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Director, Supply

Why Shiftsmart

We’re building the Amazon of labor. We’re a labor platform pairing end-to-end workforce management technology with a rapidly growing global network of 4M flexible workers (ranked #3 in the App Store) to create scalable labor solutions for the largest companies and government agencies in the world like Walmart, PepsiCo, Starbucks, and Circle K. Our unique business model fractionalizes jobs down to shifts and makes it easy for workers to work across multiple employers through a digital marketplace. We’re one of the fastest-growing scaleups in the country. We’ve grown 2-3x each year since we started and raised $120M+ from top-tier investors including D1 Capital & Imaginary Ventures…and we’re only getting started.

Mission: What we do and why we need you

The mission of the supply leader is to build and grow the Shiftsmart ecosystem by both recruiting enough partners to fill shifts for our customers and retaining and growing the best partners through loyalty and retention programs.  The successful supply leader will thrive in three areas - growing supply in new markets, improving the platform and the offering to increase loyalty and retention, and using their knowledge to inform the direction of company growth. 

For supply growth in new markets, this leader will own all execution from marketing and app downloading through ensuring partners fill their first shift (acquisition, orientation, live support).  In addition, this leader will continuously improve retention and loyalty programs over time to increase lifetime value of existing partners. 

This leader will also be critical in informing where and how the company grows through their role in attracting partners to the platform.  He or she will manage a team and own the operational execution and ongoing updates of the Shiftsmart app to deliver these outcomes.

This role is based in New York City (HQ) with typically 3+ days in office and up to ~15% travel required.

Outcomes: What problems you will solve

Your role will continue to evolve over time but your main responsibilities initially will be to 1) achieve targets for adding partners and 2) improve the platform to enhance the loyalty and retention of partners.  You will manage your team to do this by:  

  • Setting and achieving the daily, weekly, and monthly targets for partners downloading the app, being oriented, and filling their first shift

  • Working closely with the engineering team to improve the Shiftsmart platform to encourage loyalty and retention of Shiftsmart partners

  • Managing the digital acquisition team to ensure enough partners are entering the ecosystem

  • Managing the orientation team to ensure sufficient qualified workers are ready for a shift by executing orientations (in person and remote) and overseeing a live shift support system to increase partner success during first shift 

  • Creating and executing strategies to ensure maximum reasonable fill rates while managing to a specific budget

  • Continue to develop new and better ways to use the platform to attract and retain quality partners

  • Manage employees in their use of analytical tools like Google Sheets, SQL, and additional resources to gather and analyze data to develop insights and inform decisions

  • Analyze outcomes, often daily, and triage issues, taking action where possible and escalating when required

Competencies: Who you are

Do you have what it takes to acquire new partners successfully and fundamentally change labor? Here are the attributes you’ll need:

  • Self-starter: 8+ of experience with the potential, motivation and ambition to grow and thrive in a fast-paced environment.

  • Results driven: Takes pride in and has a track record of hitting or exceeding targets; persists in accomplishing objectives despite obstacles or setbacks. Success will be measured against the required quota of new partners graduating into the regular supply base on a daily or weekly basis. You will be required to flexibly adapt and manage to outcomes even when situations change and circumstances evolve.

  • People manager: You will manage a team, helping them prioritize and execute and working side-by-side with them as need to achieve the company’s outcomes.

  • Problem solver: You thrive working through and solving problems, quickly learn and adapt to new situations, and can synthesize the abstract into the concrete.

  • Highly organized: You plan, organize and execute in a highly structured way and relish bringing formality to ambiguity, ruthlessly prioritize, and feel organization is second nature to you.

  • Independent: Able to function with a high-level of autonomy once given a playbook.

Compensation philosophy

To provide greater transparency we share base salary ranges, which are based on role and level benchmarked against similar stage, high growth companies. Offers are determined based on multiple factors including skills, work experience, and relevant credentials.

In addition to competitive salaries and meaningful equity we offer the following benefits:

  • Comprehensive healthcare coverage: We cover 100% of employee premiums for medical, dental, and vision care (60-75% for dependents)

  • 401(k) match program: We match 100% on the first 3% of your contributions and 50% on the next 2% for a maximum match of 4%

  • Generous, fully paid parental and family leave policies

  • Pre-tax commuter benefits

  • Collaborative office with fully stocked kitchen @ 1 World Trade in Manhattan

Equal opportunity employer

Shiftsmart is committed to creating a diverse environment and is proud to be an equal-opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status.

