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Chief Operating Officer (COO)

posted by: spj_bot

About LawnStarter

LawnStarter is the nation's leading on-demand marketplace for lawn care and outdoor services, with $50M+ in net revenue across three brands. We've been profitable for three consecutive years, and our existing business has reached a place of great operating leverage: 38.5 cents of every incremental dollar in net revenue since 2022 has gone directly to the bottom line. We're entering our most ambitious phase yet, expanding into new verticals, building software products, and laying the foundation to become a multi-billion-dollar company. We have a really talented team of ~180 full-time members plus a seasonal workforce that scales to 500+.

The Role

We're hiring a COO to be the operational heartbeat of LawnStarter.

Here's what's true: we grew 20%+ last year, expanded EBITDA margin by 7 points, and scaled to $50M+ in net revenue. We have a great culture, a strong leadership team, a really talented team, and we're great at hiring. We've done a good job building a profitable, growing business, but we aren't strong operators yet.

We don't have the operational infrastructure, rigor, and discipline to match our ambitions. Structural people development is aspirational, not actual. And as the business gets more complex (multiple service lines, new verticals, software products) the CEO needs to elevate to focus on AI strategy, vision, and the highest-leverage bets.

Job Skills

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organizational change management

posted by: spj_bot

We are looking for candidates to fill an organizational change management position in Pretoria, South Africa, with a 3-month extended contract role.

The salary for this role ranges from 40,000 to 51,000 ZAR per month.

Scope of Work: Change Manager

Objective:

To lead and support organizational change initiatives by ensuring smooth transitions, minimizing resistance, and maximizing employee adoption and engagement.

Requirements

Key Responsibilities:

Develop Change Strategies: Design and implement structured change management plans that align with business goals and project timelines.

Stakeholder Engagement: Identify key stakeholders, assess their influence and impact, and maintain open lines of communication throughout the change process.

Impact Analysis: Conduct readiness assessments and impact analyses to understand how changes affect individuals, teams, and departments.

Communication Planning: Create and execute communication strategies that clearly articulate the vision, benefits, and progress of the change.

Training & Support: Collaborate with HR and training teams to develop and deliver training programs that equip employees with the skills and knowledge needed for the change.

Job Skills

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