Read This First

Delivrd is not hiring a manager.

We are not hiring a people babysitter.

We are not hiring someone to “keep things running.”

We are hiring an operator.

Someone who looks at a high-volume system that works *most* of the time and says: Good. Now let’s make it reliable.

• Someone who cares less about activity and more about outcomes.
  
• Less about meetings and more about flow.
  
• Less about effort and more about leverage.
  

This role exists to make the system stronger. Quieter. More predictable.

If things break, you fix the system.
If volume grows, the system grows with it.
If quality slips, the system catches it early.

Thats the job.

The Role

Delivrd helps people buy cars without the dealership nonsense.

Clients hire us.
We negotiate on their behalf.
Mostly by text and email.
At scale.

Right now, we run about 50 to 60 deals per week.

That should be 60 to 80. Consistently. Without founder involvement.

That outcome is the job.

• You are accountable for throughput, quality, and reliability.
• Not by negotiating deals yourself.
• Not by managing people day to day.

By designing and owning the operating system that makes good outcomes routine.

When deals stall, you figure out why.
When quality slips, you fix the cause.
When volume increases, you make sure the system absorbs it calmly.

You will have real authority to change how work moves through Delivrd.
Handoffs. Processes. Decision points.

You will be evaluated on results.
Not effort. Not activity. Not vibes.

Results are black and white.

What You Will Own

The steady flow of completed deals each week.
Consistency, not spikes.

A shrinking Red Zone.
A client experience that feels calm, clear, and intentional.

Clear working relationships between Deal Coordinators and Deal Coordinator Support.
No overlap. No confusion.

• Clean handoffs.
  
• From intake to negotiation.
• From negotiation to delivery.
• From delivery to follow up.

Operating procedures that exist, make sense, and are actually followed. When they stop working, you fix them.
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Escalation paths that are obvious. Coverage that does not rely on heroics or weekends going sideways.
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A service arm that runs without founder intervention.

You do not handle payroll.
You do not run performance reviews.

You own whether the machine works.

What Success Looks Like

• 60 deals per week is the floor, not the ceiling
  
• 70 to 80 deals per week is sustainable, not stressful
• Clients never feel ignored or confused
• The team knows exactly who owns what, and when
• Problems are solved upstream, not patched downstream
• The founder can step away from service execution without things breaking

Who This Is For

You SHOULD apply if you:

• Have built or scaled an operational system before and can prove it
  
• Thrive in process design, constraint removal, and execution clarity
• Are comfortable making hard calls when something isn’t working
• Want ownership without corporate politics
• Care deeply about customer experience, not just efficiency
• Are energized by fixing real problems in a real business

You should NOT apply if you:

• Want a traditional “Director” title without real accountability
  
• Prefer managing people over fixing systems
• Need perfect structure handed to you
• Are uncomfortable being measured by results

Compensation

Base salary: $85,000
Performance bonus tied to weekly throughput and quality metrics

‍Expected total compensation:

• Around $120k at consistent 60-deal weeks
  
• $200k+ at 70–80 deal weeks
• Top performers can reach $225k+

This is not discretionary. The math is defined. Performance pays.

How We Work

• Fully remote
  
• 5-day work week
• Clear schedules based on client time zones
• High trust, high accountability
• Small team, real impact
• No corporate nonsense

If you want to understand the culture, our founder’s TikTok is a good place to start:
https://www.tiktok.com/@tomislavmikula

Quality Protection (How Performance Is Measured)

Throughput only matters if quality holds.

Performance compensation assumes both.

We track a small set of non-negotiable indicators to ensure scale does not degrade the client experience. These metrics are binary, auditable, and reviewed weekly using data pulled directly from the CRM.

They include:

• Red Zone deal count: Any paid deal that is 25 plus days past Date Paid and still active in the funnel.  
  
  Threshold: 7 or more Red Zone deals pauses performance pay for that week.
  
• Client communication consistency:  Any active deal not closed by Friday must have a documented client update by end of day Friday.  
  
  Threshold: 2 or more missing Friday updates pauses performance pay for that week.
• Pickup day ownership  Every pickup must have a named Decision Owner and a named Escalation Owner prior to pickup day.  
  
  Threshold: Any pickup without ownership pauses performance pay for that week.
• Intentional backlog prevention:  Deals may not be intentionally delayed when the client is ready, an offer is approved, and no external blocker exists.  
  
  Threshold: Any confirmed intentional backlog pauses performance pay for that week.

The expectation is not perfection.

The expectation is systems that surface problems early and correct them upstream.

Detailed definitions, exceptions, and enforcement mechanics live in the compensation plan.

Final Note

This role exists because Delivrd is growing.

It will continue to exist only if you make it indispensable.

If reading this made you think:
“I already see three things I’d fix in the first 30 days”
You should apply.