Operating Principles @ Shiftsmart

Inspired by Leadership Principles @ Amazon

Execution Is Binary

We #GetShiftDone. We take immense pride in both the quality of our work and our relentless determination to deliver on our commitments. If we say we are going to do something, we do it.

We own the outcome with an unstoppable mindset through the finish line and are impatient to move the ball forward. This means we work really hard, execute with urgency, and ruthlessly challenge timelines for anything important. As a result, we do not defer responsibility to other teams or individuals. Instead, we take the problem as far as we can and only when needed ask others for help.

Each time a crisis or opportunity emerges we take the hill as one team, because we are allergic to the words “it can’t be done”.

Missionaries, Not Mercenaries

We before me. We believe in our mission to build a better world for workers. We understand why our work matters and take seriously how it impacts our customers and our partners. This belief permeates everything we do from the strategic to the mundane.

We are energetic, ambitious, and want to win. We constantly raise the standards for ourselves and everyone around us. We show up for our customers, our partners, and most importantly our teammates, and make every effort to build lasting relationships with each of them.

We do not measure success based on our titles or the size of our empires. This also means we put the needs of the business before the details of our job descriptions. Rather than fight for a bigger piece of the pie, we fight to grow the entire thing and recognize this is how to grow our careers too.

Inputs > Outcomes

We work really hard. Fundamentally changing how labor works is not easy. It often requires long days, late nights, and weekends to deliver on our commitments. We lean into this challenge.

We focus on the process. We think in terms of value chains and appreciate that a bad process with a good outcome is simply dumb luck. 

We lead with data. We use facts, not fiction, to build narratives and make decisions. To do this we prepare written memos in advance and resist the urge to engage in endless water cooler what ifs, because we value the time and attention of our teammates.

We hire and develop the best. When we decide to hire a new team member, we do so because we believe they will increase the talent density on our team. We view ourselves as leverage maximizers rather than inconvenience reducers and strive to increase the output of everyone we interact with.

Honesty Over Harmony

We share the truth even when it is painful. We do not, however, share the truth callously to hurt people’s feelings or make them look bad. We also assume positive intent. If someone is not delivering in a way that we need, we ask them and tell them before assuming the worst.

We embrace mutual feedback. As people leaders we care more about our team’s growth and success than how much others like us. As individuals we seek, accept, and apply feedback. We do not give or take feedback personally because we understand it enables us to learn and grow.

We tell the truth to ourselves. We reject a pollyannaish view of our world. Instead if something isn’t going well that we are responsible for, we call it out. And when someone calls out their own truth that may be less optimal, we don’t punish them for it.

We have the meeting in the meeting. If something is broken or we disagree, we call it out and say something in the moment even if it feels uncomfortable to do so. This means that if something is broken, we do not just accept it and complain later.

Invent & Iterate

We are inventors @ heart. We categorically reject the phrase “that is how it’s always been done”, and constantly discover new and better ways to do more with less. This means we are resourceful and often do things that don’t scale, only to create ways to scale them later. We’re builders.

We think BIG. At every level of the company, we embrace big, hairy, audacious, and transformative goals. We fear lack of progress and incremental thinking more than failing to deliver or falling short of an audacious goal. We believe courage means to try without fear and learn without ego.

We do not let perfect get in the way of better. When faced with the choice we prioritize delivering something, even if imperfect, over endless debate and alignment. We embrace good mistakes.

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CEO of Shiftsmart
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Aakash Kumar
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Average salary estimate

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$120000K
$150000K

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What You Should Know About Director, Supply, Shiftsmart

As the Director of Supply at Shiftsmart, located in the heart of New York City, you’ll step into an exciting role at the forefront of transforming labor management. Imagine being part of a company that's building the Amazon of labor, catering to a diverse and vast network of over 4 million flexible workers. Your mission? To enhance the Shiftsmart ecosystem through strategic partner recruitment and retention efforts. In this position, you will lead a dynamic team while developing innovative solutions that will not only engage our partners but also ensure they’re successfully filling shifts. Picture yourself shaping marketing strategies, improving our platform, and delivering exceptional support to new partners. With your experience, you’ll implement data-driven insights to evolve our supply growth in new and existing markets. You’ll thrive in this role if you are a self-starter with a passion for results, committed to problem-solving, and have a knack for navigating new challenges. It’s a fast-paced environment, perfect for someone who loves to take initiative and aims for their team to achieve exceptional targets. Shiftsmart is not only about filling gaps; it's about building a community of committed workers. Here, you’ll play a crucial role in continuously improving loyalty and retention programs, enhancing the partner experience, and driving real impact in the industry. If you’re ready to take your career to new heights and help us redefine how labor works, we want to hear from you!

