Head of Operations

Company Overview

Creator Match is the leading tech-enabled agency helping top B2B/SaaS/AI brands build and scale world-class Creator programs.

After a scrappy and successful first two years, we are well into our next chapter: scaling intentionally and expanding our capabilities. This role is a pivotal hire as we move from momentum to maturity, helping us build the infrastructure for long-term growth.

We are trusted by the world’s most innovative B2B/SaaS/AI Brands (i.e. Anthropic/Claude, Wispr Flow, Gamma, Airtable, HubSpot, Notion, Fiverr, Zapier, Teachable, Framer, beehiiv, BetterHelp, and more), as well as the most influential Creators.

Overview

The Head of Operations is the financial and operational backbone of Creator Match. This role exists to absorb the day-to-day business operations, financial management, and HR function ownership that currently sit with the COO — freeing leadership to focus on growth strategy. The person in this seat owns the P&L, drives financial planning and forecasting, manages HR vendors and the HR function, and maintains the campaign operations infrastructure that keeps client delivery visible and on track.

Role Summary

This is a builder role. The Head of Operations inherits a functional but founder-dependent operating model and is expected to professionalize it - installing financial rigor, HR infrastructure, and operational systems that can scale without requiring COO involvement at every step. The right person is equally comfortable in a spreadsheet and a leadership meeting, translates data into decisions, and can hold vendors and internal stakeholders accountable without friction.

Strong candidates will have owned a P&L in a small-to-mid-size company, managed a vendor-delivered HR function, and built financial models from scratch rather than inheriting them. Marketing agency, creator/influencer, or media environment experience is a meaningful advantage. This is a position reporting directly to the COO.

Core ResponsibilitiesP&L Ownership & Financial Management

• 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

Budgeting & Financial Planning

• 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

HR Function Management & Vendor Oversight

• 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

Workforce Planning & Total Compensation Modeling

• 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

Campaign Operations Infrastructure

• 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

Staff Bandwidth & Capacity Analysis

• 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

What You BringFinance & Operations

• 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

HR & Vendor Management

• 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

Workforce & Compensation Planning

• 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

Leadership & Communication

• 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

Preferred

• 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

Important Culture Notes

We’re not going to sugarcoat it… this is NOT your typical 9-5 corporate job.

We work long hours, juggle a lot at once, often work weekends, and bend over backwards for our clients. It’s fast-paced, high-stress, and not for the faint of heart. We run lean, move fast, and only bring on A-team players. Everyone is an owner, in the trenches, and expected to take full ownership while having each other’s backs. If you're looking for structure, predictability, or a cushy corporate setup where you can “coast”, this isn't the right fit.

That said, we genuinely love what we’re building. We get to run impactful campaigns with some of the coolest billion-dollar Brands on the planet. We help B2B Creators get paid. We thrive in the chaos, wear multiple hats, learn a ton, and have a blast doing it.

• This will be a pivotal company hire. Is that person you?