People Operations Manager

Role Benefits
- $8 per hour base, 40 hours a week, paid weekly
- A monthly retention bonus. At our target, it adds about ~$1-2 an hour, with opportunity to exceed that. Details below.
- Two weeks paid time off
- Fully remote, need at least six hours of daily overlap between the hours of 7:00am-5:00pm CST
- You report to our President
- Most of this function does not exist yet. You will build it, then run it.

Retention Bonus Details
We lose too many field technicians in their first six months. Your bonus is tied to fixing that through better systems, processes, and accountability. It pays monthly against our company-wide employee churn rate:

| Company churn | Monthly bonus | Effective hourly rate |
| 90% or higher | $0 | $8.00 |
| 80% | $40 | $8.23 |
| 70% | $80 | $8.46 |
| 60% | $120 | $8.69 |
| 50% | $200 | $9.15 |
| 40% | $280 | $9.62 |
| 35% (our target) | $340 | $9.96 |
| 30% | $400 | $10.31 |
| 25% | $460 | $10.65 |
| 20% | $520 | $11.00 |
| 15% | $580 | $11.35 |

AI’s forecast of where our churn rate should be, based on our industry, is 15-20% (ChatGPT), 15-20% (Gemini), and 25-35% (Claude), while our current churn is ~100%, for reference.

The formula is $4 per percentage point below 90%, then $8 per point below 60%, then $12 per point below 40%. Every separation counts the same, whether someone resigned or we let them go. Terminations will be determined by managers based on team member performance and company policy adherance.

Your first two months pay a guaranteed $200 bonus, because you inherit a number you had no part in creating. From month three, we measure the trailing three months annualized, then each month after that until twelve, we annualize the average accrued since your start.

The Company
Family-owned wildlife removal, pest control, and attic insulation services across Texas and Oklahoma. ~100 employees, most of them field technicians working in attics and crawlspaces. Growing ~25% a year.

The Problem
While our team members are mostly happy and satisfied, with internal promoter scores in the 90% percentile of companies in 2026, our field technicians often become apathetic and disengaged. Improved onboarding, more frequent feedback, and improved career advancement structure are areas of focus for this hire in the first ~6 months.

What You Will Own
**Hiring.** Job postings across four markets. First-round video interviews against a scorecard, with a written summary to the manager who makes the final call. Meta ads added as a hiring channel. All hiring channels documents for ROI and quality. Offers, background checks, and motor vehicle records.

**Onboarding and retention.** Onboarding start to finish, with the week-one and week-two checkpoints enforced rather than assumed. The 30, 60, 90 and 180-day check-in cadence after that: the manager has the conversation, you make sure it happens, log what it surfaces, and flag anyone drifting. An exit interview on every departure, coded so we can finally see the pattern.

**Payroll.** Helping our operations team run weekly payroll.

**Taking care of people.** Birthdays, work anniversaries, promotions, births, weddings, hospital stays, funerals. The handwritten cards our owner signs. Tenure rewards, and the cake that shows up at a job site when someone hits a year.

**Keeping managers on track.** Three Service Managers and three branch leaders each owe us interviews, ride-alongs, orientations, check-ins and reviews every week. You track it, chase what is open, and escalate to the Director of Operations when something slips twice.

**Reporting.** A weekly report card on hires, departures, interviews and check-ins. A monthly scorecard with churn by department and location, 90 and 180-day retention, time to fill, and cost per hire by channel.

Requirements
- Bachelor's degree
- Three or more years in people operations, HR, recruiting, payroll or executive assistance
- Fluent English and comfortable on camera. You will run most of our first-round interviews.
- Careful with numbers and discreet with pay information
- Reliable internet, a quiet space for video calls, and a webcam
- Six hours of daily overlap with US Central time

Two things worth knowing before you apply. Most of these systems do not exist, so you will be building rather than running something handed to you. And a real part of this job is following up on work other people have not done, which means chasing busy branch managers in Texas without irritating them.

Experience hiring hourly or field workers is a plus, not a requirement.