Frequently Asked Questions (FAQs) for Director, Supply Role at Shiftsmart
What are the main responsibilities of the Director, Supply at Shiftsmart?

As the Director of Supply at Shiftsmart, your primary responsibilities include recruiting new partners, enhancing the platform to improve retention, and managing a team dedicated to achieving partner acquisition and success. You'll set and monitor targets while collaborating closely with various teams to optimize our processes and drive results.

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What skills are required for the Director, Supply position at Shiftsmart?

The ideal candidate for the Director, Supply role at Shiftsmart should have significant experience in workforce management and demonstrated ability in team leadership. Essential skills include strategic planning, problem-solving, data analysis, and a strong understanding of digital marketing. Additionally, experience with analytical tools like SQL and Google Sheets is crucial for enhancing operational insights.

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How does Shiftsmart measure success for the Director, Supply role?

Success for the Director, Supply at Shiftsmart is primarily measured by the achievement of targets related to new partner acquisition and retention rates. This includes tracking the number of partners who download the app, undergo orientation, and fill their first shifts successfully. Outcome-driven analytics will play a key role in informing future strategies.

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What is the company culture like at Shiftsmart for the Director, Supply role?

Shiftsmart is built on a foundation of collaboration, innovation, and a results-oriented mindset. As a Director, you’ll appreciate an environment that encourages feedback, embraces risk-taking, and values sustainable growth. The company promotes diversity and is committed to creating a supportive culture where every team member can thrive.

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What kind of career growth opportunities exist for a Director, Supply at Shiftsmart?

At Shiftsmart, the role of Director, Supply is designed for growth. You can expect to develop your influence within workforce management strategies, lead larger teams, and contribute to broader company initiatives. With our rapid growth, there will also be avenues to take on additional responsibilities and expand your skill set.

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Common Interview Questions for Director, Supply
Can you describe a time when you successfully managed a high-performing team?

When responding, structure your answer to highlight how you motivated your team, set clear objectives, and ensured consistent communication. Share specific outcomes or improvements that resulted from your leadership efforts, demonstrating your capability in leading teams effectively.

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How would you approach developing a loyalty program for Shiftsmart partners?

Discuss your methodology for researching and analyzing partner needs, what incentives might be effective, and how you would implement the program. Emphasize your focus on tracking metrics to measure success and make data-driven adjustments over time.

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What strategies would you employ to boost partner recruitment in new markets?

Explain your understanding of target demographics, potential marketing channels, and outreach efforts that could resonate with new partners. Share examples of similar strategies you've executed in the past for context.

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How do you prioritize tasks in a fast-paced environment like Shiftsmart?

Describe your approach to prioritization—mention tools or frameworks you use to align team goals with daily tasks. Share a specific example illustrating your effectiveness in managing multiple priorities without compromising on quality.

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How would you measure the effectiveness of the Shiftsmart platform for partner engagement?

Focus on key performance indicators and analytics that you would utilize to assess partner engagement and satisfaction. Discuss how ongoing analysis can inform improvements and ensure the platform meets partner needs.

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What is your approach to solving conflicts within your team?

Describe techniques you use for addressing and resolving disputes, emphasizing open communication, understanding different perspectives, and seeking win-win solutions. Share an example that reinforces your conflict-resolution skills.

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What insights have you gained from using data to make decisions?

Reflect on a specific instance where data analysis led to a significant decision or change in strategy. Highlight what data you analyzed, the decision made, and the positive outcomes that followed.

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Can you give an example of a time you adapted to a significant change at work?

Illustrate your flexibility and problem-solving skills with a clear example. Explain the situation, how you adapted, and the eventual results—focusing on your proactive attitude in the face of change.

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What do you think are the key aspects of an effective onboarding process for new partners?

Discuss your belief in seamless onboarding experiences that educate and support new partners. Emphasize the importance of clarity, access to resources, and ongoing support in helping them transition successfully.

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What metrics would you track to assess the success of partner retention programs?

Identify metrics such as partner engagement levels, satisfaction surveys, and churn rates. Explain how you'd analyze these metrics over time to gauge the impact of retention strategies and make improvements.

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At Shiftsmart, we’re building the future of labor. Labor is the largest problem facing employers today: companies are struggling to find workers, fill shifts, and retain workers. At the same time, the modern worker has dramatically evolved: they a...

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DATE POSTED
April 17, 2025

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