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Director of Operations and Growth - MUST Send in 1 minutes LOOM Intro. Video
- Hiring from
- South Africa
- Work type
- Remote
- Posted
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Director of Operations and Growth
We need a hands-on leader who can turn Cosella’s operating plan into a business that wins clients, delivers strong service, and makes a healthy profit. This person will own the daily work across marketing, sales, and client delivery, reporting directly to Tolulope Michael, Founder and Chief Visionary Officer.
Hiring Location: South Africa.
Recommended Arrangement: Full-time and Remote, with a consistent agreed overlap with U.S. Central Time for team meetings and client calls.
About Cosella
Cosella helps companies improve sales team performance through AI tools, call reviews, sales playbooks, onboarding, and weekly coaching. Its model combines software with hands-on service. Clients enter through a Revenue Gap Audit, followed by onboarding with onboarding high ticket retainer
Who We Want
An experienced operator who has run a B2B agency, consulting business, sales enablement company, or software business with a substantial service team. They should have managed department leads, owned budgets, improved client delivery, and connected sales growth to profit. They must be willing to build processes and solve problems personally while developing capable team owners.
What this Person Will Own
Marketing Performance. Lead the marketing owner on campaigns, content, funnels, booking flows, and sales materials. Track qualified calls and cost to acquire a client. Keep the message and promises consistent across every channel.
Sales Execution. Manage the sales lead, pipeline, follow-up, forecasts, and cash collection with finance. Check client fit, review conversion problems, and ensure every sale has clear scope and a complete handoff.
Client Delivery. Manage audits, onboarding, setup, coaching schedules, client reporting, support, and renewals. Ensure each client has an accountable owner and receives every agreed deliverable.
People and Accountability. Set weekly priorities, assign owners and deadlines, run the leadership meeting, coach team leads, and identify hiring needs. Address missed commitments quickly.
Profit and Capacity. Track delivery costs, staff hours, budgets, margins, refunds, and overdue payments with finance. Check capacity before approving new client start dates. Fix the biggest business constraint first.
Product Coordination. Work with the product and technical leads on CRM connections, feature readiness, testing, and client issues. Ensure sales promises match what the team can actually deliver.
Candidate Profile and Hiring Details
Required Experience and Skills
Leadership Background. Recommended screening benchmark: 5 or more years in operations or business leadership, including 2 or more years managing several functions or team leads. Strong evidence of results matters more than job titles.
Commercial Judgment. Can explain acquisition cost, conversion, cash collected, client retention, delivery cost, and gross margin. Has improved business results using these numbers.
Delivery Experience. Has managed paying B2B clients, recurring services, onboarding, and client escalations. Understands how to grow without lowering service quality or overloading the team.
Systems and Communication. Strong spoken and written English; confident leading calls with U.S. business owners. Comfortable with CRMs, work boards, dashboards, spreadsheets, SOPs, and AI tools. Can work effectively across countries and time zones.
Useful Extras: Experience in sales coaching, high-value consulting offers, agency operations, SaaS implementation, or building a service team from an early stage.
Expected Progress in the First 90 Days
Days 1 to 30. Assess the team, funnel, client journey, costs, and product readiness. Establish one work board, named department owners, a weekly scorecard, and clear handoffs. Test the full path from lead to paid client to launch. Agree numerical targets with the founder using actual baseline data.
Days 31 to 60. Fix the main bottlenecks. Run the weekly operating rhythm. Track client adoption, delivery time, and real service cost. Improve sales follow-up and onboarding. Launch suitable pilot clients when the product and delivery team are ready.
Days 61 to 90. Present evidence of commercial and delivery progress, client results, margin, and capacity. Recommend what to scale, what to fix, and which hires are needed. The operating guide proposes a 60% direct service margin as a working goal, not a proven result or net profit margin.
How Performance will be Measured
Qualified calls, sales conversion, cash collected, acquisition cost, onboarding time, on-time delivery, client adoption, retention, service margin, and overdue issues. This person owns the combined scorecard and corrective action; department leads remain responsible for their work.
Compensation and Authority
Budget and engagement terms are to be agreed with the founder. Recommended structure: fixed pay plus a clearly defined performance bonus tied to profit, retention, and delivery. Routine execution sits with this role; agree spending and hiring limits, while the founder approves strategy and material pricing or offers changes.
