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 Exists
Foundation 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 For
- Experienced operators who have run multiple functions simultaneously — not specialists who want to go deep in one area
- People 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 line
- Leaders who build strong teams and develop strong managers — not people who prefer to stay hands-on in order to stay in control
- Operators who are equally comfortable with a spreadsheet, a 1:1, and a process diagram — and know which one a situation calls for
- People who have managed through high-growth environments and know the difference between a scaling problem and a management problem
What Success Looks Like
After 90 Days
- Direct reports have clear development plans and understand what the next level looks like for them
- No operational fires that you haven’t identified and aren’t actively managing
- The COO’s span of meaningful oversight has visibly reduced
After One Year
- People Ops is running a hiring and onboarding machine — sub-28-day time to fill on most roles, 90%+ onboarding satisfaction
- The PM function has measurable SLA improvement since you joined
- The Transformation team is fully integrated under your oversight
- You have identified at least two people on your team with a clear path to the next level
- The COO is no longer the decision-maker on operational questions that don’t require her
What We’re Looking For
Required
- 5+ years in operations leadership, with direct management of multiple functions or teams
- Agency experience — digital, creative, content, or marketing agency
- Demonstrated ability to build and develop managers, not just manage individual contributors
- Experience in a high-growth environment (rapid headcount or revenue scaling)
- Strong process design instincts — you have built SOPs and workflows that people actually use
- Fluency in project management best practices and operational infrastructure
- Experience with remote-first, globally distributed teams
- Comfortable using LLMs and AI tools in day-to-day work, with sound judgment about when they help and when they don’t
Strong Asset
- Digital marketing or B2B content agency background specifically
- Familiarity with EOR and contractor compliance across geographies (Deel, Remote, Oyster, or equivalent)
- Experience managing through or alongside an AI enablement or process transformation initiative
- Formal process improvement training or certification (Lean, Six Sigma, or equivalent)
Compensation
Base 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.
How to apply
- Fill in the Culture Index survey: https://go.cultureindex.com/p/13YzsBrFi7tHCTWkutz
- Apply through the application form