Operations Manager For The 'Disney' Of Short-Stays

We’re looking for a high-ownership operator who takes full responsibility for outcomes, solves problems without being asked, and ensures leadership never has to step in, someone with the ambition and appetite to help build the world’s next Disney and grow with it long-term, and use this opportunity to fundamentally change the trajectory of their working career.

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We are a multi-award-winning, market-leading company at the forefront of experiential hospitality, creating spaces that don’t just get booked… they get remembered by transporting guests to entirely different worlds.

Lauded by Forbes as the “Disney of short stays”.

This is not a company you join to “do a job.”
This is a company you join to build something bigger than yourself.

And we are looking for the operator who wants to be at the centre of it.

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The Role:

Leadership’s phones should not ring.

- No chaos reaching the top.
- No unresolved issues.
- No repeated problems.

You are the person who sees everything, fixes everything, and builds systems so it never happens again.

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What You’ll Actually Do

1. Own operations across a fast-moving, multi-layered business
2. Identify problems before they become problems
3. Build systems, structure, and accountability where they don’t exist
4. Run consistent team touchpoints to maintain performance and clarity
5. Ensure everything moves from created ? executed ? verified
6. Act as the control centre of the business — nothing slips
7. Use the team to execute, but you own the thinking and direction
8. Uphold brand standards at all times, internally and externally

Execution & Systems
9. Build, document, and continuously improve SOPs, playbooks, and workflows
10. Ensure standards are not just created, but actually followed and enforced
11. Remove friction across the business (delays, confusion, bottlenecks, poor handoffs)
12. Continuously optimise operations to make the business smoother and more scalable
13. Solve root problems permanently, not just surface-level issues
14. Ensure timelines (turnovers, readiness, maintenance, guest experience) are always met

People, Team & Leadership
15. Hire, assess, and position the right people in the right roles
16. Train tea ---------- mbers to a high standard so they can operate independently
17. Hold the team accountable to performance, behaviour, and standards
18. Run daily/weekly check-ins and maintain consistent communication rhythms
19. Recognise, motivate, and elevate team performance consistently
20. Build a culture of ownership, reliability, and accountability
21. Address performance issues early and directly (no avoidance of hard conversations)

Communication & Control
22. Ensure all communication is clear, direct, timely, and actionable
23. Eliminate vagueness, missed ownership, and slow responses
24. Actively monitor conversations, tasks, and outputs to understand what’s really happening
25. Ensure no issue goes unowned or unresolved
26. Keep leadership completely shielded from day-to-day operational noise

Decision-Making & Ownership
27. Make fast, high-quality decisions without waiting for permission
28. Take full ownership of outcomes, not just tasks
29. Escalate only when necessary, and do so clearly and with context
30. Never allow “that’s not my job” thinking to exist within the team

Guest Experience & Brand Protection
31. Protect and enhance the guest experience across all stages (before, during, after stay)
32. Ensure operations consistently match the brand promise
33. Identify and fix anything that could negatively impact the guest experience
34. Maintain a “show mindset”, every detail contributes to the overall experience

Visibility, Truth & Awareness
35. Stay fully aware of what is happening across the business at all times
36. Do not rely solely on reports, actively seek the truth
37. Identify where things are breaking, slowing down, or slipping
38. Be present, visible, and engaged with the team daily

Continuous Improvement
39. Constantly identify what can be improved, simplified, or upgraded
40. Redesign systems, processes, and workflows as the business scales
41. Stay ahead, continuously improve your own skills across operations, leadership, and systems
42. Leave the business better than you found it every single day

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What This Role Really Is

You will have fixed hours and structure.

But this is not a “do your hours and switch off” role.

There will be ---------- nts where the business needs more from you.
There will be times where problems don’t fit neatly into a schedule.

And in those ---------- nts, you step up.

This role is designed for someone who understands that:

This is hospitality, the clock never stops. You build first, then you are rewarded for what you’ve built.

Not the other way around.

