Do you get energy from building the system behind the system — the infrastructure that lets everyone else do their best work?Have you managed across multiple functions simultaneously? Can you hold a high standard for process and execution without making it feel bureaucratic?If this sounds like you, keep reading. If not, that’s okay — this role is not a fit, and that clarity is intentional.Foundation is a remote B2B digital marketing agency helping SaaS and enterprise clients grow through content, SEO, GEO/AEO, paid media, Reddit, and strategic distribution. We’ve been doubling in size year over year and we’re not slowing down. We work with ambitious brands that expect quality, consistency, and attention to detail.Why This Role ExistsFoundation has four operating functions — People Ops, Project Management, Executive Support, and Operations Support — that currently report directly to the COO. That’s not a sustainable structure at the pace we’re growing. This role exists to build the operational layer between those functions and the COO, freeing strategic capacity at the top while ensuring execution doesn’t slip as we scale.The Director of Operations owns the infrastructure that makes delivery possible: how people are hired and onboarded, how projects are tracked and resourced, how support roles are structured and developed, and eventually how we systematize and improve the processes that drive the business. This is a build role at a company crossing from growth stage to scale.Who This Role Is ForExperienced operators who have run multiple functions simultaneously — not specialists who want to go deep in one areaPeople who have worked in agencies and understand the operational reality: delivery is the product, utilization matters, client pressure is constant, and nothing moves in a straight lineLeaders who build strong teams and develop strong managers — not people who prefer to stay hands-on in order to stay in controlOperators who are equally comfortable with a spreadsheet, a 1:1, and a process diagram — and know which one a situation calls forPeople who have managed through high-growth environments and know the difference between a scaling problem and a management problemWhat Success Looks LikeAfter 90 DaysDirect reports have clear development plans and understand what the next level looks like for themNo operational fires that you haven’t identified and aren’t actively managingThe COO’s span of meaningful oversight has visibly reducedAfter One YearPeople Ops is running a hiring and onboarding machine — sub-28-day time to fill on most roles, 90%+ onboarding satisfactionThe PM function has measurable SLA improvement since you joinedThe Transformation team is fully integrated under your oversightYou have identified at least two people on your team with a clear path to the next levelThe COO is no longer the decision-maker on operational questions that don’t require herWhat We’re Looking ForRequired5+ years in operations leadership, with direct management of multiple functions or teamsAgency experience — digital, creative, content, or marketing agencyDemonstrated ability to build and develop managers, not just manage individual contributorsExperience in a high-growth environment (rapid headcount or revenue scaling)Strong process design instincts — you have built SOPs and workflows that people actually useFluency in project management best practices and operational infrastructureExperience with remote-first, globally distributed teamsComfortable using LLMs and AI tools in day-to-day work, with sound judgment about when they help and when they don’tStrong AssetDigital marketing or B2B content agency background specificallyFamiliarity with EOR and contractor compliance across geographies (Deel, Remote, Oyster, or equivalent)Experience managing through or alongside an AI enablement or process transformation initiativeFormal process improvement training or certification (Lean, Six Sigma, or equivalent)CompensationBase Pay: $110,000–$125,000 CAD (Canada / Band A). Equivalent range applies for Band B hires, adjusted to local market rates. We do not hire below Band B for this role.Variable Compensation: Individual performance bonus (15–20% of base, KPI-tied) and company-wide profit sharing. Variable compensation is not reduced by geography.How We Set Comp: Final compensation is determined by experience, role level, and location. We use a role × level × location framework. We pay intentionally, hire globally, and reward impact.
