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LOCATION Camarillo, CA (on-site, five days per week)

START DATE TARGET ASAP

Vangst is the employer of record for several thousand W-2 hourly employees working at client sites across multiple states. This role leads our largest single on-site operation: several hundred Vangst employees working every day across one client campus in Camarillo, California, spanning multiple departments and shifts.

We are hiring a Senior Account Director to own that operation end-to-end: the client relationships on site, the Vangst management layer that runs the crews, and the daily performance of the workforce. You will report to executive leadership and run the account like a business.

This is a hands-on operating role, not a desk role. You will lead from the floor. The single most important skill for this job is building and managing a management team: the supervisors and leads who run the crews are your product, and everything else follows from how good they are.

You do not need a staffing background to be considered. We care about what you have run, not the industry you ran it in. You do need to be someone who can hold a lot of moving parts and systems in view at once, because that is the job.

What You'll Own

The on-site management team

• Build, coach, and hold accountable the on-site management layer: supervisors, leads, and site managers
• Develop frontline supervisors into real people-managers, with a bench deep enough that the operation runs correctly whether or not you are standing there
• Set and enforce the floor-presence standard: this team leads from the operation, not from an office
• Run the training calendar for site leadership: safety, systems, incident reporting, and client-specific procedures

The client relationship on-site

• Own daily relationships with the client's site managers and department heads; know what they need before they have to ask
• Run the weekly business review and own every number in it
• Be the escalation point with the authority to act, and the judgment to know what has to go higher and how fast
• Deliver a weekly written scorecard covering hours accuracy, production against goal, incidents, exits, and open items

Workforce performance and daily operations

• Keep the operation staffed to plan: coverage, scheduling, call-outs, and shift changes across multiple departments and shifts
• Manage to daily production goals by department, with published goal-versus-actual results
• Own workforce quality: performance standards, rating and coaching windows, and exits handled correctly through HR protocol
• Reduce voluntary turnover and build workforce consistency, so departments keep trained people instead of retraining every month

Systems, data, and account integrity

• Run the operation on data: attendance, reliability, production scorecards, and performance dashboards, and act on what they show
• Own hours and billing accuracy: timekeeping integrity, variance between our records and the client's, and the audit trail behind any adjustment
• Keep the staffing engine honest end to end: requisitions, fill, onboarding gates, badging, assignment changes, and offboarding
• Partner with Vangst HQ on hiring pipeline, HR, safety, and compliance so the site never waits on headquarters

Compliance and safety on site

• Ensure no one reaches the floor without required training, screening, and site access complete
• Own the incident notification and reporting standard with the client's safety and security team, including same-day written reporting
• Partner with HR and Legal on employee relations, investigations, and California wage-and-hour realities in a live operating environment

What Success Looks Like

First 90 days: You know the operation and the client's department heads by name, and they come to you early instead of escalating. The management team has clear standards and knows what is expected daily. Hours accuracy, production, and staffing are being reported on a predictable cadence, and you have named the highest-priority operational risks.

First 6 months: The supervisor bench is measurably stronger, with people you have coached now running shifts correctly on their own. Production is at or above goal by department. Hours variance is inside tolerance every week. The client's leadership describes the account as well run.

First 12 months: The operation runs on systems rather than heroics. Turnover is down, the leadership bench is deep enough to absorb growth, and the model you build here is the template Vangst uses for its next large on-site account.

What You Bring

Required

• A track record of building and managing a management team over a large hourly workforce. High-volume environments count regardless of industry: agriculture, food processing, manufacturing, distribution, logistics, construction, or military leadership
• Scale that maps to ours: several hundred to a few thousand hourly workers, across multiple departments or shifts, with supervisors and leads reporting through you
• Proof you can develop frontline supervisors, with specific people you promoted, trained, and made better
• Client-service instincts: you have answered to demanding operators, a customer, a grower, or a plant GM, and kept their trust through problems
• Calm under load: comfortable with a day where scheduling, performance, and client asks all land at once
• Data fluency: you run the operation off dashboards and scorecards, not gut feel
• Ability to be on-site in Camarillo, CA, five days per week

Strongly Preferred

• Staffing, on-site or vendor-on-premise (VOP), PEO, or EOR experience, with a working understanding of co-employment and joint-employer risk. If you have not worked in staffing, you should be able to show you learn operating systems fast and hold many of them at once
• Bilingual English and Spanish; much of the workforce is Spanish-speaking
• Experience in a highly regulated industry, or in agriculture or food-safety environments
• Direct experience with timekeeping, scheduling, and workforce management platforms, and comfort building and reading reports
• California operating experience, particularly wage-and-hour realities on the floor
• Ventura County or Central Coast roots

What We Offer

• $140,000 to $180,000 base salary, plus performance bonus tied to program results, with on-target earnings of $170,000 to $220,000, commensurate with experience
• Comprehensive medical, dental, and vision insurance, plus 401(k)
• Paid time off and paid company holidays
• The chance to run one of the largest on-site workforce operations in the industry, with direct partnership with the executive team
• A company where decisions are made quickly and great ideas become reality

About Vangst

Founded in 2016, Vangst is the cannabis industry's leading hiring platform, connecting top cannabis companies with exceptional talent across cultivation, manufacturing, retail, operations, executive leadership, and technology. From temporary staffing to direct hire recruitment, Vangst has helped facilitate thousands of cannabis hires nationwide and remains a trusted workforce partner for many of the industry's most recognized operators.

Vangst is an equal opportunity employer. We consider qualified applicants with arrest and conviction records in accordance with applicable law, including the California Fair Chance Act and the Los Angeles County Fair Chance Ordinance.