Director of Operations & Integration

Director of Operations & Integration

Were building a CPA/tax platform designed to roll up practices - and we need the operator who runs the firm and integrates what we buy.

You will:

• Own the weekly operating cadence (scorecard priorities accountability)
• Protect CPA billable time (utilization WIP billing AR discipline)
• Build one operating system the whole firm runs on
• Lead Day-1 Day-90 integration for every practice we acquire
• Partner with a Visionary owner and a precision-focused CPA partner - you are the person who makes the plan real

Youre a fit if you are structured assertive in service of the mission allergic to dropped balls and proud when other people become more effective.

Youre not a fit if you want a book of business need to be told every step or go quiet when work is in progress.

We are building an operating platform that can absorb other tax/accounting practices standardize how work runs protect CPA billable time and scale without chaos.

You are the person who makes the vision real.

• Follow the set direction major bets and the roll-up thesis.
• You own the machine - cadence accountability throughput people ops for the firm and integration of every practice we bring in.

If you have ever wanted to be the operator who turns a good firm into a repeatable growth engine this is that opportunity.

Core responsibilities

1. Run the operating cadence

• Own the weekly leadership meeting (scorecard Rocks to-dos etc.)
• Publish a same-day written summary
• Keep Rocks to a short list; every Rock has one owner one date one definition of done
• Maintain the Issues List; solve the vital few completely
• Protect meeting discipline: on time phones down decide on data

1. Protect CPA capacity

• Drive utilization toward 8590% billable target (or the board-approved number)
• Own WIP aging billing coordination and AR follow-up cadence (with CSA / admin support)
• Keep non-billable work off CPA plates - Client Services / admin owned and measured
• Spot capacity cliffs before they hit tax season

1. Own the accountability chart and people system

• Keep a living accountability chart: who owns what Level of delegation clear
• Role scorecards written before we hire (never hire into fog)
• Hire onboard and performance-manage ops/admin seats
• Weekly 1:1 rhythm with directs; written expectations; no silent underperformance

1. Build the firm operating system

• One system of record for client status tasks deadlines documents billing status
• SOPs that a newly acquired team can adopt in weeks not years
• Quality checklists and handoffs that survive busy season
• If it isnt written and assigned it doesnt exist

1. Lead roll-up / practice integration

For every acquisition or tuck-in you own the integration playbook:

• Day-1 / Day-30 / Day-90 integration plan
• Systems cutover (files portals billing calendar communications)
• Role mapping: who stays who reports where what gets standardized vs. left local
• Client communication plan (no surprise drops)
• Culture cadence install: scorecard Rocks meeting rhythm
• Synergy tracking: utilization realization turnaround time client retention
• Escalate to the Principal only on Visionary-level decisions (price brand major bets); you run the rest

1. Communication loop

Quiet competence is a fail here.

• Got it on receipt
• Status while in progress
• Done summary on completion
• Daily brief to Principal: done / in progress / today / needs from you / risks
• Confirm verbal asks from Principal in writing within 24 hours

Must-have experience

• 5 years running operations in a professional services firm (CPA legal advisory healthcare practice or PE-backed roll-up strongly preferred)
• Proof you built an operating cadence (meetings scorecards accountability) - not only kept things organized
• At least one meaningful integration story (acquisition office merge system cutover or multi-entity consolidation)
• Comfortable holding professionals accountable without being a technician yourself
• Excellent writing; lives in the communication loop
• Clean background check; references from prior principals / CEOs / MPs

Required Experience:

Director