Impact Operations Lead

DAD · Director of Impact Operations

Remote-first (US) · Full-time · Reports to the Managing Director

Compensation: $120,000–$150,000 + founding-team participation

Salary: Performance-based scaling as the organization grows

Read This Part First

This is not a job at a charity.

DAD is an AI-native charitable organization rebuilding trust in giving. Recurring micro-donations fund programs we design and operate ourselves. Corporate partners co-build initiatives alongside them. And the outcome of every dollar gets verified and published continuously, instead of summarized once a year in a PDF nobody reads.

This will be the most fulfilling work you have ever done in your life. Hands down. We don’t mess around either. Every one of our staff is equipped to do the work of 10 people. We make Elon look like a grandma.

We’re in “stealth-mode,” and launch in ~6 months.

Most impact operations roles are about reporting what a program did. This one is about proving it, 24 times, in 24 places, in one year alone.

Why This Role Exists

Everything DAD says to a donor rests on one claim: the aid arrived. Not that it was funded, not that it was planned, not that a partner was announced. Arrived. This is the seat that makes that claim true before anyone publishes it.

Done badly, the failure is public and fast. A corporate partner announces an initiative we can’t staff. A community program runs two weeks late and nobody flags it until a donor asks. A number goes up on the platform that can’t be walked back to a delivery record and the entire transparency argument dies with it. We won’t get a second chance at that.

So you’re not running programs one at a time. You’re building the operating system that runs all of them: intake, site selection, partner vetting, logistics, staffing, verification, and the evidence trail that feeds the platform. Twenty-four initiatives in Year 1 across home programs, corporate initiatives, and community programs and a model that holds when it’s sixty.

The ordinary hard part: you’re doing it pre-launch, across state lines, coordinating with twelve department heads and a partnerships pipeline that will sell what you have to deliver. The playbook doesn’t exist. You’re writing it while running it.

What You’ll Actually Own

• 24 initiatives in Year 1, across the United States. Home programs, corporate initiatives, and community programs concurrent, in different states, on different clocks. You own the calendar, the sequencing, and the call on what we don’t take.

• The delivery system, from zero. Site selection, partner vetting, logistics, on-the-ground staffing, and run-of-event execution built as a repeatable model with real documentation, not a set of heroic one-offs held together by you personally.

• The verification standard. You define what counts as proof that aid reached a person, and you hold that line when the number would look better without it. If the evidence isn’t there, the figure doesn’t publish.

• Field compliance and risk. Partner agreements, safeguarding, insurance, permits, and multi-state operating requirements, with Legal & Governance. On-the-ground work carries real liability and real duty of care.

• Reporting to the Advisory Board and corporate partners. Delivery status, cost-per-outcome, variance, and the honest version of what slipped and why on a cadence, not on request.

• An agent-native operations function. You’ll have best-in-class AI engineers building against your workflows: intake triage, scheduling, vendor coordination, document handling, status reporting, and verification intake all encoded and run by agents, with you steering. The headcount is the compiler, not the workforce. We’re not hiring you to build an operations department of twelve coordinators.

What We Think It Takes

• 8+ years running on-the-ground operations at scale. Program director, field operations lead, event operations director, or disaster/humanitarian response manager ready for the seat.

• Multi-site, multi-state execution in the US. Managing events, humanitarian efforts, and recurring programs is the preferred background; we care that you’ve personally stood in a parking lot at 5am fixing something, not that you’ve managed someone who did.

• M&E or program evaluation fluency. Defensible measurement methodology, not activity counts. Or the appetite to acquire it fast.

• Built from zero. If you inherited a mature operations stack and optimized it, this will be an uncomfortable job.

• Strong writing. This role runs on documents, not decks.

• Genuine AI tooling fluency. Not “I’ve used ChatGPT,” but “I’ve automated a partner intake and vetting workflow.”

• Spine. You will have to tell a partnerships lead no, in writing, in front of the founder, when delivery capacity doesn’t exist. Twenty-four is a real ceiling and someone has to defend it.

What We’re Not Looking For

Someone who treats measurement as a reporting chore handled after the work, someone who needs a full team hired before they can produce output, or anyone whose instinct is to announce an initiative before it’s deliverable.

A degree in international development isn’t required, and neither is prior nonprofit experience. What you need is to believe delivery is the problem worth solving.

How We Work

We live by our name.

• Accountability: Truth first, and you’ll never be frowned on for a unique mistake.
• Impact: The only metric that counts is aid that arrived.
• Delivery: We’re judged on arrival, not intention.

And six lines we don’t cross:

1. No pity framing.
2. No numbers we can’t prove.
3. No confusing activity with impact.
4. No waiting for permission to help.
5. No slacking.
6. No religion, politics, or stances on controversial topics.

Details

• Compensation: $120,000–$150,000, plus founding-team participation in the upside we’re building. Performance-based salary scaling. We don't have to wait years to bump this up :)

• Location: Remote-first (US), with travel for board meetings, funder conversations, and initiative sites during delivery windows.

• Time off: 20-day minimum floor—a floor, not a ceiling, and not the “unlimited” policy nobody uses.

• Start: As soon as the right person is found.

• Process: Intro call → working session on a real DAD operations problem → conversations with the Founder and an Advisory Board member → references. We’ll tell you where you stand at every step, including when the answer is no.

To Apply

Send a résumé or LinkedIn, plus a short note answering one question:

> What’s an operation you ran that went wrong on that day, and what did you do to fix it at that time, and then what changed so it couldn’t happen again?

No cover letter. No “I’m passionate about giving back.” Just the operation and what happened next.