Vice President of Operations

Evette•Dallas, TX

4d•Hybrid

About The Position

Leading the Way in Veterinary Relief Staffing We are the premier partner for veterinary relief staffing, offering personalized support so you can focus on what you do best caring for animals. At Evette, we keep it human, providing a service that allows you to focus on your passion, both at work and beyond. Join Our Team! Competitive Salary, Excellent Benefits, and a Fantastic Team! As your dedicated relief partner, Evette empowers veterinary professionals by offering personalized services tailored to your unique goals, preferences, and needs. We take pride in advocating for the veterinary medicine community, championing the impactful work that professionals like you do every day. Evette works exclusively with top-tier veterinary relief talent—reliable, knowledgeable, and compassionate. Job Summary: The Vice President of Operations is a senior leadership role responsible for driving the operational performance of Evette Staffing's recruiting organization. Reporting directly to the CEO, this leader manages the staffing and the recruiting teams, ensuring the business consistently meets its goals for veterinarian placements, revenue, and client satisfaction. The VP of Operations is accountable for the systems, structure, accountability, and execution that enable the recruiting team to perform at a high level. The ideal candidate is an experienced operational leader who knows how to build high-performing teams, manage metrics, and create scalable processes in a fast-paced service business.

Requirements

Bachelor's degree required
7+ years of progressive leadership experience in operations, service delivery, or team management — with at least 3 years managing other managers.
Demonstrated success managing a team to measurable performance targets in a KPI-driven environment.
Experience in staffing, professional services, healthcare, or a similarly fast-paced service business is strongly preferred.
Track record of building scalable processes and leading teams through periods of growth.
Strong people leadership skills — direct, fair, and consistent; able to hold people accountable while developing their capabilities.
Highly organized with the ability to manage multiple priorities, track performance across a team, and execute without losing detail.
Analytical — comfortable working with performance data, identifying trends, and making decisions based on metrics.
Clear and effective communicator at all levels, from individual contributors to the CEO.
Proficient in business systems (ATS/CRM platforms, Microsoft Office, reporting tools); able to learn new systems quickly.
Entrepreneurial mindset — comfortable in a growing company where the leader is expected to build, not just manage.

Responsibilities

Operational Leadership & Execution: Own day-to-day operational performance of the company, ensuring recruiting activity, placement targets, and revenue goals are met consistently.
Translate the CEO's strategic direction into clear operational plans, priorities, and measurable outcomes for the team.
Monitor key performance indicators (KPIs) across the recruiting team — including outreach volume, pipeline velocity, fill rates, and placement counts — and hold the team accountable to targets.
Identify operational bottlenecks, inefficiencies, or gaps and implement solutions quickly and decisively.
Produce regular performance reports and dashboards for the CEO, with clear analysis and recommended actions.
People Management & Team Leadership: Directly manage the VP of Staffing, providing clear direction, ongoing coaching, performance accountability, and development support.
Oversee the recruiting team through the VP of Recruiting, ensuring each recruiter is performing to standard, hitting activity benchmarks, and contributing to company goals.
Conduct regular 1:1s, team meetings, and performance reviews; address performance issues directly and promptly.
Create a culture of accountability, urgency, and professionalism within the operations team.
Partner with the CEO on workforce planning — identifying when to hire, restructure, or realign the team to match business needs.
Process Design & Operational Standards: Build, document, and enforce standard operating procedures (SOPs) for all operational workflows — from recruiter activity management to placement tracking and client coordination.
Ensure the team is utilizing company systems (ATS, CRM, communication tools) correctly and consistently.
Drive continuous improvement across all processes, eliminating redundancy and increasing team output without sacrificing quality.
Establish and maintain clear escalation paths so operational issues are surfaced and resolved efficiently.
Cross-Functional Coordination: Serve as the operational bridge between the recruiting team, the CEO, and any client-facing or administrative functions.
Coordinate with the CEO and VP of Staffing on capacity planning — ensuring the right number of recruiters are in place to meet placement demand.
Support the CEO on special projects, business development initiatives, and company-wide operational priorities as needed.