Job Description
Litecard Operations Manager | Job Description
Role: Operations Manager
Location: Flexible (remote with overlap across regions), ideally Melbourne, Australia-based
About the role
Litecard 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, hands‐on role.
You will not be managing a large team initially, but you will have significant influence and authority across the organisation.
What you will do
You 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 follow‐through happens without the CEO having to chase.
You will own cross‐functional 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 like
Within 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 cross‐team 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 investor‐ready at all times.
Who you are
You have strong judgment and are comfortable operating in ambiguity.
You are able to make trade‐offs, say no when needed and prioritise what actually matters.
You are highly organised and reliable, but not process‐heavy.
You favour simple systems that people actually use.
You communicate clearly and calmly, especially in moments of pressure or disagreement.
You have experience in fast‐growing, founder‐led 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 title‐driven.
You care more about impact, leverage and building something that works than about hierarchy.
What this role is not
This is not a project manager role.
This is not a finance‐only 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.
Compensation
AUD *******k/year, depending on experience, MacBook device included
You 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 90‐Day Success Plan
First 30 days: Stabilise and absorb




The 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, follow‐ups 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 indicators
Clear map of core workflows and ownership
Initial weekly operating rhythm running
Reduced founder involvement in day‐to‐day coordination
No unresolved "who owns this" issues in core operations
Days *****: Systemise and align
The second phase focuses on turning insight into repeatable systems.
The role holder will formalise cross‐functional 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 indicators
Sales to delivery handoffs are predictable
Deal readiness checks prevent downstream issues
Billing, onboarding and coordination run without CEO involvement
Teams operate against shared standards across regions
Days *****: Scale readiness and CEO leverage
The 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 indicators
CEO time is focused on strategy, capital and key relationships
Operational escalations are intentional, not reactive
The company can grow headcount and customers without breakdown
Explicit roadmap for how operations will evolve over the next 12 months
Seniority level
Mid‐Senior level
Employment type
Full‐time
Job function
Management and Manufacturing
Industries
Embedded Software Products
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