Job Description

Partner Operations Architect
Playbook Collective · Remote · Argentina, Venezuela, Chile, or Uruguay Path to Head of Partner Success

Playbook Collective is a privately held digital operations business. Our partner network spans multiple time zones and is currently coordinated personally by the founder. As we scale, that arrangement breaks. The Partner Operations function does not yet exist.
You are the person who builds it.
What this role actually is
This is a department-building role. It looks like a customer-success role for the first three months — and then it becomes something else.
Months 1–3: You work an evening window of 18:00 to 23:00 in your time zone. During those hours, you are live with our partners. You handle their onboarding, their issues, their integration questions, their edge cases. This is the period during which you learn the work from the inside.
The most important thing you produce in those three months is not closed tickets. It is documentation. Every partner conversation becomes an SOP. Every issue becomes a script. Every edge case becomes a process. You are building the playbook for the function while you run it.
Month 4: You hire and train a replacement to cover the evening window. You step up to Head of Partner Success. Your hours move to standard daytime. You start building the team.
Months 4–18: You build a distributed Partner Operations team — approximately eight people across four continents — and run the function end-to-end.
Read this honestly before you apply
The evening window is not optional. 18:00–23:00 your time, every working day, for three months. Partners are in different time zones and they are most available during their evenings. The window is the price of admission to the leadership role. If your life cannot accommodate three months of evening work, this is not the right role and we want you to know that now.
The handoff at Month 4 is contractual. We have committed to it. You should hold us to it. The structure works because the upside is real.
This is a function-building role. If you need a clear team to manage from Day 1, you will be uncomfortable. The team you will eventually manage does not yet exist.
Documentation has to be instinct, not effort. If your idea of “writing an SOP” is a week-long project, you will fall behind in Week 1. The right person documents in 20-minute bursts after every meaningful conversation.
Who this is for
You have at least 3 years in partner operations, customer success, account management, or operational roles where you have built or systematised processes from scratch. You are a relational person and a systems builder — both, not one or the other.
You can manage distributed teams across time zones, asynchronously, measuring output rather than hours. You document things naturally, because that’s how you think.
You are looking for a trajectory — build a function, run it, grow it — not a steady customer-success role.
You read what someone is saying underneath what they’re saying. You write clearly. You push back on the founder when process design requires it.
English and Spanish fluency is required — most of our LatAm-based partners work in Spanish.
Who this is not for
Anyone whose customer-success or operations background is purely managing existing processes inside a structured environment.
Anyone who treats documentation as overhead.
Anyone who would negotiate down the evening-window commitment during the hiring process. The window is the role for the first three months.
What we offer
We are looking for sharp people who want real responsibility — not titles, not headcount, not 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 most companies cannot: you own a function, you build it, and the upside scales with what you build. If you have outgrown your current ceiling and you are looking for a place where the next ceiling is genuinely higher, this is that place.
Compensation: This role pays above local market rates, in a stable currency (USDT). The salary structure has two stages:
Stage 1 (onboarding): A competitive starting salary while you learn the role, the systems, and the team. This period typically lasts a structured period of several months.
Stage 2 (full salary): An automatic, pre-agreed salary increase when you reach a set of specific milestones. These milestones are documented in your offer letter from day one — there is no negotiation, no annual review, no manager discretion. When the gates are met, the step-up happens.
Automatic promotion to Head of Partner Success with salary step-up upon completion of performance gates. The long-term trajectory goes well beyond the base — details are discussed at interview stage.
A specific note for Venezuelan candidates: because the evening window is operationally critical, we will verify connectivity through the interview process — a series of scheduled calls in the 18:00–23:00 window across approximately 30 days, with no meaningful dropouts, before any offer is issued. We mention this upfront so you know what to expect.
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