EcoBuild and Green Attic
Schedule Remote, with required CST core-hour overlap Reports to: Company Owner Role Type: Full-time About The Role We are hiring an Operations Partner to help make the company run with more clarity, structure, and accountability. This is not a traditional Executive Assistant role. We are looking for someone who can step into messy, fast-moving business operations and turn recurring chaos into repeatable systems. The right person can: Create clarity where there is ambiguity Build SOPs, templates, checklists, trackers, and operating documents Take founder-dependent workflows and make them run without constant reminders Identify what should be automated and explain the logic clearly Follow up aggressively until work is actually completed Improve accountability across teams, projects, and departments This role is for someone who thinks like an operator, not a passive support person. You should enjoy structure, documentation, systems, ownership, and problem-solving. You should get satisfaction from taking a messy process and turning it into something clear, repeatable, and reliable. What This Role Is Here to Do Your main job is to help reduce founder dependency and improve how the company operates. You will help by: Turning recurring work into clear operating procedures Creating and improving SOPs, templates, checklists, and internal documentation Building follow-up systems so tasks and handoffs do not get dropped Creating cleaner handoffs across operations, recruiting, admin, sales support, and special projects Identifying automation opportunities before they are built Writing automation specs in plain English so technical builders can execute properly Improving visibility into task status, ownership, deadlines, and next steps Helping the business run with less confusion, fewer reminders, and stronger operating rhythm What Success Looks Like in the First 90 Days By the end of the first 90 days, we expect you to have: Taken over at least 1–2 recurring founder-dependent workflows Written or improved multiple SOPs that the team can actually use Improved follow-up on open items across departments Identified several automation opportunities Written at least one complete automation spec Reduced confusion in at least one messy cross-functional workflow Improved task visibility, ownership, and accountability Helped the company operate more calmly with fewer dropped handoffs Core Responsibilities1\. Founder Leverage Remove the founder from recurring loops that do not require founder judgment Keep priorities visible and moving until fully closed Build systems so work moves without repeated reminders Protect the founder’s time by creating structure, not more dependency 2\. SOP and Process Ownership Write SOPs, checklists, templates, and operating documents Improve broken or unclear processes instead of only documenting them Turn tribal knowledge into clear documentation Organize information so team members can self-serve instead of repeatedly asking the same questions 3\. Automation Specification You do not need to be a developer, but you must be able to think clearly about automation logic. You will identify repeatable workflows and define: Trigger Condition Action Approval step Exception handling Owner Expected outcome You will work with technical builders to make sure automations solve the real business problem, not just the symptom. 4\. Task Discipline and Follow-Up Own follow-up across multiple channels until issues are closed Escalate clearly when something is stuck Keep tasks organized in one real task system Maintain a clean operating rhythm Push for closure instead of letting work sit open 5\. Cross-Functional Operating Support Help leadership improve handoffs across operations, recruiting, admin, sales support, and special projects Clarify who owns what, what is due, and what happens next Surface weak points early Help improve accountability across teams 6\. Documentation and Training Infrastructure Help create reusable onboarding and training assets Build recorded walkthroughs, process notes, templates, and checklists Improve how the company trains new people Reduce repeated manual explanation through better documentation You Are a Strong Fit If You Have Evidence Of: Building systems, not just using systems Writing SOPs that people actually adopted Improving messy or founder-dependent workflows Creating follow-up structures that improved execution Managing projects, tasks, and deadlines across teams Thinking in systems, dependencies, edge cases, and failure points Communicating clearly and briefly Using AI tools to improve drafting, analysis, documentation, or process work Turning repeatable work into automation-ready logic Non-Negotiables You are likely a fit only if the following are true: You can show proof of systems or processes you have built You are naturally organized and structured You follow through aggressively without needing constant reminders You can work during CST core hours You can take a messy process, define it, and improve it You are comfortable with direct feedback and pushback You can operate from one main task system instead of scattered notes and parallel trackers You can communicate clearly, calmly, and professionally under pressure You are comfortable learning new tools quickly This Role Is Not This role is not: A personal assistant role An errands role A pure calendar-and-inbox role A note-taking role A “do whatever the founder says all day” role A generic project coordinator role A title for someone who is helpful but cannot build structure You will support the founder, but the goal is to reduce founder dependency, not become a more polished dependency. Tools You May Work With You do not need to know every tool on day one, but you must be comfortable learning systems quickly and improving how they are used. Tools may include: ClickUp Google Workspace HubSpot AI tools such as ChatGPT, Claude, Gemini, Claude, etc. Automation tools such as n8n, Zapier, or similar platforms Documentation and process tools as needed The right person learns the business logic first, then improves the tool usage around it. Ideal Background Strong candidates may come from: Operations support Founder support with real operational ownership Executive Assistant to Operator career path Chief of Staff support Recruiting or HR operations Project operations Process improvement roles SOP-heavy administrative roles Cross-functional support inside a growing business You do not need to come from one exact industry. But you must have proof that you can enter a new environment, learn quickly, and build useful systems. Required Experience Executive support, operations support, or founder support: 5\+ years preferred Systems, process improvement, SOP, or documentation work: 3\+ years preferred AI-assisted operations, automation, or technically inclined work: 2–3\+ years preferred Remote work experience with U.S.-based teams is strongly preferred How We Will Evaluate You This role is evidence-based. We care more about proof than polished claims. You may be evaluated on: SOPs or process documents you have created Systems or trackers you have built Examples of founder time saved Automation specs or workflow logic you have written How you manage tasks and follow-up How clearly you communicate How you perform in a live simulation How well you handle ambiguity and pressure Benefits Work from home Long-term growth opportunity Direct exposure to founder-level operations Opportunity to build real systems, not just complete tasks Role can grow into broader operational leadership based on performance Pay: From Php64,000\.00 per hour Application Question(s): Tell us about one messy or repetitive business process you improved using AI, automation, SOPs, or workflow systems. What was the problem, what did you build or change, what tools did you use, and what was the result? Experience: AI and Automation: 5 years (Required) Workflow Automation and AI Tools: 3 years (Required) Work Location: Remote
EcoBuild and Green Attic
