Operations Manager / Integrator

Job Description

Job DescriptionSalary: $54,000 base salary + performance pay tied directly to profit growth and KPI achievement.

Operations Manager / Integrator The Summit Way

The Opportunity

Weve come a long wayfrom running the business out of a garage to operating out of our own headquarters. Weve built strong foundations, proven we can grow, and created a clear vision for becoming a $100M world-class service company. But were not there yet. We have the building blocks in place, but we lack the true momentum and cohesive culture to achieve our full potential.

This is where you come in. Were looking for a builder and integratorsomeone who thrives in a growth-stage business, turns vision into reality, and knows how to create the systems, accountability, and culture that drive performance.

Why This Role Exists Now

Weve proven our concept, established our headquarters, and locked in our mission, values, and strategic anchors. Now, we need the operational leadership to connect the dotsturning great ideas into consistent results.

This role is not about maintaining whats already built. Its about accelerating what works, fixing what doesnt, and building whats missingall while embedding the Summit Way into every action, decision, and team member. The right person will have direct influence over how we scale, guided by Al Levis 7 Power Contractor framework and the CEOs clear vision.

Our Summit Way Commitment

We live by our motto Aim for the Summit, our slogan Global Reach, Personal Impact, and our mantra Excellence Simplified. Our strategic anchors keep us focused: Reliability, Sustainability, Worry-Free Experience, and For Life for our customers, our team, and the systems we protect.

Our Vision is to be the worlds most trusted and influential septic service and training company setting the standard for reliability, sustainability, and customer experience.

Our Mission is to protect every septic system, elevate every customer experience, and empower our team to become elite climbers.

Our Purpose is to serve with integrity, innovate for impact, and leave a lasting legacy of excellence.

The climb to $100M will not be easy. The path will challenge you, test you, and push you beyond your comfort zone. But for the right leader, the view from the summit will be worth every step and youll know you helped plant the flag.

The Current Reality

• No fully operational KPI tracking systemmetrics are scattered or non-existent.
• Roles & responsibilities not yet fully mapped for all positions.
• Career paths and tier criteria partially built but not fully launched.
• SOPs and processes exist in parts, but not consistently documented or enforced.
• Inspection and pump reports vary in completeness and clarity.
• Scheduling and dispatch are more reactive than strategic.
• Training and accountability are inconsistentculture reinforcement happens, but not daily.
• CEO is still pulled into firefighting, leaving less time for scaling.

If that list excites you instead of scaring youyoure who were looking for.

The Real Need

• Architect and enforce a KPI-driven accountability system.
• Finalize role clarity, reporting chains, and success measures for every position.
• Launch and manage the Summit Performance Pay system.
• Standardize reporting, quoting, and customer communication.
• Build efficient, scalable scheduling and dispatch systems.
• Lead consistent training and cultural reinforcement based on The Summit Way.
• Free the CEO from daily operational firefighting.

Core Responsibilities

• Company Alignment & Culture:
• Lead by example, reinforcing Prove It, Own It, Elevate It daily.
• Ensure the team understands and lives our Mission, Vision, Values, and Strategic Anchors.
• Use STOP & AIM and 1-3-1 frameworks for coaching, decisions, and conflict resolution.
• Execution & Accountability:
• Deliver all projects, tasks, and initiatives on time, on budget, and on standard.
• Maintain a CEO Parking Lot Trackerprioritize, execute, close loops.
• Hold the team accountable to KPIs, roles, and expectations.
• Operations Leadership:
• Oversee scheduling, dispatch, reporting, and technician field performance.
• Ensure reports meet Summit standards before customer delivery.
• Own the customer journey from first contact to follow-up.
• Team Development:
• Coach technicians, CSRs, and leads to hit targets.
• Identify training gaps and close them through Summit Academy.
• Enforce role clarity, tier criteria, and skill tags.
• Systems & Process Optimization:
• Document and enforce SOPs in Trainual.
• Use automation and AI to increase efficiency.
• Audit and improve processes monthly.

Key Metrics of Success (KPIs)

• On-time job completion, zero rework, profit margin targets met.
• Role compliance, skill tag completion, retention.
• 5-star review percentage, recommendation conversion rate.
• CEO directives completed without follow-up, project completion rate.

Required Skills & Competencies

• Leadership & influence through competence, follow-through, and fairness.
• Deep operational mastery of scheduling, dispatch, and service operations.
• Process thinking and precision in SOP creation and enforcement.
• Strong accountability drivercan hold the line without drama.
• Clear communicator with a values-first approach.
• Confident decision-maker, aligned with The Summit Way.
• Tech-forward mindsetcomfortable with AI and modern tools.
• Detail-orientedzero tolerance for sloppiness.

Character Traits That Succeed Here

• Ownership mentalitytreats company resources like their own.
• Calm under pressure.
• Results-orientedoutcomes over effort.
• Proactiveanticipates needs.
• Loyal to the vision and long-term success.
• High standardsnever settles for good enough.

This Role is NOT For You If You:

• Need everything already built before you can succeed.
• Avoid tough conversations or holding others accountable.
• Are comfortable with good enough.
• Only react to problems instead of preventing them.

First 90 Days

• Learn and teach back The Summit Way, core frameworks, and service standards.
• Own the schedule, dispatch, and reporting process.
• Implement live accountability systems for all roles.
• Reduce CEOs operational involvement by 50%.

Reporting Structure

• Reports to: CEO (Visionary)
• Direct Reports: Technicians, CSRs, Leads, Admin Support
• Collaborates with: The Prosper Group (Mike Michalowicz), Calabria Electric, Executive Assistant (vacant), Teams

Compensation & Growth

Modest starting base salary (based on current revenue and margin) with significant performance-based bonus opportunity tied directly to profit and KPI improvement. This is a builders rolethe more you help us increase revenue, margins, and efficiency, the more you earn. Clear path to higher total compensation and potential COO role as the company creates the elements to scale. We are using Al Levis 7 Power Contractor frameworks and The Summit Way.