Senior Manager, Network Operations

OpenKrill; United States; Remote; USD 150,000 - 190,000; Full time

Job summary

Airspace is seeking a senior leader to oversee the Regional Network Managers and Agent Leads, ensuring consistent standards, tooling, and escalation across four regions. You will coach leaders, balance workloads, and own critical deactivation decisions with cross-functional partners to maintain global network health.

The role emphasizes strategic partnership with VP and US Network Solutions leadership, aligning capacity planning, org design, and data-driven scorecards to drive reliable,

Qualifications

• 2-5+ years in network operations, field operations, or multi-site operations leadership with people management across more than one function.
• Experience managing managers, not just individual contributors.
• Comfortable being one of three decision-makers on a consequential call with peers.
• Ability to prioritize between two RNMs sharing an Agent Lead when needed.
• Strong operational judgment to distinguish regional issues from cross-regional ones.
• Experience partnering with strategic or business development functions to translate handoffs into operational reality.

Responsibilities

• Directly manage the four Regional Network Managers, ensuring cross-regional consistency in standards and tooling.
• Directly manage the two Agent Leads, balance workload, and ensure consistent execution across regions.
• Coach and develop both groups with appropriate, role-specific judgment.
• Resolve misalignment between RNMs and the Agent Lead before it becomes a network issue.
• Own prioritization when two RNMs need attention at the same time.
• Serve as one of three required parties on every agent deactivation decision and ensure proper documentation.
• Escalate strategic or account-level risk to VP when necessary.
• Act as escalation point for RNMs and Agent Leads on cross-regional issues.
• Stay aligned with Senior Manager of Network Enablement on recruitment pipelines and training.
• Partner with the VP on capacity planning, org design, and strategic initiatives.
• Coordinate with US Network Strategy & Operations to ensure consistent data/scorecard methodology.

Skills

People management

Cross-functional leadership

Operational judgment

Strategic planning

Communication

Education

Bachelor’s degree in a related field

Job description

Company Introduction:

Airspace is a tech-enabled freight forwarder that’s redefining how the world’s most critical packages are delivered. Headquartered in Carlsbad, California, Airspace has employees who are based around the world. Our European headquarters is in Amsterdam, The Netherlands.

As a recognized leader in AI and machine learning, our team leverages data and patented technology to coordinate logistics across a global network of drivers and airlines. Our goal is to deliver those packages that are truly mission-critical in a way that is faster, more transparent, more secure, and more accountable than ever before. The items we deliver range from organs for transplant, to parts for critical machinery including grounded aircraft and highly sensitive components such as semiconductors.

Airspace has been rated one of America’s best Startup Employers and listed as one of CNBC’s Disruptor 50 companies. Airspace has the support of leading investors such as Telstra Ventures, HarbourVest Partners, Defy Partners, DBL Partners, and Scale Ventures. To date the company has raised more than $140m.

The company is growing rapidly and serving more places around the world than ever before. We are looking for passionate, motivated individuals who want to make an IMPACT every day to help us execute on our mission of reshaping the world of time-critical logistics.

Own Consistent Execution Across the Network

You manage two different kinds of leaders. Four Regional Network Managers each own the complete supply picture in their geography, drivers and agents alike, and are accountable for their region’s overall health. Two Agent Leads each own agent-specific execution, onboarding, performance conversations, and (jointly with you and Procurement) deactivation, across two regions apiece. Your job is to make sure standards, tooling, and escalation protocols work the same way across all six of them, and that friction between the RNM and Agent Lead structure never becomes the network’s problem. This role sits at an intersection that’s new to the org: RNMs are accountable for outcomes they don’t personally execute on the agent side, and Agent Leads execute without owning the region they’re executing in. When that split works, neither side notices the seam. When it doesn’t, that’s yours to fix. The most predictable version of this: an Agent Lead covers two regions, andboth RNMs need their attention at once. That’s not a rare edge case, it’s a structural feature of the dotted-line model, and the default answer is you decide the priority when the two RNMscan’t work it out themselves. You are also one of three required parties, alongside the relevant Agent Lead and Procurement, on every agent deactivation decision. This isn’t a rubber stamp: a deactivation has real consequences for regional coverage, and someone with visibility across all four regions needs to be in that decision, not just the person closest to it.

