operating in high-growth startups or fast-scaling environments, ideally from early stage through scale. This includes navigated funding rounds or acquisitions. A proven builder who designs and implements SOPs, operating cadences, org structures, and people programs built from scratch and evolved as the business grows
• Strong experience driving operational clarity across teams, including goal-setting (OKRs), org design, and cross-functional alignment
• Exceptional ability to translate founder vision into executable plans and repeatable processes
• Comfortable acting as a right-hand to founders/executives, with experience influencing senior leadership and driving accountability and who is not afraid to push back on ideas
• Strong operator mindset with high ownership willing to roll up sleeves and execute, not just strategize
• Experience improving employee experience, retention, and performance through better systems, structure, and visibility into growth paths
• Passion for building high-performing teams and a strong, scalable company culture
What Success Looks Like
At six months, the business runs cleaner than it did when you arrived. Priorities are owned, KPIs are tracked, the operating cadence is a habit not a meeting, and department managers are clearer on their goals and how to hit them. The cofounders are spending less time on internal coordination and more time on what only they can do.
Within the first 6 months, you will help create:
• Clearer team structures and ownership across departments
• A more intentional and predictable hiring process and a headcount plan tied to business priorities
• Stronger onboarding, performance, and feedback systems
• More consistent and measurable company and leadership operating rhythms
• Better support frameworks and tools for managers
• A stronger employee experience across the company
• A cofounder-to-team communication layer that converts vision into executable plans with owners and real deadlines
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