VP Operations Staffing

Your missionOwn the operating engine of our staffing business so we deliver fill + quality as the product: fast ramps, limited to 0 no-show, strong retention, and consistent expansion to 80%+ share on priority sites. Deliver revenue growth using all the tools at your disposal, and build it into a system that runs smoothly and sustainably. This is hands-on and execution-first. You’ll be a close ally to the GM and a member of the Leadership Team with full transparency and visibility into the business.

Your responsibilities

Ramp excellence + share-of-site

• Run ramp war rooms during launch windows and stabilize sites fast.

• Build and enforce a simple ramp playbook (readiness, launch week, stabilization).

• Win vendor competition through execution: reliability, replacement speed, and onsite performance that earns more volume.

Partner with Sales to grow the local business

• Join pre-sales when it matters: help design the operating plan for new sites (ramp plan, staffing model, onsite coverage, risks/mitigations).

• Pressure-test deal assumptions (volumes, shift patterns, onboarding constraints) so we don’t sell fantasy ramps and misforecast and over/under invest.

• Turn strong delivery into growth: expansion plan per priority account (how we earn more share, more reqs, renewals).

• Maintain tight feedback loop with Sales on what wins/loses deals and what Ops needs to deliver to win the next one.

Operating cadence and clarity

• Weekly operating review for top sites + all new ramps.

• Daily rhythm for at-risk sites with clear owners and escalation.

• Clear handoffs and accountability across KAM, OSM, Recruiting.

Performance management 

• Dashboards used daily.

• Drive improvements in: fill, no-show, time-to-replace, D1/D7 retention, client satisfaction, share-of-site.

• Diagnose where the funnel breaks (supply vs conversion vs show-up vs retention) and fix it fast.

Quality, compliance, and worker readiness - be practical first and foremost

• Improve screening, onboarding readiness, attendance discipline, early retention.

• Ensure the basics don’t break ramps: eligibility/onboarding flow, safety readiness, onsite coordination.

• Implement practical no-show recovery routines and same-day replacement plans.

Scale the org

• Build repeatable pods and standard roles across markets.

• Hire, train, and performance-manage leaders who thrive in a high-tempo culture.

• Standardize what works across sites.

GM partnership

• Keep GM inserted by default: frequent visibility, early escalation, clear decisions needed.

• Be direct: fast communication, no filtering, no corporate smoothing.