What You’ll Do

Manage the Regional Network Manager and Agent Lead Teams

• - Directly manage the four Regional Network Managers, owning cross-regional consistency in performance standards, tooling, and escalation protocols
• - Directly manage the two Agent Leads, making sure the two-region split is working, workload is balanced, and agent execution is consistent across all four regions
• - Coach and develop both groups differently — RNMs need broad, general-manager judgment across a full region; Agent Leads need deep, specific judgment on agent performance and the harder conversations that come with it
• - Resolve misalignment between an RNM and the Agent Lead covering their region before it becomes the network’s problem
• - Own prioritization when the two RNMs sharing an Agent Lead both need their attention at the same time — this is a structural, recurring tension with the dotted-line model, not an occasional exception, and the default is that you decide when the RNMs can’t resolve it between

Own Agent Deactivation Decisions

• - Serve as one of three required parties, with the Agent Lead and Procurement, on every agent deactivation decision, bringing the cross-regional and operational perspective an individual Agent Lead may not have
• - Ensure deactivation decisions are documented consistently and held to the same standard across all four regions, not decided differently region by region
• - Escalate to the VP only when a deactivation carries strategic or account-level risk beyond the region it affects

Serve as the Operational Escalation Point

• - Serve as the escalation point for Regional Network Managers on cross-regional issues or decisions that exceed their authority
• - Serve as the escalation point for Agent Leads on issues that cut across more than one region or require senior management-level judgment
• - Stay aligned with the Senior Manager of Network Enablement so recruiting pipelines and training programs reflect regional demand across all four regions.

Partner on Strategic and Cross-Functional Work

• - Partner with the VP on capacity planning, org design, and strategic initiatives for Network Operations
• - Partner with the Director, US Network Solutions during the build phase of new strategic accounts or capabilities, representing what RNMs and Agent Leads actually need to execute cleanly once something is handed off — a bad handoff is a failure regardless of how good the deal was
• - Coordinate with the Lead, US Network Strategy & Operations so the data and scorecard methodology RNMs and Agent Leads depend on is consistent and trustworthy across the network

Requirements

• - 2-5+ years of experience in network operations, field operations, or multi-site operations leadership, with people-management experience across more than one function or team type
• - Experience managing managers, not just individual contributors — comfortable coaching leaders who each own a full geography as well as leaders who own a specialized, narrower function
• - Comfortable being one of three decision-makers on a consequential call rather than the sole decision-maker — shares authority well without diluting accountability
• - Comfortable making a fast, sometimes unpopular prioritization call between two peers who each think their need is more urgent — this happens routinely with a shared Agent Lead, and defaulting to indecision or letting it resolve itself is not an option
• - Strong operational judgment — you can tell the difference between a regional issue that should stay with the RNM and a cross-regional issue that genuinely needs senior management-level intervention
• - Experience partnering with a strategic or business-development-style function receiving handoffs of new capabilities or accounts, and translating them into operational reality on the ground
• - Clear, direct communicator, comfortable resolving disagreements between peers who report to you and who may see a shared problem differently
• - Bachelor’s degree in a related field, or equivalent practical experience

Success Metrics

2026

Performance standards, tooling, and escalation protocols are consistent across all four regions. RNMs and Agent Leads report a clear, well-functioning working relationship with each other, not friction that routes to you by default. Agent deactivation decisions are documented consistently and held to the same bar across all four regions. Handoffs from Network Solutions land cleanly, RNMs and Agent Leads report feeling equipped, not blindsided, by new capabilities or accounts.

2027

The RNM and Agent Lead structure is running with enough maturity that it no longer requires your active mediation to function well. Cross-regional consistency in standards and quality is measurably improved. You are spending more time on capacity planning and strategic partnership with the VP and Network Solutions than on resolving day-to-day friction between your direct reports.

Your First 90 Days

Build individual working relationships with all four Regional Network Managers and both Agent Leads. Get