Operations Manager

Operations Manager — Infusory

Reports to: CEO (transitions to VP Operations once hired)

Compensation: ₹60,000 – ₹80,000/month (based on experience and fit) + ESOP eligibility after 1 year (we're open to going higher for an exceptional candidate)

Growth path: Operations Manager → Head of (Customer Success / Sales Ops / People Ops) — based on where you create the most impact

What this role is: "You are the execution engine of a fast-scaling edtech company".

The leadership team sets direction. You make sure things actually happen — every day, every week, across hiring, HR, finance, sales ops, product launches, and events.

This is not an admin role. This is not an HR role. This is not a finance role.

This is a get-shit-done role for someone who wants to grow into a leadership position by proving they can run a company's operating system.

About Infusory

We build immersive and AI-powered learning products. Today: 30,000+ IFP devices deployed, 6,000+ schools, 4 OEM partnerships, ₹3Cr Q1 FY27 pipeline. Multiple product lines (IFP, XR-K12, XR Studio, ClassNest, AI Engine). International expansion underway.

We are moving from founder-led to professionally run. You joito run professionallyn point.

We break conventions. We don't run on legacy playbooks. We expect you to bring the same mindset as before.

What you will own

Operating rhythm

Run weekly leadership reviews, monthly business reviews, quarterly planning

Owner-tagged action tracker, decision tracker, escalation tracker

No important task should depend on memory or WhatsApp

Hiring coordination

Track open roles, candidates, interview pipeline, offers, joining dates

Run onboarding checklists and 30/60/90 day reviews

Coordinate with hiring managers — you don't recruit, you make recruiting predictable

HR hygiene

Employee records, attendance, leave, role clarity, KRA/KPIs

Appraisal calendar, onboarding/exit processes

Lightweight policy documentation — no corporate bloat

Finance and budget tracking

Work with the Finance Executive on monthly expense tracking, dept-wise budget vs actual

Vendor payments, event budget tracking, burn visibility for management

Sales operations support

CRM hygiene, lead ownership, deal stage discipline

Renewal tracking, event lead follow-up

Weekly sales dashboard

Product and launch tracking

Track roadmap, sprint commitments, launch readiness, demo readiness

Surface blockers, dependencies, owner gaps to leadership

Event operations

Pre-event planning, booth/demo readiness, lead capture, CRM tagging

Post-event follow-up workflows and ROI tracking

Major events FY27: DIDAC, GESS, GITEX, ISE, Bett

Data room and investor readiness

Organize company documents, contracts, HR records, compliance, metrics

Maintain monthly investor update pack

What success looks like

Day 30: Current-state ops audit. Priority problem list. Hiring tracker live. Weekly review format running.

Day 60: Action tracker, budget vs actual, hiring dashboard, HR doc checklist, event template — all running.

Day 90: Department scorecards. Hiring, finance, sales ops, product launch dashboards. SOP tracker. Data-room folder structure. Monthly management review pack.

By Day 90, leadership should answer in 60 seconds: What's stuck? Who owns it? What's late? What's overspending? Which hire is delayed? Which deal needs follow-up?

Who you are

Must-have:

1. 5–7 years of operations / project management / business analyst experience
2. Track record of building systems from scratch in messy environments
3. Spreadsheet and dashboard fluency (Google Sheets / Excel — formulas, pivots, dashboards)
4. AI fluency. You actively use ChatGPT, Claude, or similar tools to upskill, automate, and solve problems faster. This is non-negotiable.
5. Strong cross-functional communication. You can push CXOs politely but firmly.
6. Working knowledge of: HR basics, finance basics, sales process, basic compliance/laws
7. Comfort with ambiguity, mess, and incomplete data

Good to have:

1. Zoho ecosystem (CRM, People, Books)
2. Project management tools (ClickUp, Asana, Notion, Linear)
3. HRMS exposure
4. Event operations experience
5. Edtech, B2B SaaS, or hardware-software hybrid background

Mindset (this matters more than the resume)

a. You ask: "Who owns this? What's the deadline? Where is this tracked? What's the next action?"

b. You are young, bold, and want to lead — not maintain

c. You don't wait for instructions on every task — you propose, then execute

d. You believe LLMs are co-workers, not toys

c. You don't need to be told twice

d. You take ownership without being asked

What this role is NOT

a. Not pure admin

b. Not pure HR

c. Not pure finance coordination

d. Not passive reporting

e. Not a place to coast

This is a high-ownership execution role. You drive accountability. You don't just remind people.

What you get

1. Direct access to CEO, CTO, CBO, and all department leads
2. Authority to enforce trackers, document decisions, escalate blockers
3. A team to grow into: Junior Ops support added in Q3 FY27 if you're delivering. VP Operations will join above you in 6–12 months — you become their #2 if you've earned it.
4. Clear written growth path: within 12–18 months, you can take charge of Customer Success, Sales Ops, or People Ops — wherever you've shown the strongest impact.
5. ESOP eligibility after 1 year on performance milestones
6. Tooling budget to recommend and deploy systems

The honest part

The first 90 days will be messy. There will be missing data, unclear owners, and last-minute planning. Your job is to reduce the mess every week, not complain about it.

If you need a polished system to operate inside, this role is not for you.

If you build order out of chaos quietly and consistently, and want to be in a leadership position in 18 months — this is your role.