People Operations Director, Shiftsmart
$200-230k
+ Equity
2+ days a week in office
Custome enterprise workforce solutions
Be an early applicant
Custome enterprise workforce solutions
1001+ employees
Be an early applicant
$200-230k
+ Equity
2+ days a week in office
1001+ employees
Company mission
To revolutionize hourly work and build the world's leading platform for hourly workers.
Role
Who you are
- First-Principles Thinker: You don't need a traditional talent or HR background — you might come from finance, consulting, ops, or general management. What matters is that you can take a fuzzy problem (why do people leave in month three? what actually makes onboarding stick?), reason through it from scratch, and build the answer yourself rather than importing someone else's playbook
- Builder of Solutions, Not Just Processes: You think in terms of scalable systems that address the root cause, not one-off fixes. Whether or not you've built onboarding programs or performance cycles before, you know how to design something repeatable once you understand the problem
- Self Starter: You're comfortable taking initiative and consistently delivering results in fast-paced, ambiguous environments. You don't wait to be told what to do, you identify the problem, build the plan, and get to work
- Technical & Data-Driven: You use data to diagnose people problems (funnel conversion, ramp time, attrition) and prioritize accordingly. You're comfortable in Excel/Sheets and modern HRIS/ATS tooling, and you leverage AI tools to work more efficiently
- Player-Coach: You lead a team, but you're not above doing the work yourself — running an interview loop, rewriting an onboarding doc, or personally diagnosing why a cohort is churning — when that's the highest-leverage thing you can do
- Direct Communicator: You give and receive feedback candidly and kindly, and you're comfortable telling hiring managers and leadership uncomfortable truths about hiring quality, ramp, or attrition
What the job involves
- Own talent acquisition end to end. Lead and develop the recruiting team, own hiring funnel metrics (time-to-fill, quality of hire, offer-accept rate) across the business, and be accountable when they improve or slip
- Raise our talent bar. Design and run interviewer training that improves how the company assesses candidates — structured interview kits, calibrated scorecards, debrief practices — so we continue to raise the bar across interviewers and teams
- Build onboarding that sticks. Develop and continuously improve onboarding materials and programs that get new hires productive, fast, and fluent in Shiftsmart's Operating Principles, tools, and ways of working — measured by early-tenure performance and retention
- Run performance management. Own ongoing improvement and execution of performance review cycles (goal-setting, calibration, ratings, feedback) that reward performance and drive development in a way that’s clear, simple and easy to understand
- Drive retention as a system, not a reaction. Identify where and why we lose good people, and build the programs (career pathing, manager effectiveness, engagement feedback loops) that fix root causes before they show up as regretted attrition
- Lead with data. Build and use people analytics (funnel conversion, ramp time, performance distribution, attrition/retention by segment) to diagnose problems, prioritize the highest-leverage initiatives, and prove impact
- Manage and develop the recruiting team. Lead by doing. You'll need a deep enough understanding of the pipeline, process, and data to solve problems alongside your team, while upskilling direct reports and pushing them to own larger pieces of the funnel over time
Our take
Labor force participation is at an all-time low in the United States, and companies across the board are struggling to combat the shortfall. Shiftsmart’s solution is a dynamic labor marketplace, matching workers on their platform to temporary gigs, and helping companies fill gaps without committing to, or having to attract, full-time talent.
Shiftsmart’s network of over 1.2 million workers serves big-name enterprises like Google, HP, Apple, and Levi’s, and is part of a growing industry of staffing solutions for hourly workers that have been seeing big VC investments over recent years. Driven by the gig economy becoming more normalized and demand for flexible hours increasing, Shiftsmart saw its revenue increase by nearly 400%, and they put this success down to a competitively unique business model that sees more control being put in the hands of workers and employers alike. They have now done work in over 57 countries, and are operating tens of thousands of shifts each week.
Some user feedback suggests the company still has some kinks to iron out on their platform, with multiple complaints about delayed or missing payments. But with thousands of successful, efficient job placements found over the last few years, Shiftsmart are making strides in an area that looks set to remain in high demand.
Freddie
Company Specialist at Welcome to the Jungle
Insights
44% employee growth in 12 months
Company
Company HQ
World Trade Center, New York, NY
Leadership
Aakash Kumar
(Founder & CEO)Forbes 30 Under 30. Previously founded Searchlight Ventures during college. Worked as a Consultant @ Booz & Co and later as Cloud Business Operations & Strategy Lead @ Google.
Pavan Patel
(CTO)Forbes 30 Under 30. Previously Software Engineer @ Simply Hired and former teacher @ Teach For America.
Salary benchmarks
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