Client Success & Operations Manager (B2B Leadgenerierung)
Apply on arbeitnowAbout this role
Wir suchen neue Mitarbeiter (m/w/d) für den Bereich Client Success & Operations , die uns bei der Betreuung unserer Kunden, der Steuerung laufender Leadgenerierungs-Kampagnen und der Optimierung unserer internen Prozesse unterstützen. Wir helfen B2B-Unternehmen dabei, planbar neue Kundenanfragen über E-Mail, LinkedIn und datengetriebene Outbound-Prozesse zu gewinnen. Dabei arbeiten wir mit Unternehmen aus Bereichen wie B2B-Software, Beratung, IT, Personalberatung, Industrie, Dienstleistungen und weiteren B2B-Märkten zusammen. Während deiner Einarbeitung lernst du alles über unsere Systeme, unsere Kampagnenprozesse, B2B-Leadgenerierung, Cold E-Mail, LinkedIn-Outreach, Kundenkommunikation und operative Projektsteuerung. Vorkenntnisse im Bereich Leadgenerierung oder Online-Marketing sind
Skills / categories
About operations roles
Operations roles are deliberately broad — anything that's "the company's problem" but doesn't fit cleanly under another team. Strong ops people are systems thinkers who can prototype a workflow in a week.
Typical skills: Project management, spreadsheets, light scripting, vendor management, written communication
Gear that helps in this role
Common operations desk gear:
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Salary insights (US, rough)
Typical range for operations roles in the US is $60,000–$200,000/year, varying widely with seniority, company stage, and city.
Estimates only. For company-specific numbers, check levels.fyi (tech), Glassdoor, or ask in the interview.
How to prep for the interview
Ops interviews are deliberately ambiguous. Expect a case-style question: "Our customer-onboarding process is broken — diagnose and fix it." The interviewer wants to see how you scope, prioritize, and propose iterating. There's rarely a "right" answer.
Other questions: "What's the last process you built from scratch?", "How do you decide when to automate vs. just live with the pain?", and "Tell me about a project that didn't work — what did you learn?" Strong ops people make their thinking visible: walk through your reasoning explicitly, draw on a whiteboard, name your assumptions out loud.
Where this role typically leads
Ops careers are non-linear by design. Common paths: Ops Associate → Ops Manager → Senior Manager → Director of Operations → VP / COO, but many great ops people pivot in and out of ops over their career (ops → product → ops → finance). The role rewards generalists.
The biggest career leverage in ops: becoming someone leadership trusts to own ambiguous problems. Three years of solid ops execution can become a Chief of Staff role at a fast-growing company — that path closes more doors than it opens at large companies but is fantastic for total scope at startups.
Red flags to watch for
- "Ops" role with no clear domain. Either the company doesn't know what they need (you'll be a janitor for random asks) or the role is genuinely strategic — the difference is usually whether you report to a VP+ or to a middle manager.
- No budget mentioned. Effective ops people need authority to spend money on tools / contractors. A role with no budget is a role with no leverage.
- Reporting to founder at >50 person company. Founder may be a great person but is unlikely to have time to coach an ops person.
- "Move fast and break things" without any mention of process or documentation. Means the company has no operating system. You'll build it; you should be paid for that.
Frequently asked questions
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What does a operations role typically involve?
Operations roles are deliberately broad — anything that's "the company's problem" but doesn't fit cleanly under another team. Strong ops people are systems thinkers who can prototype a workflow in a week.
What's the typical salary range for operations roles in the US?
Roughly $60,000–$200,000 USD/year, depending on seniority, location, and company stage. This is a wide range on purpose — verify against levels.fyi or Glassdoor for the specific company.
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