We are not looking for a manager.We are looking for the person who holds the line.
Mojo Human Performance Institute is a leadership and performance company that works with scaling business owners. Our founder, Michael Mojo, helps them become the leader their business actually needs. Not through theory. Through practical frameworks that change how they think, decide, and lead.
We have a team of 10 today. That number is growing. Quarterly live events that genuinely change how people lead. A podcast that inspires and drives growth. A community of founders who hold each other to a higher standard. And a growth trajectory that means the person in this seat will be building the people infrastructure for a much larger business within the next 2 years.
What is missing is the person who makes the people side of this business run.
What This Role Is
Straight up: every person in this business performing at their best sits on your shoulders. Not the Founder's. Not the Head of Systems. Yours.
Here is what makes this different. The operating system is already built. Scorecards for every role. Playbooks for every function. A meeting rhythm, reporting templates, and an accountability framework with real teeth. We are not asking you to figure it out. We are asking you to bring it to life.
Weekly 1:1s with every department lead. Their numbers in front of you. Honest conversations about what is working and what is not.
Run the weekly team meeting. The Founder opens with culture and vision. Then it is your room. KPIs, projects, issues, close.
Hard conversations when they are needed. Not next week. Not after a second chance you never agreed to. When performance drops, you address it.
The consequences framework is real. Three strikes. Documented. You are the one who executes it.
Protect the Founder's time. If a problem can be solved without him knowing about it, it should be. Handle escalated issues with urgency and precision.
Beyond Accountability
If this was just meetings and scorecards, we would have hired months ago. It is not.
Hiring is yours. You own the pipeline, run the screens, and bring the right people to the table. The Head of Systems supports with process and documentation. You make the people decisions.
Every new hire's first 8 weeks are your project. Onboarding, culture immersion, and early check-ins that set the tone.
When new processes are rolled out, you are the one implementing them with the team. Monitoring whether they stick. Feeding back what does not work so the system improves.
You sit in the room when major projects are planned. The Founder brings the vision. The Head of Systems brings the infrastructure. You bring the reality: can this team deliver this, in this timeline, with what we have?
The split is roughly 50% people accountability, 30% hiring, onboarding and development, and 20% process implementation and compliance.
How the Leadership Works
Three leaders. Three lanes. No overlap.
The Founder sets the standard. Coaching, content, events, brand.
You enforce the standard. People, performance, accountability.
The Head of Systems builds the machine. Systems, infrastructure, finance.
What This Role Is Not
A systems role. You are not building CRM workflows or designing SOPs. That is handled.
A strategy role. The Founder sets direction. You make sure the team executes it.
A delivery role. You do not coach clients, create content, or manage budgets.
Who You Are
You have been the person in the room everyone looked at when things got hard. Not because of your title. Because of how you showed up. You have run teams of 10 to 20 in a business that was actually growing. Not maintaining. Growing. You know what that pressure feels like and you performed under it.
When something is off, people around you know it because you say it. Directly. Respectfully. But clearly. You do not let things fester.
You have worked in a founder-led environment. You get the speed, the pivots, the late nights when something matters. That does not scare you. It energises you.
You hold yourself to the same standard you hold others to. No double standards. No excuses. If you expect your team to bring their numbers, yours are impeccable.
You want to build something. Not just run something. You look at a growing company and think: I want to be the reason the people side of that worked. That is what gets you out of bed.
Who You Are Not
Someone who needs to be liked by everyone. Underperformers will not love you. That is fine.
Corporate. If decisions take a committee and a slide deck, this is not the pace for you.
Passive. Red numbers do not fix themselves. Neither do missed deadlines.
What You Get
A genuine seat at the leadership table. Not a title. An actual voice in how this company grows.
A founder who will invest in your development. Michael coaches the most ambitious business owners in the country. He will coach you too.
An operating system that is already built. You are not starting from scratch. You are stepping into a machine that needs someone to drive it.
A partnership with the Head of Systems that will define how fast this company scales. The two of you working together is the engine.
The work matters. The founders who come through our programs change how they lead their businesses, their teams, and their families. You are not managing a team that sells widgets. You are enabling a company that transforms lives.
How to Apply
Skip the cover letter.
Send us a video. 3 to 5 minutes. On camera. Unscripted. Just you talking.
Answer these three questions:
1. Tell us about a time you had a hard conversation with someone who was not performing. What did you do and what happened?
2. What does self-leadership mean to you? Not the textbook answer. A real example from your own life.
3. You start on Day 1. The team is talented but accountability has been inconsistent. Walk us through your first 30 days.
We are hiring one person for this seat. When it is filled, this ad comes down.
If you are the right person, we will know from the video.
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