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Manager at Bema Integrated Services
Bema Integrated Services
September 08, 2026
Full-time
On-site
The Manager will oversee the company's day-to-day execution, ensuring employees, contractors, and functional teams consistently deliver against agreed priorities, goals, and deadlines. This is not primarily an administrative or supervisory role — the Manager is expected to actively drive execution, diagnose problems, develop practical responses, and ensure approved work moves through to completion.
A major purpose of this role is to reduce the company's dependence on the owner for routine day-to-day management, so leadership can focus on executive, strategic, and creative decisions instead of personally chasing tasks. The core management principle: create clarity around expected results, establish ownership, measure progress, identify problems early, develop people where needed, make or recommend corrective decisions, and ensure work is ultimately delivered.
Key Responsibilities
Team Management & Accountability: Ensure every team member understands their responsibilities, priorities, and deadlines. Establish clear ownership, follow up consistently on commitments, and intervene early when deadlines slip or performance declines.
Founder Dependency Reduction: Resolve routine operational and staff issues without unnecessary escalation. Manage developers, QA, sales reps, and others through a consistent accountability structure — escalating only when something genuinely requires executive judgment or major financial/personnel decisions.
Performance Management & Metrics: Translate company goals into measurable KPIs and targets. Regularly compare actual performance to expectations, investigate gaps, and use data (not just verbal updates) to evaluate progress.
Project & Execution Management: Convert objectives into clear projects with owners, timelines, and milestones. Track dependencies and risks, follow up before deadlines are missed, and verify completed work rather than accepting it at face value.
Decision Support & Problem-Solving: Identify issues early, distinguish symptoms from root causes, and bring leadership well-analyzed problems with options and a recommendation — not just raw issues.
Technology, Development & QA Oversight: Work with developers and QA to set milestones and monitor progress. Challenge vague status updates, coordinate cross-team dependencies, and flag risks like single points of failure on technical work.
Sales Execution: Set clear activity and outcome expectations for sales reps, track conversions and follow-up, diagnose underperformance, and coordinate coaching where needed.
Commercial Diagnosis: Use data to distinguish between distribution problems, trust/conversion issues, offer problems, pricing/economic issues, or genuine demand problems — rather than reacting to low sales without understanding the cause.
Staff Development: Spot skill gaps, coordinate relevant training, and follow up to confirm performance actually improves.
Operations & Process Improvement: Identify recurring bottlenecks and build repeatable systems that reduce informal, ad hoc handling of routine work.
Cross-Functional Coordination: Work fluently across development, QA, sales, marketing, content, creative, and finance — asking the right questions even in unfamiliar areas.
Business Development: Support growth initiatives, contribute to commercialization strategy, and track whether initiatives are producing real results.
Executive Reporting: Deliver concise, decision-useful updates using a structure like Problem → Evidence → Impact → Options → Recommendation → Decision Needed.
Required Skills
Strong people leadership, project management, and accountability/follow-up skills. Ability to set clear expectations and KPIs, analyze performance problems, and communicate effectively with both technical and non-technical staff. Comfortable managing employees and contractors, challenging incomplete updates, and operating in a growing company where systems are still evolving.
Preferred Experience
Managing teams for measurable results, operations or program management, KPI/scorecard design, managing technical (dev/QA) projects, sales management, coaching/training, and using data to diagnose commercial problems. Experience in startups, tech, media, or creative businesses is a plus. Demonstrated outcomes matter more than job titles held.
Education
A bachelor's degree, HND, or equivalent in Business Administration, Management, Marketing, or a related field is preferred — though relevant experience and proven managerial capability will also be considered.
What Success Looks Like
Every responsibility has a clear owner; priorities and deadlines are understood; performance is measurable and visible; the owner spends far less time on day-to-day management; problems surface before leadership has to discover them; sales, dev, and QA work progress against clear milestones; reporting is concise and decision-ready; and departments coordinate without leadership having to personally chase every task.
