Job Description

Partner Operations Architect
Playbook Collective · Remote · Argentina, Venezuela, Chile or Uruguay Path to partner success

Playbook Collective is a privately held digital operations company. Our partner network spans multiple time zones and is currently personally coordinated by the founder. As we escalate, that agreement breaks down. The Partner Operations feature does not exist yet.
You are the person who builds it.
What really is this role?
This is a department building function. It seems like a customer success feature for the first three months, and then it becomes something else.
Months 1 to 3: You work during an evening period from 18:00 to 23:00 in your time zone. During those hours, you will be live with our partners. You handle your onboarding, your issues, your integration questions, your edge cases. This is the period during which you learn the job from within.
The most important thing he produces in those three months is not closed entries. It is documentation. Every conversation with partners becomes an SOP. Each number is converted to a dash. Each extreme case becomes a process. You're creating the playbook for the function as you run it.
Month 4: You hire and train a replacement to cover the night window. Promoted to Head of Partner Success. Your schedule changes to standard daytime. You start building the team.
Months 4-18: Build a distributed partner operations team (approximately eight people across four continents) and run the function end-to-end.
Please read this honestly before applying.
The evening window is not optional. From 6:00 p.m. to 11:00 p.m., every weekday, for three months. Members are in different time zones and are most available during the evenings. The window is the price of admission to the leadership role. If your life can't accommodate three months of night work, this is not the right role and we want you to know that now.
The transfer in month 4 is contractual. We have committed to it. You should hold us to it. The structure works because the advantages are real.
This is a feature development role. If you need a clear team to manage from day 1, you will feel uncomfortable. The team he will eventually lead does not yet exist.
Documentation has to be instinct, not effort. If your idea of ​​“writing an SOP” is a week-long project, you'll be left behind in Week 1. The right person documents in 20-minute chunks after each meaningful conversation.
Who is this for?
You have at least 3 years in partner operations, customer success, account management, or operational roles where you have created or systematized processes from scratch. You are a relational person and a systems builder: both, not one or the other.
You can manage teams spread across time zones, asynchronously, measuring performance instead of hours. You document things naturally, because that's how you think.
You're looking for a journey (build a feature, run it, grow it), not a consistent customer success role.
You read what someone says underneath what they say. You write clearly. You reject the founder when the process design requires it.
Fluency in English and Spanish is required – most of our partners based in Latin America work in Spanish.
Who is this not for?
Anyone whose experience in operations or customer success is purely managing existing processes within a structured environment.
Anyone who treats documentation as an overhead expense.
Anyone who negotiated reduced nighttime commitment during the hiring process. The window is paper for the first three months.
what we offer
We are looking for intelligent people who want real responsibility, not titles, staff, or corporate scaffolding. We pay for intelligence and we pay for ownership. The work is hard. The mandate is real. The career we can offer here is one that most companies can't: you own a feature, you build it, and the benefits grow with what you build. If you've surpassed your current ceiling and are looking for a place where the next ceiling is actually higher, this is it.
Compensation: This role pays above local market rates, in a stablecoin (USDT). The salary structure has two stages:
Stage 1 (Onboarding): A competitive starting salary while you learn the role, systems and team. This period usually lasts a structured period of several months.
Stage 2 (full salary): An automatic, pre-agreed salary increase when a set of specific milestones are reached. These milestones are documented in your offer letter from day one – there is no negotiation, no annual review, and no manager discretion. When the doors are reached, the step forward occurs.
Automatic promotion to Head of Partner Success with salary increase upon completion of performance gates. The long-term trajectory goes far beyond the foundation – the details are discussed at the interview stage.
A specific note for Venezuelan candidates: Because the afternoon window is operationally critical, we will verify connectivity through the interview process: a series of calls scheduled between 6:00 p.m. and 11:00 p.m. for approximately 30 days, with no significant dropouts, before any offer is issued. We mention this up front so you know what to expect.
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