Operations Manager

We're a growing FACE FOUNDRIÉ system in the Treasure Valley looking for an Operator — someone who runs a tight ship, develops people, puts the clientele first, and takes real ownership of a P&L. You also need to be genuinely obsessed with the client experience. Every guest who walks through our door should have the same excellent visit, whether it's their first or their fortieth, and whether or not you're in the building that day.

Compensation

Target first-year earnings: $70,000–$75,000. That's a $60,000 base salary plus quarterly performance bonuses. The bonus is tied to metrics you control — service revenue, membership growth, retail performance, average ticket, rebooking rates, and many more. We'll walk you through the full plan and how it's calculated during the interview process. As the business grows and you take on a second location, the compensation possibilities also grow.

About Us

FACE FOUNDRIÉ is a facial bar — facials, lashes, brows, and skincare, done efficiently and affordably in a clean, modern, inclusive space. The brand has been featured in Forbes, Entrepreneur, and Marie Claire, and performed more than 360,000 services nationwide last year. We're continuing our expansion in the Treasure Valley: growing our team, opening additional locations, and serving our clients with the best experience possible.

Responsibilities

• The team. Hiring, onboarding, coaching, and retaining a team of 15+ estheticians and front-desk staff to start, growing toward roughly 30 across two locations. Running performance conversations that are honest and useful. Building the kind of place people don't want to leave.
• Daily operations. Scheduling and labor cost, inventory and ordering, cleanliness and safety standards, compliance. Spotting what's not working and fixing it before it becomes a problem.
• The client experience. Consistent service quality across every provider and every shift. Handling concerns in a way that turns a frustrated guest into a regular. Protecting the standard when it would be easier to let it slip.
• The numbers. Partnering with ownership on monthly goals and owning the metrics that drive them — service revenue, retail, membership growth, average ticket, and rebooking rate. Reading the reports and acting on them.
• Local growth. Community partnerships, local events, promotions, and social content, in partnership with ownership.

What Success Looks Like

First 90 days — learn the business and earn the room

• You know every person on the team: what they're good at, what they want next, and what's frustrating them today.
• They've seen you on the floor during the hard shifts, not just the easy ones.
• You can run the studio end to end with minimal support — open, close, cover the desk, handle a service recovery, resolve a scheduling gap on a Saturday morning.
• You understand our systems, our service menu, our membership model, and our reporting well enough to explain any number to ownership without preparing for it.
• You've identified the two or three things genuinely holding the location back, and you've brought us a plan rather than a list of problems.
• You've made at least one visible improvement the team can point to.

Six months — run it independently and get ready to duplicate it

• The location runs well without ownership in the building. You own the schedule, the labor model, the inventory, and the standard.
• The core metrics are moving in the right direction — membership conversion, rebooking, average ticket, retail attachment — and you can explain exactly what you did to move them.
• You've built a bench. At least one or two people on the team are being actively developed into some form of leadership.
• The way we do things is written down. Onboarding, opening and closing procedures, service standards, and training paths exist as documentation rather than living in your head.
• Your recruiting pipeline is warm before you need it. You're building relationships with esthetics programs and local talent ahead of the opening.
• You're actively involved in preparing the second location — hiring plan, training calendar, launch timeline.

Twelve months — scale both locations without losing the standard

• Both studios are open and performing, with a combined team of around 30 people who are meeting their goals and glad to be here.
• The client experience is consistent across both locations. A guest can't tell which one is the "original" — the standard travels.
• Turnover is low and the culture is strong enough that people refer their friends to work here.
• Membership conversion and retention are up. Net-new client counts are up. Revenue is up, and the growth is durable rather than promotional.
• Our reputation in the Treasure Valley is stronger than it was when you started, and it's stronger because of you.
• You're operating as a multi-unit leader, and we're talking about what comes next rather than whether you're ready for it.

Requirements

• 2+ years leading a team in beauty, wellness, hospitality, fitness, or retail — somewhere with real service standards and real accountability.
• Comfortable with numbers. You've managed to targets before and can explain what moved them.
• Genuinely good with people. You can hold a high bar and still have your team like working for you.
• Highly organized. You build systems, follow through, and sweat the details. You document everything and can refer back to what happened, why a decision was made, and what the consequences (positive or negative) were.
• Serious about the guest. You've worked somewhere the client experience actually mattered, and you've held a standard when it was inconvenient.
• An active esthetics license is a plus — it helps with coaching technique and supporting the floor when needed. But leadership and business judgment are what we're hiring for.

Schedule

Full-time, five days per week. Store hours are Monday–Friday 10:00 AM–8:00 PM and Saturday–Sunday 9:00 AM–7:00 PM. This role includes one weekend day each week and occasional evenings.

Benefits

• $60,000 base salary, with $70,000–$75,000 target first-year earnings
• Quarterly performance bonuses tied to metrics you control
• Paid time off
• Free services and products, not just discounts — you should be a genuine user of what we sell
• Compensation growth opportunities as you take on the second location

We're also willing to be flexible on the overall package. If the right person needs it structured differently — a different balance of base and bonus, or specific benefits that matter to their situation — tell us.