GA Success Manager | GrowthAssistant

LinkedIn Profile URL *

Portfolio or personal website URL (if applicable)

Are you 18 years of age or older? *

Yes
No

What country are you currently based in? *

What languages do you speak fluently? *

Have you worked regularly in US business hours (ET, CT, MT, or PT) within the last 6 months? *

Yes, full US timezone overlap
Yes, partial overlap (at least 4 hrs/day)
No, I have not worked US hours recently

What is your target hourly salary in USD? (e.g. $7.50/hr — please use USD) *

What is your earliest available start date *

Are you referred by an existing GA? *

Yes
No

If you answer yes to the above question, please indicate the GA name.

Is there anything else you'd like us to know about your availability or work situation? *

Share your internet speed test result here (use https://speedtest.net) *

Share your computer specs here (Computer processor and RAM) *

How many years of hands-on experience do you have in training, coaching, mentoring, or people development roles? (Please specify number of years.) *

Have you managed a book of employees, team members, or direct reports at scale (e.g., 30–80+ individuals)? If yes, describe: 1. The size of the group you managed 2. How often you met with them 3. How you tracked engagement, performance, or development plans 4. How you balanced volume while maintaining quality relationships *

Describe your experience conducting 1:1 check-ins or performance conversations. Include: 1. How you structure monthly or recurring check-ins 2. How you prepare for meetings 3. How you document feedback and action steps 4. How you ensure accountability and follow-through *

Have you created training programs, onboarding plans, or development roadmaps from scratch? If yes, describe: 1. What you built 2. Who it was for (new hires, existing team members, leaders, etc.) 3. How you measured success or completion 4. The tools you used to track progress *

Describe your experience embedding company culture, core values, or organizational philosophy into onboarding or training programs. Include specific examples of how you reinforced culture in new hire experiences or ongoing engagement initiatives. *

Have you delivered live training sessions, workshops, or group coaching sessions? If yes, describe: 1. The format (Zoom, Teams, in-person, recorded, etc.) 2. Audience size 3. Topics covered 4. How you ensured engagement and retention of material *

Describe a time when you had to deliver candid or difficult feedback to a team member. Include: 1. The situation 2. Your approach 3. How you ensured professionalism and empathy 4. The outcome *

How do you create action plans to drive continual improvement for underperforming or developing team members? Share examples of: 1. Performance gaps identified 2. Steps outlined in the plan 3. Follow-up cadence 4. Measurable improvements achieved *

Describe your experience collaborating with HR, Operations, or Customer Success teams. Include examples of: 1. Escalations 2. Performance reviews 3. Development plans 4. Alignment between internal stakeholders and external clients (if applicable) *

Describe your experience tracking and reporting on people operations metrics. Include examples such as: 1. Engagement scores 2. Retention metrics 3. Training completion rates 4. Performance KPIs 5. Coaching outcomes Explain how you presented insights and what actions were taken based on your reporting. *

Have you built processes or systems from scratch to improve team performance, onboarding, or engagement? If yes, describe: 1. The problem you identified 2. The system or process you created 3. Tools used (e.g., Notion, Google Sheets, LMS, HRIS, project management tools) 4. The measurable impact *

How do you manage multiple priorities in a fast-paced, high-volume environment (e.g., managing 60–80 individuals, training programs, reporting, and collaboration)? Provide examples of: 1. Your organization system 2. Time-blocking or prioritization strategies 3. Tools used to stay on track *

Describe your understanding of employee lifecycle management — from onboarding to development to retention. Include examples of: 1. Supporting new hires 2. Career development conversations 3. Retention strategies 4. Handling disengagement or performance risks *

How do you identify early signs of disengagement or dissatisfaction among team members? Share examples of: 1. Signals you look for 2. Questions you ask 3. Interventions you implement 4. Results achieved *

Please list all tools, platforms, or systems you have used in training, coaching, performance management, or people operations. Include: 1. HRIS systems 2. LMS platforms 3. Documentation tools (Notion, Google Docs) 4. Reporting tools (Google Sheets, Excel, dashboards) 5. Communication tools (Slack, Teams, Zoom) 6. Project management tools (ClickUp, Asana, Monday.com, etc.) *

Have you had any experience working with creative teams, agencies, or external stakeholders? If yes, please walk us through the nature of your collaboration. How did you coordinate with them, manage expectations, and handle fast-paced or high-pressure situations? *

What industries or types of companies have you previously supported in your role? Please describe the industries, size or type of businesses, and the scope of your responsibilities for each. *

Are you comfortable using Hubstaff? *

Yes
No