{"schemaVersion":"jobsearcher.job.v1","id":"a928eac5d65a60b1bfc2b82c","url":"https://jobsearcher.com/jobs/a928eac5d65a60b1bfc2b82c","canonicalUrl":"https://jobsearcher.com/jobs/a928eac5d65a60b1bfc2b82c","title":"People Operator","description":"DataDrone builds 0-1 SaaS products and the team that ships them. No bosses, no managers — the playbook manages, the copilot tracks. Every role owns a small, defined space with extreme accountability. Every role is documented. Every hire is vetted through real work, not resumes. Every onboarding produces evidence, not just attendance. We need someone who runs the people machine — bringing the right people in, getting them operational, and offboarding them cleanly when the time comes.\nWhat You'll Do\nYou'll own the people lifecycle. Hiring pipelines that move fast. Exercise administration that's professional. Onboarding that produces operational people with proof. Offboarding that's complete — no access gaps, no orphaned knowledge. And the role packets (Role Playbook + Job Post + Exercise) that stay current so the system is always ready to hire.\nDaily Rhythm (How You Operate)\n\nDaily: move open pipelines forward — job post to exercise to evaluation to decision — and acknowledge candidate submissions within 24 hours.\nPer hire: execute the Main Onboarding — guide the new hire, track evidence, verify checkpoints.\nPer departure: execute offboarding — access revoked same-day, knowledge documented, playbook ownership transferred.\nQuarterly: audit every role packet for currency — if a role opens tomorrow, the packet is ready today.\nAlways: track everything — pipeline status, onboarding progress, offboarding completion. Your brain is not a database.\n\nKey Responsibilities\n\nRun hiring pipelines — job post to exercise to evaluation to decision\nAdminister exercises — clear instructions, tracked submissions, professional candidate experience\nExecute the Main Onboarding — guide every new hire, track evidence, verify checkpoints\nExecute offboarding — access revocation, knowledge handoff, checklist completion\nMaintain all 3-file packets — Role Playbooks, Job Posts, Exercises kept current\nMaintain the Talent Management Playbook and Main Onboarding Playbook\n\nWhat We're Looking For\n\nYou've run a hiring process end-to-end. Not just posted jobs — administered assessments, tracked candidates, facilitated evaluations, managed offer/rejection communication.\nYou've onboarded people into structured roles with checkpoints and evidence requirements. Not \"here's your laptop, good luck\" — real onboarding that produces operational people.\nYou've offboarded people completely. Access revoked same-day. Knowledge documented. Playbook ownership transferred.\nYou can maintain documentation for 20+ roles and keep it current. Not a one-time effort — an ongoing discipline.\nYou communicate professionally with candidates — fast acknowledgments, clear timelines, respectful rejections.\nYou track everything. Pipeline status, onboarding progress, offboarding completion — all documented, not memorized.\n\nBonus Points For\n\nExperience with exercise-based hiring (work samples, case studies, take-home assessments)\nExperience with playbook-driven organizations\nExperience with junior team onboarding (structured training, phased checkpoints)\nExperience with CRM or project management tools for candidate pipeline tracking\nComfort with AI copilots for documentation and process management\n\nThe Mindset We Hire For\n\nThe system carries the people. You don't manage people day-to-day. You manage the system that brings them in and takes them out. The playbooks and the leads handle the rest.\nCandidate experience matters. Whether they're hired or rejected, every candidate should think \"that was professional.\" Fast communication. Clear process. Respectful outcomes.\nEvidence over trust. Onboarding isn't complete when someone says they're done. It's complete when the evidence proves they're done.\nOffboarding is non-negotiable. Access revoked. Knowledge documented. Playbook transferred. Every item. Every time. No shortcuts for people who left on good terms.\nPackets always current. The role packets are the hiring-readiness of the entire company. If a role opens tomorrow, the packet should be ready to publish today.\nTrack, don't remember. Pipeline status, candidate evaluations, onboarding progress — documented. Your brain is not a database.