Director of Operations & Integration

Director of Operations & Integration We're 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 onLead Day-1 → Day-90 integration for every practice we acquirePartner with a Visionary owner and a precision-focused CPA partner - you are the person who makes the plan real You're a fit if you are structured, assertive in service of the mission, allergic to dropped balls, and proud when other people become more effective. You're 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 Run the operating cadence Own the weekly leadership meeting (scorecard, Rocks, to-dos, etc.)Publish a same-day written summaryKeep Rocks to a short list; every Rock has one owner, one date, one definition of doneMaintain the Issues List; solve the vital few completelyProtect meeting discipline: on time, phones down, decide on data Protect CPA capacity Drive utilization toward 85–90% 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 measuredSpot capacity cliffs before they hit tax season Own the accountability chart and people systemKeep a living accountability chart: who owns what, Level of delegation clearRole scorecards written before we hire (never hire into fog)Hire, onboard, and performance-manage ops/admin seatsWeekly 1:1 rhythm with directs; written expectations; no silent underperformance Build the firm operating systemOne system of record for client status, tasks, deadlines, documents, billing statusSOPs that a newly acquired team can adopt in weeks, not yearsQuality checklists and handoffs that survive busy season"If it isn't written and assigned, it doesn't exist" Lead roll-up / practice integration For every acquisition or tuck-in, you own the integration playbook:Day-1 / Day-30 / Day-90 integration planSystems cutover (files, portals, billing, calendar, communications)Role mapping: who stays, who reports where, what gets standardized vs. left localClient communication plan (no surprise drops)Culture + cadence install: scorecard, Rocks, meeting rhythmSynergy tracking: utilization, realization, turnaround time, client retentionEscalate to the Principal only on Visionary-level decisions (price, brand, major bets); you run the rest Communication loop Quiet competence is a fail here.Got it on receiptStatus while in progressDone summary on completionDaily brief to Principal: done / in progress / today / needs from you / risksConfirm 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 yourselfExcellent writing; lives in the communication loopClean background check; references from prior principals / CEOs / MPs

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