Job Title

Litecard Operations Manager | Job DescriptionRole: Operations ManagerLocation: Flexible (remote with overlap across regions), ideally Melbourne, Australia-basedAbout the roleLitecard is a seed/series-A stage business scaling across multiple regions, sales motions, and customer types. As the company grows, coordination across sales, customer success, and technology has become as critical as the product itself.This role exists to remove the CEO as the day-to-day coordination layer of the business. You will be responsible for turning decisions into execution, setting operating rhythm, and ensuring the company runs predictably as complexity increases.This is a senior, handson role. You will not be managing a large team initially, but you will have significant influence and authority across the organisation.What you will doYou will work closely with the CEO to absorb operational load and ensure the business moves in sync.You will design and run the company''s operating cadence, including weekly, monthly, and quarterly rhythms across sales, customer success, and technology. You will ensure commitments are clear, owners are named, and followthrough happens without the CEO having to chase.You will own crossfunctional coordination. This includes enforcing clean handoffs from sales to delivery, ensuring deals are ready to be delivered before they close, and aligning customer onboarding, technical effort and success expectations.You will act as the central point of orchestration between regions. As Litecard expands across ANZ, SEA, Europe and Japan, you will ensure teams operate from shared standards rather than improvising locally.You will be responsible for operational integrity. This includes billing accuracy, financial hygiene, compliance across international entities, contractor and vendor management, tooling ownership and internal access controls. You will work with external accountants, legal advisors and finance support, but you will own the execution internally.You will manage people operations at a foundational level. This includes onboarding and offboarding, employment paperwork, access and permissions and ensuring new hires are productive quickly.You will create and maintain lightweight documentation and playbooks for how the company operates. This includes deal readiness, onboarding, escalation paths and internal processes. The goal is clarity, not bureaucracy.You will act as a filter and amplifier for the CEO. You will surface risks early, elevate decisions that genuinely require CEO input and prevent unnecessary noise from reaching them.What success looks likeWithin the first 90 days, the CEO''s calendar and task load are meaningfully reduced. Weekly operations run without the CEO being the default decision maker. Billing, onboarding and crossteam coordination are predictable rather than reactive.Within six months, Litecard can scale headcount, customers and regions without increasing chaos. Teams understand how decisions are made, how work flows and where accountability sits. The business feels investorready at all times.Who you areYou have strong judgment and are comfortable operating in ambiguity. You are able to make tradeoffs, say no when needed and prioritise what actually matters.You are highly organised and reliable, but not processheavy. You favour simple systems that people actually use.You communicate clearly and calmly, especially in moments of pressure or disagreement.You have experience in fastgrowing, founderled companies, ideally in B2B SaaS or platform businesses. You understand how sales, delivery and product interact, even if you have not owned those functions directly.You are not titledriven. You care more about impact, leverage and building something that works than about hierarchy.What this role is notThis is not a project manager role.This is not a financeonly role.This is not a ceremonial leadership title.It is an execution and leverage role, with a clear path to broader operational leadership as the company scales.CompensationAUD 100120k/year, depending on experience, MacBook device includedYou will have a meaningful opportunity to be part of a scaling business in its most aggressive growth phases, facing many impactful challenges and working with some of the largest brands globally to reshape their marketing strategy and technology stack with Litecard.Appendix: First 90Day Success PlanFirst 30 days: Stabilise and absorbThe priority in the first month is understanding the business end to end and removing immediate operational load from the CEO.The role holder will build a clear view of how sales, delivery, technology and finance currently interact, with particular focus on handoffs, bottlenecks and points of escalation. They will take ownership of recurring operational work that currently sits with the CEO, including coordination, followups and execution tracking.By the end of the first 30 days, a basic operating cadence will be in place, core risks will be visible and the CEO should already feel material time relief.Success indicatorsClear map of core workflows and ownershipInitial weekly operating rhythm runningReduced founder involvement in daytoday coordinationNo unresolved "who owns this" issues in core operationsDays 3160: Systemise and alignThe second phase focuses on turning insight into repeatable systems.The role holder will formalise crossfunctional handoffs between sales, customer success and technology. Deal readiness standards will be enforced so that what is sold can be delivered without surprise. Core operational processes will be documented lightly and adopted by teams.Financial and operational hygiene will be tightened so leadership has a clear, reliable view of business health at any point in time.Success indicatorsSales to delivery handoffs are predictableDeal readiness checks prevent downstream issuesBilling, onboarding and coordination run without CEO involvementTeams operate against shared standards across regionsDays 6190: Scale readiness and CEO leverageThe final phase focuses on ensuring the business can scale without increasing chaos.The role holder will refine the operating cadence, surface structural risks before they become problems and ensure international expansion and hiring decisions are sequenced correctly. They will act as a filter for the CEO, escalating only decisions that genuinely require founder input.By the end of 90 days, the business should feel calmer and more predictable.Success indicatorsCEO time is focused on strategy, capital and key relationshipsOperational escalations are intentional, not reactiveThe company can grow headcount and customers without breakdownClear roadmap for how operations will evolve over the next 12 monthsSeniority levelMidSenior levelEmployment typeFulltimeJob functionManagement and ManufacturingIndustriesEmbedded Software Products #J-18808-Ljbffr