People Operator

Data Drone 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.

You'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.

• Daily: move open pipelines forward — job post to exercise to evaluation to decision — and acknowledge candidate submissions within 24 hours.
• Per hire: execute the Main Onboarding — guide the new hire, track evidence, verify checkpoints.
• Per departure: execute offboarding — access revoked same-day, knowledge documented, playbook ownership transferred.
• Quarterly: audit every role packet for currency — if a role opens tomorrow, the packet is ready today.
• Always: track everything — pipeline status, onboarding progress, offboarding completion. Your brain is not a database.

• Run hiring pipelines — job post to exercise to evaluation to decision
• Administer exercises — clear instructions, tracked submissions, professional candidate experience
• Execute the Main Onboarding — guide every new hire, track evidence, verify checkpoints
• Execute offboarding — access revocation, knowledge handoff, checklist completion
• Maintain all 3-file packets — Role Playbooks, Job Posts, Exercises kept current
• Maintain the Talent Management Playbook and Main Onboarding Playbook

• You've run a hiring process end-to-end. Not just posted jobs — administered assessments, tracked candidates, facilitated evaluations, managed offer/rejection communication.
• You've onboarded people into structured roles with checkpoints and evidence requirements. Not "here's your laptop, good luck" — real onboarding that produces operational people.
• You've offboarded people completely. Access revoked same-day. Knowledge documented. Playbook ownership transferred.
• You can maintain documentation for 20+ roles and keep it current. Not a one-time effort — an ongoing discipline.
• You communicate professionally with candidates — fast acknowledgments, clear timelines, respectful rejections.
• You track everything. Pipeline status, onboarding progress, offboarding completion — all documented, not memorized.

• Experience with exercise-based hiring (work samples, case studies, take-home assessments)
• Experience with playbook-driven organizations
• Experience with junior team onboarding (structured training, phased checkpoints)
• Experience with CRM or project management tools for candidate pipeline tracking
• Comfort with AI copilots for documentation and process management

• The 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.
• Candidate experience matters. Whether they're hired or rejected, every candidate should think "that was professional." Fast communication. Clear process. Respectful outcomes.
• Evidence over trust. Onboarding isn't complete when someone says they're done. It's complete when the evidence proves they're done.
• Offboarding is non-negotiable. Access revoked. Knowledge documented. Playbook transferred. Every…