Director of Operations

Director of Operations

Company: TalentFuze

Location: (Remote) LATAM preferred

Reports to: Founder & CEO

Growth Path: Director of Operations → Integrator → COO

About TalentFuze

TalentFuze helps marketing agencies build high-performing remote teams by connecting them with exceptional talent across Latin America and the Philippines.

As we grow, we're looking for an experienced staffing operator who can build and run the operational machine behind that growth.

The Role

We're hiring a Director of Operations to take ownership of the day-to-day operations of TalentFuze.

This is not a coordinator or project management role.

You will lead our team, drive accountability, oversee Client Success, Recruiting and Talent Operations, improve systems and processes, manage operational performance, and ensure we consistently deliver on our promises to clients and talent.

You'll work directly alongside our Founder/CEO.

The Founder will remain primarily focused on vision, growth, sales, marketing, brand, partnerships, and the future of TalentFuze.

Your responsibility is to turn that vision into execution.

Success means TalentFuze can continue growing without the Founder needing to personally manage the day-to-day business.

We're looking for someone who can succeed as our Director of Operations today and grow into the Integrator and ultimately COO seat over time.

What You'll OwnTeam Leadership & Accountability

You will become the primary leader for TalentFuze's operational team.

You'll be responsible for:

• Managing and developing team members
• Establishing clear expectations and ownership
• Holding people accountable for measurable results
• Conducting one-on-ones and performance conversations
• Addressing performance issues quickly
• Identifying team and capacity gaps
• Participating in hiring and eventually termination decisions
• Building a culture of ownership and follow-through

We need someone comfortable having difficult conversations and holding a high standard.

Client Success

You will be accountable for ensuring our Client Success function produces strong retention and client experiences.

You won't necessarily manage accounts yourself. You'll ensure the people who do are producing results.

You'll oversee:

• Client retention
• Client health
• Churn and contraction
• Client escalations
• Communication standards
• At-risk account identification
• Client Success team performance

Our goal is to solve problems before a client decides to leave.

Recruiting & Placement Operations

You'll be accountable for building a recruiting operation that is fast, predictable, and scalable.

You'll oversee:

• Client intake and recruiting handoff
• Candidate sourcing and quality
• Candidate presentation
• Interview coordination
• Time-to-shortlist
• Time-to-placement
• Interview-to-placement conversion
• Recruiting capacity
• Aging open roles
• Recruiting team performance

Our current process targets qualified candidates within approximately 7–14 days and placement around 21 days.

You'll be responsible for ensuring the people, systems, and processes are in place to consistently meet or improve those standards.

Talent Operations & Retention

Our responsibility doesn't stop when someone gets hired.

You'll oversee:

• Talent onboarding
• Early-placement success
• Talent support
• Performance concerns
• Client/talent conflict resolution
• 30-day retention
• 90-day retention
• Longer-term talent retention
• Replacement and offboarding processes

EOS & Company Execution

TalentFuze operates using principles from the Entrepreneurial Operating System (EOS).

You'll initially help operate our EOS rhythms and progressively take greater ownership as you develop toward the Integrator seat.

Responsibilities include:

• Running Level 10 meetings
• Maintaining company and departmental scorecards
• Driving quarterly Rocks
• Ensuring weekly To-Dos are completed
• Maintaining the Accountability Chart
• Identifying, discussing, and solving issues
• Turning leadership priorities into executable plans

Prior EOS experience is strongly preferred.

Systems, Processes & SOPs

As TalentFuze grows, operational complexity cannot grow at the same rate.

You'll continuously identify and fix:

• Bottlenecks
• Broken handoffs
• Missing SOPs
• Unclear ownership
• Recurring mistakes
• Manual work
• Technology opportunities
• Capacity constraints

We don't want someone who simply manages broken processes better.

We want someone who fixes them.

Operational Decision-Making

As trust is established, you'll increasingly be empowered to:

• Make day-to-day operational decisions
• Change processes
• Approve expenses within established parameters
• Resolve escalations
• Allocate team resources
• Hold team members accountable
• Make hiring recommendations
• Eventually make hiring and termination decisions

Our goal is not to create another layer where every decision still reaches the Founder.