We need a hands-on leader who can turn Cosella’s operating plan into a business that wins clients, delivers strong service, and makes a healthy profit. This person will own the daily work across marketing, sales, and client delivery, reporting directly to Tolulope Michael, Founder and Chief Visionary Officer.
Hiring Location: South Africa.
Recommended Arrangement: Full-time and Remote, with a consistent agreed overlap with U.S. Central Time for team meetings and client calls.
About Cosella
Cosella helps companies improve sales team performance through AI tools, call reviews, sales playbooks, onboarding, and weekly coaching. Its model combines software with hands-on service. Clients enter through a Revenue Gap Audit, followed by onboarding with onboarding high ticket retainer
Who We Want
An experienced operator who has run a B2B agency, consulting business, sales enablement company, or software business with a substantial service team. They should have managed department leads, owned budgets, improved client delivery, and connected sales growth to profit. They must be willing to build processes and solve problems personally while developing capable team owners.
What this Person Will Own
Marketing Performance. Lead the marketing owner on campaigns, content, funnels, booking flows, and sales materials. Track qualified calls and cost to acquire a client. Keep the message and promises consistent across every channel.
Sales Execution. Manage the sales lead, pipeline, follow-up, forecasts, and cash collection with finance. Check client fit, review conversion problems, and ensure every sale has clear scope and a complete handoff.
Client Delivery. Manage audits, onboarding, setup, coaching schedules, client reporting, support, and renewals. Ensure each client has an accountable owner and receives every agreed deliverable.
People and Accountability. Set weekly priorities, assign owners and deadlines, run the leadership meeting, coach team leads, and identify hiring needs. Address missed commitments quickly.
Profit and Capacity. Track delivery costs, staff hours, budgets, margins, refunds, and overdue payments with finance. Check capacity before approving new client start dates. Fix the biggest business constraint first.
Product Coordination. Work with the product and technical leads on CRM connections, feature readiness, testing, and client issues. Ensure sales promises match what the team can actually deliver.
Candidate Profile and Hiring Details
Required Experience and Skills
Leadership Background. Recommended screening benchmark: 5 or more years in operations or business leadership, including 2 or more years managing several functions or team leads. Strong evidence of results matters more than job titles.
Commercial Judgment. Can explain acquisition cost, conversion, cash collected, client retention, delivery cost, and gross margin. Has improved business results using these numbers.
Delivery Experience. Has managed paying B2B clients, recurring services, onboarding, and client escalations. Understands how to grow without lowering service quality or overloading the team.
Systems and Communication. Strong spoken and written English; confident leading calls with U.S. business owners. Comfortable with CRMs, work boards, dashboards, spreadsheets, SOPs, and AI tools. Can work effectively across countries and time zones.
Useful Extras: Experience in sales coaching, high-value consulting offers, agency operations, SaaS implementation, or building a service team from an early stage.
Expected Progress in the First 90 Days
Days 1 to 30. Assess the team, funnel, client journey, costs, and product readiness. Establish one work board, named department owners, a weekly scorecard, and clear handoffs. Test the full path from lead to paid client to launch. Agree numerical targets with the founder using actual baseline data.
Days 31 to 60. Fix the main bottlenecks. Run the weekly operating rhythm. Track client adoption, delivery time, and real service cost. Improve sales follow-up and onboarding. Launch suitable pilot clients when the product and delivery team are ready.
Days 61 to 90. Present evidence of commercial and delivery progress, client results, margin, and capacity. Recommend what to scale, what to fix, and which hires are needed. The operating guide proposes a 60% direct service margin as a working goal, not a proven result or net profit margin.
How Performance will be Measured
Qualified calls, sales conversion, cash collected, acquisition cost, onboarding time, on-time delivery, client adoption, retention, service margin, and overdue issues. This person owns the combined scorecard and corrective action; department leads remain responsible for their work.
Compensation and Authority
Budget and engagement terms are to be agreed with the founder. Recommended structure: fixed pay plus a clearly defined performance bonus tied to profit, retention, and delivery. Routine execution sits with this role; agree spending and hiring limits, while the founder approves strategy and material pricing or offers changes.