VP of Business Operations (Remote, Washington)

Blacksmith Agency LLC; United States; À distance; USD 150 000 - 210 000; Plein temps

Résumé du poste

Blacksmith Agency is seeking a VP of Business Operations to run the company day to day in a remote setting for US clients. You will oversee sales, recruiting, delivery and marketing and report to the founder.

The role involves leading four department leads, shaping the weekly rhythm, and driving profit by managing delivery margins and hiring costs. Responsibilities include steering commercial conversations, client contracts, vendor terms, and coaching leaders into strong operators, with

Qualifications

• Experience leading multiple functions and a large team.
• Track record of driving profitability and operational performance.
• Strong negotiation and contract skills.

Responsabilités

• Oversee four department leads, set priorities, and manage quarterly alignment.
• Own weekly rhythm, quarterly goals, and decisions when conflicts arise.
• Drive profit by focusing on delivery margins and cost of hires.
• Manage commercial discussions, client contracts, and vendor terms.
• Develop leaders and build strong operational leadership across the company.

Description du poste

About The Role

Blacksmith Agency is a remote agency building websites and running paid and organic programs for US clients. As VP of Business Operations you run the company day to day. Sales, recruiting, delivery and marketing all report to this seat. Today that work sits on the founder's desk, which is the whole reason it is open.

Blacksmith Agency

• Operations
• Full time
• Remote (USA or Canada)

This is the integrator seat.

If you run on EOS you know the shape already: the founder is the visionary and owns where the business goes, and you are the one who makes it happen, on a date, with the people we actually have. Each department lead knows their function better than you will. You are accountable for all four of them together, and for the profit number underneath.

What You Own

• Four department leads: their numbers, their development, their reviews, and the call when one of them is not going to get there.
• The week. The meeting rhythm, this quarter's priorities, and what gets cut when two of them collide.
• Profit, measured on attainment rather than activity. Margin on delivery, the real cost of a hire, which business we take and which we turn down.
• The commercial conversations: client contracts and the redlines that come back on them, vendor terms, and what we will and will not agree to.
• Building strong operators into actual leaders. Several of them have never been coached as one.
• The decisions that wait on the founder today, made the same day instead.

What You Need

• More than one function reporting to you, where their numbers, their hiring and the decision when a leader was not working out were yours to make. Running a large team inside a single function is a different job.
• You joined a company at one size and left it three or four times bigger. Forty people to a hundred and forty is the shape we mean. Expect to be asked for the headcount the day you arrived, the day you left, and what you put in place to make the second number survivable.
• A profit number you personally carried. Margin, not revenue somebody else sold and not a budget you were handed to spend.
• Real negotiation experience, on contracts and with people. This seat sits across the table often.
• A communicator. Most of what this job is, is being clear with four leaders and one founder about what is true right now.

Please do not apply if

• Nobody has ever reported to you, or you have never owned someone's review or had to performance-manage a leader.
• You have only ever led inside one function.
• The company you point to for growth was already large when you arrived.
• What you want is the visionary seat. That one is taken, and this is explicitly the other one.

None of these are preferences we bend on. They are how we screen, so applying anyway costs you an hour and gets you a no.

Process

Three conversations, then a decision. A thirty minute screen with our recruiter, a first round with the founder this seat reports to, and a final. No take-home project and no panel interview.