Fractional COO /Operations Architect for Growing Apparel Brand

We are seeking a highly experienced Fractional COO, Operations Architect, or Apparel Operations Consultant to design, implement, and oversee a complete operating system for our children's apparel brand. Our Goal: We are not looking for a traditional project manager. We are looking for someone who can create organizational clarity, assign ownership, build accountability systems, identify operational gaps, and help prepare the company for its next stage of growth. This person should become the operational architect of the business and help ensure that responsibilities do not fall back on ownership. The ideal candidate will not only design systems but will also help enforce them and ensure adoption throughout the organization. Responsibilities: Conduct interviews with key team members Audit existing workflows Map all responsibilities across departments Identify bottlenecks, inefficiencies, and overlapping responsibilities Identify responsibilities that currently have no owner Recommend new roles where gaps exist Create department structures Create role descriptions Create accountability systems Create RACI matrices Create KPI scorecards for every position Define approval workflows Design communication structures Create meeting cadence and reporting structures Create escalation procedures Build operational dashboards Refine and improve our Production framework Recommend staffing changes where necessary Identify opportunities for automation Create operational visibility across the company Establish ownership for recurring tasks Ensure accountability systems are adopted by the team Help management identify future staffing needs as the company grows Connect operational gaps between departments before they become problems Most Important Requirement: We are specifically looking for someone who can help ensure accountability after the system is designed. We do not want a consultant who simply delivers documents and leaves. We want someone who can: Follow up with team members Ensure responsibilities are being executed Help managers enforce ownership Identify when tasks are falling through the cracks Hold departments accountable to agreed-upon workflows Recommend process improvements as the company grows Create a culture of accountability and ownership Departments Include: Departments Include: Executive Leadership Buying & Merchandise Planning Design Sampling & Product Development Production Factory Management Quality Control Ecommerce Photography & Creative Marketing Logistics & Import Operations Warehouse & Inventory Control Retail Operations Customer Experience Finance & Accounting Retail Operations Responsibilities Include: Store performance management Sales performance by location Store staffing structure Employee accountability Customer service standards Store merchandising execution Visual merchandising compliance Inventory accuracy Transfers between locations Product launch execution Store communication Store manager training Weekly store scorecards Retail KPI reporting Customer feedback collection Store operational audits Examples of Retail KPIs: Store Manager: Sales vs Budget Units Per Transaction (UPT) Average Order Value (AOV) Conversion Rate Payroll % Inventory Accuracy % Email Capture % Customer Satisfaction Return Rate Store Standards Audit Score Retail Operations Manager: Same Store Sales Growth Inventory Accuracy Across Locations Staff Turnover Store Audit Scores Launch Execution Score Payroll Efficiency Customer Satisfaction Transfer Accuracy Operational Compliance Score Deliverables: Phase 1 – Operational Audit Team interviews Workflow mapping Gap analysis Risk assessment Phase 2 – Ownership Structure Department ownership Responsibility matrix Accountability matrix (RACI) Escalation structure Phase 3 – KPI Framework Department KPIs Individual KPIs Scorecards Reporting structure Phase 4 – ProductionOS Refinement Workflow optimization Dashboard recommendations Automation recommendations Approval systems Phase 5 – Operational Manual SOPs Role descriptions Accountability framework Meeting structure Growth roadmap Ideal Experience: Apparel or Fashion Industry To Apply, Please Answer The Following Questions: 1)Describe a company where you implemented an accountability system. What was broken, what did you implement, and what measurable results were achieved? 2)Describe a time when you discovered a responsibility or process that nobody owned. How did you identify it and what solution did you implement? After creating SOPs and role descriptions, how do you ensure employees actually follow them? What reporting structure, meeting cadence, or accountability system do you use? 3)Have you worked with apparel, fashion, manufacturing, or ecommerce companies? Please provide specific examples. 4)What KPI scorecards have you built for departments such as buying, design, production, warehouse, ecommerce, marketing, or customer service? 5)Give an example of a company where you helped scale operations. What revenue level did they start at and where did they grow to? 6)How do you determine when a company needs an additional employee versus improving an existing process? How do you identify operational bottlenecks between departments that management may not see? 7_What systems or software platforms have you implemented to improve accountability, communication, and workflow management? 8)What would your first 30 days look like if hired for this project? Please include examples of: Organizational redesign projects SOP implementation projects KPI scorecard systems Accountability frameworks Apparel or manufacturing experience Businesses you helped scale We are looking for a long-term operational partner who can help us build a scalable organization, create accountability, identify gaps before they become problems, and help management spend less time chasing people and more time growing the business.