We want an operational leader who can make good decisions independently.

How We'll Measure Success

Your scorecard will evolve as TalentFuze grows, but your performance will primarily be measured across four areas:

Client Success

• Client retention
• Gross MRR churn/contraction
• Client health
• At-risk accounts and escalations

Recruiting

• Time-to-candidate slate
• Time-to-placement
• Placement efficiency
• Candidate quality
• Open-role aging

Talent

• 30-day retention
• 90-day retention
• Talent performance and stability

Organizational Execution

• Weekly To-Do completion
• Rocks on track
• Departmental scorecard performance
• Team accountability
• Operational issue resolution

You won't be expected to personally execute every function.

You will be expected to ensure the people who own those functions produce results.

Your First 90 DaysDays 1–30: Learn & Diagnose

You'll learn the business, team, client journey, recruiting process, talent lifecycle, systems, SOPs, EOS rhythms, scorecards, retention trends, and current bottlenecks.

You'll meet individually with team members and evaluate existing roles, ownership, workflows, and operational risks.

By Day 30, you should be able to tell the Founder where our biggest operational weaknesses and opportunities are—not wait for him to identify them for you.

Days 31–60: Implement & Improve

You'll begin leading operational meetings and L10s, improving scorecards, clarifying accountability, improving SOPs, increasing visibility into client health and recruiting pipelines, and resolving recurring operational issues.

We expect your conversations with the Founder to increasingly sound like:

"Here's the problem. Here's why it's happening. Here's what I recommend we do."

Not:

"What do you want me to do?"

Days 61–90: Own

By Day 90, the operational organization should increasingly run through you.

You should have meaningful ownership of:

• Team management
• Client Success oversight
• Recruiting operations
• Talent operations
• Operational escalations
• L10s
• Scorecards
• Rocks
• SOPs
• Accountability
• Day-to-day operational decisions

The Founder should increasingly be able to operate as the CEO/Visionary instead of the company's Chief Problem Solver.

Who We're Looking ForRequired

You must have prior experience in an operations or leadership role within a staffing, recruiting, talent solutions, outsourcing, or closely related organization.

We need someone who already understands:

• Recruiting operations
• Client expectations
• Candidate pipelines
• Placements
• Talent performance
• Retention
• Capacity planning
• Client escalations
• Managing people responsible for these outcomes

You should also have:

• Experience leading teams
• Strong operational judgment
• Experience improving processes
• Experience managing through KPIs and scorecards
• Strong written and verbal communication
• Comfort having difficult accountability conversations
• Strong problem-solving skills
• The ability to move between strategy and execution
• A strong bias toward ownership

Strongly Preferred

• Remote/global team experience
• LATAM staffing experience
• Offshore/nearshore staffing experience
• Marketing agency experience
• EOS experience
• Experience working directly with a Founder/Visionary
• Experience scaling an early-stage or growing company
• Experience developing managers and department leaders

This Role Probably Isn't For You If...

You need detailed instructions before taking action.

You avoid difficult conversations.

You escalate problems without bringing solutions.

You prefer maintaining existing systems over improving them.

You need the Founder to make routine operational decisions for you.

Or you want a Director title without being accountable for Director-level outcomes.

The Growth Path

We're intentionally hiring this role with a larger future in mind:

Director of Operations → Integrator → COO

There is no automatic timeline or guaranteed promotion.

Growth will be based on your ability to lead people, build systems, produce measurable results, make strong decisions, and increasingly operate the company alongside the Founder.

The Outcome

The simplest way to describe your job is this:

Build and operate the machine behind TalentFuze so our Founder can focus on growing the company.

When Sales creates demand, Operations needs to be ready to deliver.

When something breaks, you find the root cause.

When accountability is unclear, you create clarity.

When someone isn't performing, you address it.

When a process can't scale, you improve it.

When the Founder has a vision, you help turn it into reality.

And as TalentFuze grows, you build the people, processes, systems, and capacity we'll need before growth forces us to.