People Operations Director

Why Shiftsmart

We’re building the Amazon of labor. We’re a labor platform pairing end-to-end workforce management technology with a rapidly growing global network of 5M flexible workers to create scalable labor solutions for the largest companies in the world, like Circle K, Pepsi, Dollar General, Starbucks and more. Our unique business model fractionalizes jobs down to shifts and makes it easy for workers to work across multiple companies through a digital marketplace. We’re one of the fastest-growing startups in the country. We’ve grown 2-3x each year since we started and raised $120M+ from top-tier investors including D1 Capital & Imaginary Ventures…and we’re only getting started.

Our mission is to build the world’s leading platform for hourly workers and enterprises enabling flexibility, choice, and upward social mobility.

• Join a rocketship. This is a unique opportunity to join the ground floor of a rapidly scaling business that is changing the way hourly labor works and capturing a $2 trillion dollar opportunity in the US alone.

• Ownership + impact. Join a team that is challenging and supporting one another to build a great business and create flexibility, choice, and upward social mobility for workers everywhere.

• Captain your career path. Enjoy accelerated learning and growth working with a world-class team from top tech companies (e.g. Uber, Airbnb, Google, Amazon), business schools (e.g. HBS, GSB, Wharton), and professional services (e.g. Bain, BCG, Goldman).

• Become a world-class executor. We believe that #ExecutionIsBinary, and are dedicated to helping you master that skill for life here and beyond.

Team Mission:

The mission of the People team is to make Shiftsmart the place where the best talent in the market chooses to build their career, and does their best work once they're here. That means finding and hiring people who raise our talent density, getting them productive and embedded in our ways of working fast, and building the systems (performance management, career growth, feedback) that keep our best people learning, growing, and staying. As Shiftsmart scales headcount, this leader will be responsible for building the people infrastructure including, recruiting capability, onboarding, and performance/retention systems that help us hire and retain a workforce that matches the ambition of the business, without sacrificing our talent bar or our culture.

This role is based in New York City (HQ) with typically 4+ days per week in the office.

Outcomes:

This leader owns three outcomes end to end: (1) the quality and speed of who we hire, (2) how successfully new hires ramp into Shiftsmart's ways of working, and (3) whether our best people grow and stay. They lead the recruiting team directly and act as the architect of the systems — interviewer training, onboarding programs, performance review cycles — that make hiring and retention repeatable rather than dependent on any one person's instincts. Like all managers at Shiftsmart, they operate as a player-coach: leading a team as leverage, while staying close enough to the data and the day-to-day to personally solve the biggest problems when needed. This person will work cross functionally to drive outcomes partnering closely with hiring managers and functional leaders across the company.

Responsibilities will include:

• 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 r