\n\nSuccess in This Role\n\n30 Days — Playbooks read. All role packets reviewed. Recent hires and departures audited. Operations Lead relationship established.\n60 Days — Pipeline running for open roles. At least 1 full onboarding facilitated. Offboarding process verified. Candidate experience professional.\n90 Days — Quarterly packet audit completed. Hiring and onboarding metrics established. The system runs: roles filled, hires onboarded, departures clean.\n\nTools You'll Use\nCRM (candidate tracking), Trello (onboarding boards), Google Drive, screen-recording tools (exercise review), Slack, AI copilot.\nWhy Join Us\nYou won't sift through 500 resumes for one hire. You'll administer exercises that show real work — and the right people self-select in. You won't babysit new hires through their first month. You'll run an onboarding system that produces operational people with evidence. The system is built. Your job is to run it with discipline and care.\n5 hours of focused people operations per day. Process over intuition.\nSelf-Check Before You Apply\n\nCan you run 3 concurrent hiring pipelines across different roles without dropping a candidate?\nWhen a candidate submits an exercise, do you acknowledge within 24 hours — or when you \"get around to it\"?\nHave you ever onboarded someone and verified their readiness with evidence — not just their confidence?\nWhen someone leaves your team, is access revoked same-day — or \"sometime this week\"?\nCan you maintain documentation for 20+ roles and keep it current — or does it drift after the first quarter?\nWhen you reject a candidate, do they walk away thinking \"that was fair\" — or wondering what happened?\n\n#J-18808-Ljbffr","company":"Datadrone","rawCompany":"datadrone","city":"Eastern","state":"KY","isRemote":false,"isActive":false,"createdAt":"2026-10-14T04:14:48.632Z","occupations":[{"code":"13-1071.00","title":"Human Resources Specialists","slug":"human-resources-specialists"},{"code":"43-4161.00","title":"Human Resources Assistants, Except Payroll and Timekeeping","slug":"human-resources-assistants-except-payroll-and-timekeeping"},{"code":"11-3121.00","title":"Human Resources Managers","slug":"human-resources-managers"}],"industries":[{"code":"541511","title":"Custom Computer Programming Services","slug":"custom-computer-programming-services"},{"code":"513210","title":"Software Publishers","slug":"software-publishers"},{"code":"541612","title":"Human Resources Consulting Services","slug":"human-resources-consulting-services"}],"jobPosting":{"@context":"https://schema.org","@type":"JobPosting","title":"People Operator","description":"DataDrone builds 0-1 SaaS products and the team that ships them. No bosses, no managers — the playbook manages, the copilot tracks. Every role owns a small, defined space with extreme accountability. Every role is documented. Every hire is vetted through real work, not resumes. Every onboarding produces evidence, not just attendance. We need someone who runs the people machine — bringing the right people in, getting them operational, and offboarding them cleanly when the time comes.\nWhat You'll Do\nYou'll own the people lifecycle. Hiring pipelines that move fast. Exercise administration that's professional. Onboarding that produces operational people with proof. Offboarding that's complete — no access gaps, no orphaned knowledge. And the role packets (Role Playbook + Job Post + Exercise) that stay current so the system is always ready to hire.\nDaily Rhythm (How You Operate)\n\nDaily: move open pipelines forward — job post to exercise to evaluation to decision — and acknowledge candidate submissions within 24 hours.\nPer hire: execute the Main Onboarding — guide the new hire, track evidence, verify checkpoints.\nPer departure: execute offboarding — access revoked same-day, knowledge documented, playbook ownership transferred.\nQuarterly: audit every role packet for currency — if a role opens tomorrow, the packet is ready today.\nAlways: track everything — pipeline status, onboarding progress, offboarding completion. Your brain is not a database.\n\nKey Responsibilities\n\nRun hiring pipelines — job post to exercise to evaluation to decision\nAdminister exercises — clear instructions, tracked submissions, professional candidate experience\nExecute the Main Onboarding — guide every new hire, track evidence, verify checkpoints\nExecute offboarding — access revocation, knowledge handoff, checklist completion\nMaintain all 3-file packets — Role Playbooks, Job Posts, Exercises kept current\nMaintain the Talent Management Playbook and Main Onboarding Playbook\n\nWhat We're Looking For\n\nYou've run a hiring process end-to-end. Not just posted jobs — administered assessments, tracked candidates, facilitated evaluations, managed offer/rejection communication.