As our first Business Operations hire, you9ll build the operational infrastructure from scratch. There9s no playbook, no existing business ops team, and no predecessor in the role. You9ll decide what to systematize first, build processes that scale, and ensure nothing falls through the cracks while the company continues to grow rapidly.
What You9ll Own- Cross-team coordination. You9ll maintain the picture of who9s working on what across product, design, engineering, and implementations. When a new bank comes in, you9re the person who looks at current allocation, identifies who has capacity, and presents staffing options, not the founder doing it from memory in a Slack DM.
- Workload visibility and risk tracking. You9ll build and run a lightweight system so leadership has a weekly view of team load, active work, and delivery risk. You surface early warning signs like stalled projects, overloaded teams, or unanswered customer concerns. The goal is to surface problems before they become emergencies.
- Operational rhythm. Leads syncs have agendas. Cycle kickoffs happen on schedule. Action items from meetings get tracked and followed up on. OOO plans are documented. 90-day reviews get scheduled. You own the cadence that keeps the company running smoothly.
- Staffing and project coordination. When projects need to be reassigned, when someone goes on PTO, when a customer escalation needs routing, you9re the person who makes sure the handoff happens and nothing gets dropped. You maintain the map of who covers what, and you update it in real time.
- Vendor and logistics management. Office space coordination, software contracts, expense approvals, travel booking for offsites and team meetups in collaboration with People Operations. This work is real, it takes real hours, and it currently lands on people who should be building product.
What You Won9t OwnYou9re not a people manager, team leads manage their own reports. You9re not making product decisions, the founder and product leads own the roadmap. You9re not doing the work itself, you9re making sure the people who do have what they need and that nothing falls through cracks.
What We9re Looking For- 3-6 years of experience at a startup that scaled through the 15-to-80 person range. You9ve lived through the transition from 44everyone does everything44 to 44we need real structure,44 and you know what works and what9s overkill at each stage.
- You9ve held a role where you were responsible for cross-functional coordination. Titles you might have held include ops manager, business operations, chief of staff, program manager, or a senior role at a consulting firm. The title matters less than whether you were the person who kept the trains running.
- You9re a strong writer and communicator. You9ll create the operational documentation that doesn9t exist yet, staffing plans, project trackers, meeting agendas, status reports, process docs. If you can9t write clearly and concisely, everything you produce will be ignored.
- You9re relentlessly organized without being bureaucratic. You add just enough structure that things don9t fall through cracks, but you know the difference between useful process and process for its own sake.
- You9re comfortable with ambiguity. In the first month, you might be updating a project board, chasing down a dropped support ticket, organizing travel for an offsite, and building a staffing spreadsheet, all in the same day. If that mix of variety and ownership sounds exciting, you9ll feel right at home here.
- You9re direct and unintimidated. You9ll need to tell a team lead 44your team is overloaded and we need to cut something44 and tell the founder 44you committed to something we don9t have capacity for.44 This role requires comfort with giving direct and thoughtful feedback.
Nice to Have, Not Required- Experience in B2B, enterprise software, or fintech
- Familiarity with tools like Linear, Notion, Pylon, Mixpanel
- Experience supporting a technical team (engineering, design, product)
What You Won9t Find in This RoleThis isn9t a back-office position. You9ll work directly with the founder and team leads daily. You9ll have visibility into every part of the company. The decisions you enable and the problems you catch will directly affect whether this company scales well or burns out its best people.
How You9ll Know It9s WorkingA month in, the founder stops being the person who9s asked 44who9s covering this.44 Two months in, there9s a weekly snapshot of team load that didn9t exist before. Three months in, problems get surfaced in a regular report before they become emergencies. Six months in, a new bank comes in and the staffing conversation takes fifteen minutes instead of a week of ad hoc huddles.
We offer equity, a sponsored 401K, parental leave, and fully paid health, vision, and dental insurance. Additional benefits include unlimited PTO, a remote work stipend, a life-style stipend, and twice-yearly company retreats. This role would also attend periodic team meetups in NYC and SF.
