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EVP Operations @ 2 Hour Learning
United States
Semi-flexible schedule
Hybrid location
full-time (40 hrs/week)
Long-term role
Key responsibilities
Deliver, elevate, and sustain facilities nationwide — ensuring every campus is student-ready, on-time, and supported by scalable, AI-driven systems.
Description
You’ve built systems that hold under pressure: billion-dollar projects, high-stakes expansions, multi-site transformations where delay wasn’t an option. Now it’s time to take full command of a national mandate.
2 Hour Learning is scaling a proven K–12 model across the U.S. Over the next six months, we’ll launch 25–30 campuses, each requiring new builds, major upgrades, and iron-clad operational systems. We’re hiring an elite operator to own this entire pillar: delivering, elevating, and sustaining the physical environments where our schools execute their mission. If the facilities aren’t ready, nothing else happens.
This isn’t a portfolio oversight seat. It’s an execution mandate backed by capital, urgency, and authority. You’ll lead an SVP and a full-stack team of VPs, analysts, and vendors. You’ll own budget and hiring decisions. And you’ll be accountable for standing up new campuses, upgrading existing ones, embedding global standards, and building AI-first playbooks that make future expansion faster, cheaper, and smarter.
2 Hour Learning powers Alpha, NextGen Academy, GT School, Texas Sports Academy, and more — a fast-growing family of schools built on one proven principle: kids can achieve a full year of academic growth in just two focused hours per day. The rest of the day is theirs for sports, arts, exploration, or life. We are private equity-backed, fully funded, and scaling nationally.
This role is for operators who thrive where the margin for error is zero. If you’ve been told you move too fast for most organizations, this is the one that will keep pace.
Candidate requirements
- 10+ years of experience
- Proven track record leading complex, multi-site execution efforts with tight timelines and real-world consequences
- Direct leadership over new-builds, large-scale upgrades, and operational systems at national or global scale
- Hands-on experience with retail buildouts and/or large-scale maintenance programs, where launch readiness and standardization were mission-critical
- Demonstrated ability to build and manage high-performing teams, with full budget/P&L ownership
- Exceptional structured problem-solving, stakeholder management, and communication skills
- Comfort operating with urgency, autonomy, and accountability in fast-growth or PE-backed environments
- U.S. work authorization and willingness to travel ~25%
How it works
Applying for a role? Here’s what to expect.
Crossover's skill assessment process combines innovative AI power with decades of human research, to take the guesswork, human bias, and pointless filters out of recruiting high-performing teams.
STEP 1
Chat-style screening interview.
STEP 2
Cognitive aptitude test.
STEP 3
Prove real-world job skills.
STEP 4
Interview with the hiring manager.
STEP 5
Accept Job Offer.
ONE LAST THING
Pass proctored test.
Why Crossover
Recruitment sucks. So we’re fixing it.
The Olympics of work
It’s super hard to qualify—extreme quality standards ensure every single team member is at the top of their game.
Premium pay for premium talent
Over 50% of new hires double or triple their previous pay. Why? Because that’s what the best person in the world is worth.
Shortlist by skills, not bias
We don’t care where you went to school, what color your hair is, or whether we can pronounce your name. Just prove you’ve got the skills.
Meet some of the 5,000+ rockstars who have found a rewarding AI-first remote career on Crossover.
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