Operations & Project Manager (Comic Books-Full Time)

Execution Partner-Project Killer-Fast-Growing Comic Book Company

Own the operations backbone of a niche comic book brand, work directly with leadership, and get promoted fairly by numbers.

- High autonomy: once you’re ramped, you own your queue, schedule, and methods as long as the KPIs are hit. Lots of freedom to figure it out, great for someone that loves building with Legos
- Direct proximity to leadership: you work daily with the Ops Manager on the most important projects in the company.
- Clear advancement path: your growth is tied to visible numbers (tasks shipped, zero-miss cadence, freed founder/ops time, profit/leading metrics), not politics.
- Insane skill growth: the pace and standards here mean every 3 years with us is worth 10 years of experience in a normal VA/ops role. You can leapfrog your peers by being on this team.
- Comic Books!: you’re not just pushing random SaaS tickets; you’re inside a real comic book store seeing rare old comic books, private deals, and the business behind the Hollywood Marvel Movies that everyone loves!

If you’re that person who enjoys working really hard to the point that it takes 2-3 people to do what you did listen up:
Our tasks in asana for projects and ongoing operations are moving at a snail’s pace.
Ops Manager + CEO is chasing tasks, slack policing, cleaning up Asana, and re-explaining context instead of focusing on their jobs.

We’ve had “pleasant” VAs who:
Can’t drive tasks to completion independently
Mark tasks complete with no proof
Miss reports/skip cadence and require chasing.
Drift on ownership, urgency & follow thru
Need hand-holding

We don’t need another task hopper. Looking for a project killer who comes into ambiguity, creates structure, drives tasks to completion, and actually frees the Ops Manager to focus on his key projects. If this works, his deep work hours and project output go up because you’re handling everything else. We will measure that and tie your promotions/raises to it. This is not for everyone. We’re looking for winners.

What You’ll Actually Do
You will be Ops Manager’s execution partner and force-multiplier. Concrete outputs:
Own Asana: every task has an owner, due date, Done Check, and proof link when completed
Maintain an active queue of 20+ meaningful tasks, prioritized against our key rocks (Marketing, Sales, Ongoing Operations, Cleanup, Admin)
Ship 25+ tasks/week with proof, minimal rework, and zero “ghosted” items
Proactively handle operational issues/fires in designated lanes
Maintain Reporting at Set Cadence, Follow-up loops across projects
Add leverage: plug AI into our workflows (Asana, docs, reports) to make us faster and cleaner without being asked

We do NOT need more SOPS-although you might tighten them on the fly. We need someone to do the operations. If you want to sit and write playbooks all day, this is the wrong seat-that will be an earned responsibility later. If you aren’t ready to work hard daily do not apply.

By Day 30: Ops Manager is spending ~95% of his time on projects, not Slack/Asana/admin fires, because you’re handling those and executing projects alongside him. Profit and leading metrics are moving up faster because of you

Who This Is NOT For
You want a chill, low-pressure 9–5
You need to be told what to do all day and hate being judged by objective numbers
You mark tasks complete without proof or next steps
You change jobs every 6–18 months and blame the company/manager/market
You get defensive or freeze when given direct feedback or pressure

Who This IS For
You’ve stayed 2–3+ years in at least one role and can prove outcomes
You like pressure, highly competitive environments, being the one who “gets it done” when others stall
You’ve built systems (trackers, automations, SOPs), not just followed them
You are tech-comfortable: Asana (or similar), CRMs, zaps, AI tools, simple web/ops/marketing stacks
You’re happy to grind 50–60 hours/week no issues. We’re in a BIG growth & push season. It will be like this for the next year and then we’ll see. Everyone wants to grow a lot, but it’s actually happening here.

Comp & Growth
Comp: Starting base $600 + $200/mo KPI ($50 per week), with performance bonuses that take you to $1000+ when you consistently hit + beat KPIs.”
Raises and benefits are tied directly to beating KPIs, & raising the standard, not time served
If you crush it, scope grows into higher-level ops ownership and comp follows output. No ceiling. This is what you make it.

How To Apply
Reply with answers to ALL of these (short but specific; bullets are fine):

Q1: Describe the most complex project you personally drove fro ---------- ssy start to completion without delegating. What tools did you use to track it, what were the exact deliverables, and what was the measurable result?
Q2: Share 3 links or screenshots (Google Docs, Sheets, Asana boards, trackers, automations, etc.) that you built yourself which show how you organize and drive work. Briefly explain each.
Q3: You have 30 tasks due this week and realize you’ll miss 5. Walk me through, step-by-step, how you handle it with your manager and stakeholders.

Also attach your PDF/Googledrive resume link

Compensation here is performance based. Raises are earned through clearly exceeding KPIs and demonstrating core values consistently. If you want “stability” to mean “I can coast and still get raises,” this won’t feel stable. If you want stability to mean “the better I get, the more valuable and secure I become,” you’ll like it here.