Ideal Candidate
Proactive, structured, resourceful, and results-oriented — someone who doesn't need constant direction, can manage strong personalities, ask hard questions, hold people accountable fairly, and take genuine ownership of execution across both technical and non-technical functions.
A major purpose of this role is to reduce the company's dependence on the owner for routine day-to-day management, so leadership can focus on executive, strategic, and creative decisions instead of personally chasing tasks. The core management principle: create clarity around expected results, establish ownership, measure progress, identify problems early, develop people where needed, make or recommend corrective decisions, and ensure work is ultimately delivered.
Key Responsibilities
Team Management & Accountability: Ensure every team member understands their responsibilities, priorities, and deadlines. Establish clear ownership, follow up consistently on commitments, and intervene early when deadlines slip or performance declines.
Founder Dependency Reduction: Resolve routine operational and staff issues without unnecessary escalation. Manage developers, QA, sales reps, and others through a consistent accountability structure — escalating only when something genuinely requires executive judgment or major financial/personnel decisions.
Performance Management & Metrics: Translate company goals into measurable KPIs and targets. Regularly compare actual performance to expectations, investigate gaps, and use data (not just verbal updates) to evaluate progress.
Project & Execution Management: Convert objectives into clear projects with owners, timelines, and milestones. Track dependencies and risks, follow up before deadlines are missed, and verify completed work rather than accepting it at face value.
Decision Support & Problem-Solving: Identify issues early, distinguish symptoms from root causes, and bring leadership well-analyzed problems with options and a recommendation — not just raw issues.
Technology, Development & QA Oversight: Work with developers and QA to set milestones and monitor progress. Challenge vague status updates, coordinate cross-team dependencies, and flag risks like single points of failure on technical work.
Sales Execution: Set clear activity and outcome expectations for sales reps, track conversions and follow-up, diagnose underperformance, and coordinate coaching where needed.
Commercial Diagnosis: Use data to distinguish between distribution problems, trust/conversion issues, offer problems, pricing/economic issues, or genuine demand problems — rather than reacting to low sales without understanding the cause.
Staff Development: Spot skill gaps, coordinate relevant training, and follow up to confirm performance actually improves.
Operations & Process Improvement: Identify recurring bottlenecks and build repeatable systems that reduce informal, ad hoc handling of routine work.
Cross-Functional Coordination: Work fluently across development, QA, sales, marketing, content, creative, and finance — asking the right questions even in unfamiliar areas.
Business Development: Support growth initiatives, contribute to commercialization strategy, and track whether initiatives are producing real results.
Executive Reporting: Deliver concise, decision-useful updates using a structure like Problem → Evidence → Impact → Options → Recommendation → Decision Needed.
Required Skills
Strong people leadership, project management, and accountability/follow-up skills. Ability to set clear expectations and KPIs, analyze performance problems, and communicate effectively with both technical and non-technical staff. Comfortable managing employees and contractors, challenging incomplete updates, and operating in a growing company where systems are still evolving.
Preferred Experience
Managing teams for measurable results, operations or program management, KPI/scorecard design, managing technical (dev/QA) projects, sales management, coaching/training, and using data to diagnose commercial problems. Experience in startups, tech, media, or creative businesses is a plus. Demonstrated outcomes matter more than job titles held.
Education
A bachelor's degree, HND, or equivalent in Business Administration, Management, Marketing, or a related field is preferred — though relevant experience and proven managerial capability will also be considered.
What Success Looks Like
Every responsibility has a clear owner; priorities and deadlines are understood; performance is measurable and visible; the owner spends far less time on day-to-day management; problems surface before leadership has to discover them; sales, dev, and QA work progress against clear milestones; reporting is concise and decision-ready; and departments coordinate without leadership having to personally chase every task.
Ideal Candidate
Proactive, structured, resourceful, and results-oriented — someone who doesn't need constant direction, can manage strong personalities, ask hard questions, hold people accountable fairly, and take genuine ownership of execution across both technical and non-technical functions.