Who’s building your people ops system?

your remote team will break faster without one.

In partnership with

I don’t think many remote teams plan to let People Ops drift.

but…it just kinda happens.

You hire great people.
The team grows.
Everyone’s busy.

And you think, “we’ll fix the systems as we go.”

But then little things start popping up.

  • Onboarding feels different depending on who’s running it.

  • Growth conversations don’t feel consistent.

  • You’re answering questions you thought were already clear.

It’s often not anyone’s fault, but it’s what happens when early-stage habits don’t keep up with where the team’s at now.

At some point, People Ops isn’t just “HR stuff.”

It’s how the whole machine runs.

I’ve seen a lot of teams wait too long to fix it.

So this week, let’s talk about what to put in place before it starts to slow you down.

In 5 mins or less, you’ll learn👇

> What breaks without strong People Ops
> Where remote leaders underestimate the gaps
> Tactical systems to install early
> A one-step audit you can run this week

ICYMI (if you’re new here 👋)
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People Ops isn’t a “nice to have” for remote teams

It’s operational infrastructure for:

  • How people join your team

  • How feedback happens (or doesn’t)

  • How growth is defined

  • How roles evolve as you scale

Without it, your team burns time:

  • Repeating onboarding questions

  • Re-explaining what “good” looks like

  • Fixing issues ad-hoc because nothing’s documented

  • Quietly losing great people who don’t see a path to grow

Who’s responsible for people ops in your team?

The 4 systems to build early (even at 10–20 people)

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