Business Operations Associate

Business Operations Associate — 2–4 years You execute the operational machine. You'll own: CRM hygiene, pipeline reporting, weekly metrics Daily BDR standups, activity tracking, sequence QA Customer check-in coordination and follow-up Inbound lead triage and routing Recruiting pipeline logistics: sourcing, scheduling, first screens Internal automations using AI tools, APIs, and no-code platforms You're closest to the work. Your judgment shows up in what you flag, what you ship, and how clean your systems are. You will take direction from the CEO directly today, and from the BizOps Manager when we hire one. Path: Grow into a Manager or specialist role (RevOps, Customer Ops, Recruiting Ops) as the company scales. You're a fit if: You were a top analyst at a consulting firm or bank, a top-performing BDR/AE who wants to move into ops, or BizOps hire #1 at another startup. You’re AI-native, technical‑leaning, and can’t watch a manual process without trying to fix it. Business Operations Manager — 4–8 years You own the functions, build the systems, and eventually manage the Associate. You'll own: The GTM operations stack (HubSpot, Clay, Smartlead, Pendo): selection, implementation, hygiene The BDR coordination function: standups, performance reviews, sequence reviews, coaching escalations The customer success operation: health scoring, renewal tracking, expansion identification The recruiting operation: pipeline design, interviewer training, offer process The internal automation roadmap: what gets built, by whom, in what order You’re not just executing — you’re designing how the work gets done and improving it quarter over quarter. You will partner directly with the CEO on GTM motion, hiring plan, and operational metrics. Path: Head of Operations or RevOps as the team scales past ~25 people. You're a fit if: You’ve owned BizOps or RevOps at a growth‑stage SaaS company, you’ve been Chief of Staff at a 50–200 person company and want to operate at smaller scale, or you’ve been a senior consultant who wants to stop advising and start owning. Chief of Staff — 6–10+ years You’re a strategic partner to the CEO. You'll own: CEO leverage: calendar, priorities, decision queue — what hits his plate and what doesn’t Board prep, investor updates, fundraising support Cross‑functional strategic projects: pricing, packaging, GTM motion, ICP refinement, market expansion Quarterly and annual planning Org design and hiring plan Senior leadership recruiting (often co‑led with the CEO) You will partner with the CEO on what to do, not just how to execute. You’ll write things he signs. You’ll run meetings he’s not in. You’ll be the second‑most‑informed person at the company on every important decision. This is not an EA role. It’s not a junior‑ops role. We’re looking for someone who could plausibly be a VP or COO in 2–3 years. Path: COO, GM of a business unit, VP of a function, or founder of your next company. You're a fit if: You’ve been Chief of Staff at a high‑growth startup, a senior consultant at MBB with a strong operating bent, an ex‑founder who wants to learn at scale before going again, or a senior product/strategy leader looking for a higher‑leverage seat. What’s true across all three roles AI‑native from day one. You don’t wait for someone to hand you tools. You build, automate, ship. If a task can be done by a model or an agent, you build it before anyone asks. In‑person in Redwood City, 5 days a week. No exceptions. Judgment over pedigree. We care about what you’ve shipped and how you think. High trust, low process. You can write a crisp email, run a meeting, and make a decision without waiting for permission. Operational excellence. Details matter. You finish what you start. What we offer Direct mentorship from a repeat founder & CEO Competitive base + meaningful equity (calibrated to level) Full health, dental, vision; unlimited vacation A real product with paying customers and a path to a category‑defining outcome #J-18808-Ljbffr