Head of Operations

Rockstar is rebuilding the infrastructure for employability by collapsing the cost of hiring. For decades, the high cost of recruiting meant that only companies with big brands or deep pockets could reliably find the talent needed to build winning teams. By blending GenAI with human judgment, this company cuts the cost of recruiting by over 90%, suddenly making it easy for every employer to get in the game.

When every company can compete, the market changes. Candidates have more options and employers can compete – and win – on what actually matters. This organization is laying the foundation for an employment system that works—one where it's easy for wonderful companies to build winning teams, and where every single person has the opportunity to build an extraordinary career.

About the Role

This company is hiring a Head of Operations to own the engine that powers client delivery. This role is the connective tissue between its people, its platform, and the experience clients receive—responsible for ensuring that every engagement runs smoothly, consistently, and at a level of quality that compounds trust over time.

The successful candidate will manage and scale the teams that drive delivery across the company experience: Sourcing, Talent Operations, and Recruiting. They will own the operating cadence, the metrics, the forecasts, and the systems that keep delivery humming as volume increases. When something breaks, they will fix the system—not just the instance.

This is a builder's role. The company is scaling rapidly, and the operational infrastructure needs to scale with it. The Head of Operations will be designing processes, standing up dashboards, defining SLAs, leveling up managers, and creating the playbooks that allow the delivery of a consistent, high-quality experience at 10x the current volume. This role reports directly to the founder.

What You'll Own

- Delivery operations end-to-end. The candidate is accountable for the quality, speed, and consistency of every client engagement from kickoff through close. When a client has a great experience, that's their machine working. When they don't, it's theirs to diagnose and fix.

- Team performance and development. They will manage a growing team across Sourcing, Talent Operations, and Recruiting. That means hiring, onboarding, coaching, running performance cycles, and building the kind of culture where high performers thrive and underperformance is addressed quickly and fairly.

- Forecasting and capacity planning. They will own the delivery forecast—understanding incoming demand, modeling team capacity, and making resourcing decisions that keep the company ahead of the curve without over-hiring.

- Operational and financial metrics. They will define and manage the KPIs that matter: utilization, throughput, cycle time, client satisfaction, cost-per-delivery, and margin. They will build the reporting infrastructure so these numbers are visible, trusted, and acted on.

- Process design and continuous improvement. They will build repeatable, documented workflows and continuously improve them. The ideal candidate has a low tolerance for ambiguity in operations and a high standard for how work gets done.

- Cross-functional coordination. They will work closely with the product and engineering teams to ensure that operational needs inform platform development—and that new platform capabilities are adopted and leveraged by the ops team.

- Scaling readiness. They will pressure-test every process against the question: does this work at 5x volume? If not, they redesign it before it breaks.

What We're Looking For

- 6+ years of operational experience in a tech-forward, high-growth environment with clear accountability for forecasts and operational and financial metrics

- Track record of building, managing, and leveling up teams—whether done at scale or earlier in a leadership journey; the company cares more about the quality of instincts and trajectory than the size of the org chart

- Deeply analytical—defaults to data, builds dashboards before being asked, and uses metrics to drive decisions rather than validate them after the fact

- Strong process orientation with the ability to design scalable systems from scratch, not just optimize existing ones

- Experience managing through ambiguity and rapid change; comfortable making decisions with imperfect information and iterating quickly

- Excellent written and verbal communication skills in English; able to communicate clearly with U.S.-based leadership and clients

- Bias toward ownership and action—does not wait for permission, and closes loops without being asked

- Willing and able to work U.S. business hours

There is no industry preference. What matters is how one thinks, how one builds, and whether one holds themselves to a high standard.

Location

Philippines or Latin America (remote). Must be able to maintain meaningful overlap with U.S. business hours.