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Leadership Standard (Read Carefully)

We believe leadership is not about control, it’s about contribution.

Great leaders are givers.

They give:

- Time
- Attention
- Coaching
- Correction
- Energy
- Standards
- Stability
- Direction

This does not mean being soft.
It means you take responsibility for outcomes beyond yourself.

Leaders who take, attention, credit, comfort, convenience, excuses, weaken organisations.

Leaders who give, build them.

In return, they earn:

- Trust
- Loyalty
- Performance
- Growth
- Credibility

If this is how you naturally operate, you will thrive here.

If not, this role will feel overwhelming very quickly.

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Non-Negotiables

1, Exceptional English communication skills (spoken and written)
2. Extreme ownership mindset
3. High reliability, you do what you say, every time
4. Ability to think independently and solve problems without direction
5. Willingness to go beyond what is expected when the business requires it
6. Pride in building something long-term, not just completing tasks

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What This Role Is NOT

- Not a 9–5 mindset role
- Not a delegation-only role
- Not a “wait for instructions” role

If something breaks, you own the outcome.

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Compensation

During the initial 6-month probation period, this role will be compensated at:

$1,500 AUD per month

This period is designed to establish:

1. Your level of ownership
2. Your ability to operate independently
3. Your impact on stabilising and improving the business

This is not a static role, and this is not a static salary.

At the end of the probation period, your compensation will be restructured into a higher rate based on your performance, reliability, and overall impact on the business.

High performers in this role will not remain at entry-level compensation.

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How to Think About This Role

This position is built for someone who understands that:

1. You are not paid based on time alone, you are paid based on value created
2. The more problems you solve and systems you build, the more valuable you become
3. As the business grows stronger through your contribution, your compensation grows with it

We are looking to invest in someone long-term, someone who wants to grow into a key operator within the business, not just complete a probation period. We reward ownership, consistency, and results. If you come in, take full control, solve problems, and lift the level of the business, you will be recognised and compensated accordingly.

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Time Tracking & Standards

This role requires the use of Time Doctor.

This is not about micromanagement or unnecessary oversight.

It exists for one reason: to protect standards across the team.

We operate in a high-performance environment where:

1. Everyone is working hard
2. Everyone is contributing
3. Everyone is held to the same level of accountability

Time tracking ensures:

1. Fairness across the team
2. Visibility on where time is being invested
3. Alignment on effort and output
4. No one carrying more than they should, and no one contributing less than expected
5. A strong understanding of what your salary should look like post probation

You will have the flexibility to:

1. Think creatively
2. Step away when needed for problem-solving
3. Work in a way that allows you to perform at a high level

Listening to music, having something on in the background, and working in your own flow is completely fine.

What matters is:
You are consistently contributing, moving things forward, and operating at a high standard alongside your fellow tea ---------- mbers.

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MANDATORY APPLICATION REQUIREMENT (READ CAREFULLY)

To apply, you must submit a video answering the questions below via a public google drive OR Loom link.

Applications without a video will not be considered. Ai should not be used to create scripts, this should come directly from you. Without being read off a screen. We want a raw version of who you are.

In your video, answer:

1. What is your understanding of the role based on the job post?
2. Walk us through how you would handle this scenario:
"A guest checks in at 3PM. At 12PM, the clean isn’t done, keys aren’t returned, and no one has confirmed readiness."
3. Being in Hospitality, the clock never stops, meaning sometimes you'll be working more than 40 hours a week, even sometimes 60 hours+ a week. Why do you want to be part of building something like this? Especially considering how demanding it is vs a traditional role.
4. If you were told you were joining the Disney of short-stays, how would you respond?

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Final Note

This role is not for everyone.

But for the right person, it becomes something far more than a job.

You become:

1. The person leadership relies on
2. The person the team looks to
3. The person who holds the standard
4. The person who is remmunerated heavily because of that

And a key part of building something that will become globally iconic.

If that excites you, we want to hear from you.