Founding Head of Operations ($135,000 - $165,000 + Equity)

About the role

This is the role where MOOV either works or doesn't. A district signs. Then hardware has to be staged, shipped, and mapped to the right rooms. Rosters have to sync with the SIS. Training has to be scheduled and conducted. ID cards have to be designed, printed, and encoded. Large electronics need to be procured, assembled, packaged, shipped, and then provisioned to a school's environment once they land. A school's own team has to get Readers on walls, and it has to go smoothly even when that school is a thousand miles away. During the summer, when we onboard hundreds of new schools at once, somebody has to make sure every one of them lands. That somebody is you.

Right now, implementation is unstructured — a massive operation with too many moving parts held together by two people. Your job is to take it over, build the machine, and make MOOV go live in the country's biggest districts without breaking.

Responsibilities

• Get schools live. Own every implementation from signed PO to a building running on MOOV: shipping manifests, room mapping, roster syncs, training schedules, and a self-install kit so clear that a school's own team gets Readers up without a single confused phone call. You'll do a lot of it personally at first. That's the point — you can't automate what you haven't run yourself.
• Obsess over the customer experience. Most of this job happens in person, in school buildings. You'll know the technology director's name, the head custodian's name, and which principal answers texts. The difference between a good experience and a great one is a hundred small things somebody noticed and fixed. You're the reason a principal in Charleston tells a principal in the next county to call us.
• Run the company's rhythm. Between launches, MOOV's internal operations are yours: deliveries, procurement, inventory, vendor and tool stack, and one dashboard the whole company reviews every morning — what shipped, what's late, which schools are due a touch, whether we're on pace against the goal. You call the plan of the day.
• Build your way out of all of it. Catch the pattern behind every repeated problem. Turn tribal knowledge into playbooks a new hire can run. Automate what shouldn't need a human — with Claude Code or whatever tool does the job; we'll buy you anything that works. The measure of this job is not how many implementations you can personally carry. It's how fast the next person can.

What you're walking into

We'd rather you hear this from us than find it in week one. Implementation has no written system. This August we had over a hundred open deliveries with no owner or date, one person doing all the assembly and packing, and founders driving kiosks to schools in their own cars. Two finance workflows disagree with each other. Conferences and word of mouth carry our growth. None of this embarrasses us. It's what year two of a fast company looks like. Clearing it is the first stretch of this job.

How we'll both know it worked

• By week two: you've established your role within the company and have a clear objective laid out for the next 30 days with tangible goals: overhaul deliveries, restructure onboarding, introduce a tool we're missing.
• By month three: you own the implementation function outright. Every open delivery has an owner, a promised date, and a named blocker, and our launch timeline per school has been cut in half — with the written system to prove it wasn't luck.
• By month six: we're still growing at last year's pace, but the hours this company spends on manual operations have been cut in half. Your emails go out without anyone reviewing them. You can run a school training or a demo entirely alone. And you've started training the people under you.

This is a fast-track role. We check in formally every 30 days and do a full performance review annually, and the honest ceiling on this seat is a C-suite position at MOOV. We promote execution, quickly, and we'd rather build our leadership team out of people who earned it here.

Who you are

• You're better than us. We don't have to push you; you push us. You don't have to be told to keep up — you're asking us to keep up.
• You care deeply. Not about "operations" in the abstract, but about whether a specific kid in a specific hallway is accounted for.
• You're high agency. A shipment is stuck, the IT director is unreachable, and school starts in 14 hours. You move. And then there is no next time, because you built the checklist that catches it two weeks earlier.
• You take accountability. When something breaks that wasn't technically yours, you fix it first and sort out whose it was later. You have a specific story like this ready, because it's how you already work.
• You're obsessively curious. You need to know how something works, and you won't settle for a non-answer.
• You scope before you execute. Handed something unfamiliar, your first move is finding out what it actually is — not two confident hours in the wrong direction.
• Your questions have specifics in them. "I just got confirmation that Oak Tree High School had their printing station set up. Did you turn on the photo sync to eSchool? Is there a way I can do that myself, and if not, can I try to make it now?" — not things the documentation already answers.
• You use AI as leverage and own the output. If a prompt misses something, that's your miss, not the tool's. You can tell us about a time AI got something wrong and you caught it — because you were checking.
• You're confident without needing to win. You'll push back on either of us with evidence, and take a "no" without wilting or sulking.
• When a problem repeats, you build the fix instead of getting faster at the answer.
• You're credible in a school building. You can hold a room of skeptical teachers without condescending to them or apologizing for the software.
• You treat logistics as physical reality: shipments, freight timelines, a hardware count that has to be exactly right.
• Your writing is good enough to send to a superintendent without anyone editing it.
• You're not an engineer, but a dashboard, a CSV, an SIS sync, or a device that won't pair doesn't scare you.
• You have 1–3 years where you were personally responsible for something going right: operations, implementation, field ops, program management, logistics, or teaching.

Helpful, not required: you've been a first or early ops hire and built process rather than inheriting it.

The hours

This job is in our Brooklyn office at 15 MetroTech Center, five days a week, 7am to 7pm. Why 7am? That's when our schools start. Why 7pm? That's when schools on the West Coast end. You'll also be out at schools with us several times a month — travel covered. We are flexible and accommodating, but we are not aiming to be good, or even great. We will be the greatest system a school has ever used. Lives are on the line. We believe we can help prevent the next school tragedy. This is what it takes.

Compensation

We'll offer you a choice between three packages: more cash and less equity, more equity and less cash, or somewhere in the middle.

• Base: $135,000 – $165,000
• Equity: 0.30% – 0.50%

Benefits

• Health, dental, and vision coverage
• Lunch every day, and dinner if you're here late
• Daily commuter stipend; school and conference travel covered
• Unlimited PTO
• Access to whatever tools you need, plus a monthly book budget
• Regular team offsites
• Relocation stipend if you're moving to New York for this

How hiring works

• Intro call — 25 minutes with Kevin and Samera.
• In person, with both of us — a conversation, not a presentation: walk us through one system you've built and one mistake you solely caused, in real detail. We want to see how you think out loud, in a room, face to face.
• A paid day in our office — you spend a full day with us running a simulated day of MOOV operations: a real (anonymized) delivery queue, real inventory, and customers messaging you the way ours actually do. We pay for your time because we're asking for real work. Ask us as many questions as you want, meet the team, and walk us through what you built at the end of the day. This is the part we weigh most heavily, and it's the part where you find out whether you want to work here.
• References, then an offer — usually within 48 hours of your day with us. Only applicants applying through Hirevire will be considered.