\nYou've onboarded people into structured roles with checkpoints and evidence requirements. Not \"here's your laptop, good luck\" — real onboarding that produces operational people.\nYou've offboarded people completely. Access revoked same-day. Knowledge documented. Playbook ownership transferred.\nYou can maintain documentation for 20+ roles and keep it current. Not a one-time effort — an ongoing discipline.\nYou communicate professionally with candidates — fast acknowledgments, clear timelines, respectful rejections.\nYou track everything. Pipeline status, onboarding progress, offboarding completion — all documented, not memorized.\n\nBonus Points For\n\nExperience with exercise-based hiring (work samples, case studies, take-home assessments)\nExperience with playbook-driven organizations\nExperience with junior team onboarding (structured training, phased checkpoints)\nExperience with CRM or project management tools for candidate pipeline tracking\nComfort with AI copilots for documentation and process management\n\nThe Mindset We Hire For\n\nThe system carries the people. You don't manage people day-to-day. You manage the system that brings them in and takes them out. The playbooks and the leads handle the rest.\nCandidate experience matters. Whether they're hired or rejected, every candidate should think \"that was professional.\" Fast communication. Clear process. Respectful outcomes.\nEvidence over trust. Onboarding isn't complete when someone says they're done. It's complete when the evidence proves they're done.\nOffboarding is non-negotiable. Access revoked. Knowledge documented. Playbook transferred. Every item. Every time. No shortcuts for people who left on good terms.\nPackets always current. The role packets are the hiring-readiness of the entire company. If a role opens tomorrow, the packet should be ready to publish today.\nTrack, don't remember. Pipeline status, candidate evaluations, onboarding progress — documented. Your brain is not a database.\n\nSuccess in This Role\n\n30 Days — Playbooks read. All role packets reviewed. Recent hires and departures audited. Operations Lead relationship established.\n60 Days — Pipeline running for open roles. At least 1 full onboarding facilitated. Offboarding process verified. Candidate experience professional.\n90 Days — Quarterly packet audit completed. Hiring and onboarding metrics established. The system runs: roles filled, hires onboarded, departures clean.\n\nTools You'll Use\nCRM (candidate tracking), Trello (onboarding boards), Google Drive, screen-recording tools (exercise review), Slack, AI copilot.\nWhy Join Us\nYou won't sift through 500 resumes for one hire. You'll administer exercises that show real work — and the right people self-select in. You won't babysit new hires through their first month. You'll run an onboarding system that produces operational people with evidence. The system is built. Your job is to run it with discipline and care.\n5 hours of focused people operations per day. Process over intuition.\nSelf-Check Before You Apply\n\nCan you run 3 concurrent hiring pipelines across different roles without dropping a candidate?\nWhen a candidate submits an exercise, do you acknowledge within 24 hours — or when you \"get around to it\"?\nHave you ever onboarded someone and verified their readiness with evidence — not just their confidence?\nWhen someone leaves your team, is access revoked same-day — or \"sometime this week\"?\nCan you maintain documentation for 20+ roles and keep it current — or does it drift after the first quarter?\nWhen you reject a candidate, do they walk away thinking \"that was fair\" — or wondering what happened?\n\n#J-18808-Ljbffr","datePosted":"2026-10-14T04:14:48.632Z","dateModified":"2026-10-14T04:14:48.632Z","hiringOrganization":{"@type":"Organization","name":"Datadrone","sameAs":"https://jobsearcher.com"},"jobLocation":{"@type":"Place","address":{"@type":"PostalAddress","addressLocality":"Eastern","addressRegion":"KY","addressCountry":"US"}},"identifier":{"@type":"PropertyValue","name":"JobSearcher","value":"a928eac5d65a60b1bfc2b82c"},"url":"https://jobsearcher.com/jobs/a928eac5d65a60b1bfc2b82c"}}