Note: The job is a remote job and is open to candidates in USA. Creator Match is the leading tech-enabled agency helping top B2B/SaaS/AI brands build and scale world-class Creator programs. The Head of Operations is responsible for overseeing financial management, HR functions, and operational systems to support the company's growth and efficiency. This role requires a strategic thinker who can professionalize the operating model and drive financial planning and accountability across the organization.
Responsibilities
- Own the company P&L in partnership with the bookkeeper and accountant
- Produce monthly financial summaries with variance analysis - actuals vs. budget, trend commentary, and forward outlook
- Maintain rolling 90-day and annual revenue and expense forecasts
- Track campaign-level costs, contractor invoices, and vendor spend against margin targets
- Manage the monthly close process in coordination with the accounting team
- Surface cash flow risks, margin erosion signals, or budget overruns before they escalate to leadership
- Own the annual operating budget process: build the model, facilitate leadership input, maintain it through the year
- Translate business decisions (new hires, tool investments, campaign growth) into financial scenarios before commitments are made
- Produce budget vs. actuals reporting on a regular cadence with clear action implications
- Build and maintain financial models for growth options, pricing changes, and cost reduction scenarios
- Collaborate with HR vendors to define function priorities, service standards, and execution expectations
- Partner on HR vendor contract management including scope, billing review, performance evaluation, and renewal decisions
- Coordinate vendor-executed HR workflows including onboarding, offboarding, classification processes, and contractor documentation
- Maintain working knowledge of FLSA and contractor classification standards to support compliant HR practices and surface risk to legal or COO as needed
- Work with leadership and HR vendors to establish escalation protocols for HR decisions requiring COO sign-off, legal counsel review, or independent judgment
- Participate in ongoing HR vendor performance review on a defined cadence
- Own the headcount cost model and translate hiring plans into cost projections, spend timing, and margin impact
- Partner with the HR vendor on compensation benchmarking analysis, with shared accountability for market data interpretation and pay band recommendations
- Oversee bonus and incentive plan modeling including cost-at-target, scenario analysis, and affordability review
- Maintain visibility into total compensation forecasts — base, bonus, and benefits load — across the organization
- Connect business growth targets to headcount needs and cost impact for leadership planning
- Own the master campaign tracker architecture: structure, integrity, and reporting standards across all active client engagements
- Establish and enforce status reporting cadence - what gets tracked, at what cadence, and how status is surfaced to leadership
- Coordinate with the account team to ensure tracker data is current, accurate, and decision-useful
- Build and maintain leadership dashboards that surface campaign health, delivery risk, and capacity signals
- Identify and resolve structural gaps in campaign tracking or status visibility proactively
- Maintain the staffing capacity model — matching the account team bandwidth to active and incoming campaign volume
- Interpret time-tracking data and surface utilization trends: over-allocation risks, underutilized capacity, and resourcing gaps
- Provide data-driven recommendations on contractor activations, role expansions, and team sizing
- Translate capacity data into actionable staffing recommendations leadership can act on quickly
Skills
- 5–8+ years in business operations, FP&A, or a combined ops/finance role
- Proven P&L ownership or co-ownership at a small-to-mid-size company
- Financial modeling in Excel or Google Sheets: forecasting, budget vs. actuals, and scenario analysis
- Monthly close process management alongside an external accounting or bookkeeping function
- Managed an outsourced or vendor-delivered HR function: setting priorities, delegating execution, holding vendors accountable
- Working knowledge of FLSA classification standards and independent contractor compliance in a small company context
- Comfortable directing HR vendors without self-performing routine execution
- Built headcount cost models and total compensation forecasts from scratch
- Compensation planning and budget assessment
- Bonus and incentive plan modeling: cost-at-target, attainment scenarios, and affordability analysis
- Translates financial and operational data into clear, decision-ready leadership summaries without being asked
- Holds vendors and internal stakeholders accountable without friction or escalation dependency
- Owns multiple operational systems simultaneously and builds infrastructure from scratch where none exists
- Thrives in a founder-led environment where scope evolves and ambiguity is the norm, not the exception
- Marketing, creator/influencer, media, or agency environment experience
- Startup or growth-stage company where financial and HR infrastructure was built rather than inherited
- Familiarity with Gusto, QuickBooks, Todosist, Timely, Slack, Airtable, Notion, or comparable platforms
Company Overview