WTF Gyms
Website:
wtfgyms.com
Job details:
THE TITLE IS NOT THE JOB
We have hired senior people before. Titles, presentations and policies did not change how the company worked. The founders still became the alarm system, the quality-control layer and the people everyone waited for.
This hire has one clear outcome: make WTF run at a written standard even when the founders are not in the room.
WHO WE ARE
WTF is a fast-growing, founder-led company operating across 10+ verticals and 60+ locations: gyms, Academy, Amplify, Reboot, Everyday, Equipment, Digi Gym, ZymMap, Tech, HR, Finance and Facility.
We serve thousands of customers across different formats. We are preparing for the next 1,000 people. Founder dependency, vague ownership and accepted mediocrity cannot scale with us.
YOUR MISSION
Turn The WTF Code from a document into the operating system of the company.
At WTF, OKAY means: the outcome, delivered on time, at the written standard, with proof.
Your job is to make that definition visible, measurable and enforceable across every vertical and every level—without using fear, founder intervention or HR theatre as the mechanism.
WHAT YOU WILL BUILD AND OWN
• Convert every leadership mandate into one owner, one number, one deadline, one benchmark and one proof standard.
• Install the Weekly Outcome Review: no data, no meeting; every review arrives with target, actual, experiments, blockers, next actions and Green/Amber/Red status.
• Install the Journey Rule: every outcome longer than three days has a fixed checkpoint every one to two days; red flags escalate automatically.
• Build the company-wide performance system: 50% outcomes and 50% demonstrated values, with evidence instead of manager opinion.
• Redesign unclear roles and impossible spans so accountability is real. “Everyone owned it” will no longer mean nobody owned it.
• Build the redo protocol, teach log and documented performance ladder so mediocre work returns to its owner and consequences come from a fair system—not a founder's mood.
• Create the Exemplar Library: real WTF work that defines what 9/10 looks like and continuously raises the floor.
• Make “bad news first, fastest” operational. Honest early flags must become the safest move in the company; silence on a known miss must become visibly unacceptable.
• Rebuild senior hiring around character, ownership and demonstrated outcomes. Pedigree is worth zero without execution.
• Build leadership development, succession, onboarding, promotion, retention and employee-relations systems that reinforce the same code.
• Protect integrity, customer trust and due process through clear, documented and lawful investigation and consequence mechanisms.
• Hold the founders to their side of the deal: fast feedback, written standards and no quietly repairing someone else's last 30%.
YOUR FIRST 90 DAYS
Days 1–30: diagnose founder dependency, leadership spans, review quality, unclear ownership and repeated failure patterns. Finalise the scorecard and baseline.
Days 31–60: run live pilots of the Weekly Outcome Review, Journey Rule, redo protocol and Exemplar Library with senior leadership. Train managers and document what works.
Days 61–90: roll the operating system across verticals, connect it to hiring and performance reviews, and show evidence that problems are surfacing earlier, owners are closing their own gaps and fewer decisions need founder intervention.
HOW SUCCESS WILL BE JUDGED
• Standards are written before work starts—not explained after failure.
• Bad news travels in hours, not at the next review.
• Leaders arrive with data, experiments and decisions—not stories.
• Recurring misses produce a system redesign, not another apology.
• High performers are promoted on evidence; chronic gaps are handled quickly, fairly and consistently.
• Teams can produce 9/10 work without a founder rewriting it.
• Integrity wins over customer, customer over outcome, and outcome over speed whenever values collide.
THE PERSON WHO CAN DO THIS
You have already built or transformed a people-and-performance operating system inside a founder-led, high-growth or multi-location business.
You can show evidence: the baseline you inherited, the mechanisms you installed, the resistance you handled, the leaders you upgraded or changed, and the measurable result that remained after you stepped away.
You are equally strong in organisational design, performance management, leadership coaching, hard conversations and execution detail. You can work with founders without becoming dependent on their authority.
You use data naturally. You use AI for research, leverage and parallel execution—but you can defend every line of your work without the document open.
You are not joining to “support leadership.” You are joining to make leadership accountable and effective.
THIS ROLE IS NOT FOR YOU IF
• Your strength is administering a mature system someone else already built.
• You confuse policy publication, engagement events or dashboards with changed behaviour.
• You wait for a founder to chase the number, resolve the blocker or repair the work.
• You protect harmony by hiding a miss.
• You want the title more than the outcome.
THE WTF DEAL
WTF is a hard company with a transparent deal.
We demand written standards, evidence, early escalation, honest numbers, customer trust and outcomes. We promise salary on the 7th, founder feedback within 24 hours on filed work, protection for honest early bad news, access to AI and learning tools, and promotion based on outcomes rather than pedigree or proximity.
HOW TO APPLY
Do not send a generic cover letter. In your application, describe one culture or performance transformation you personally built:
1. What was broken when you arrived?
2. What exact mechanisms did you install?
3. What resistance did you face and how did you handle it?
4. What changed within 90 days?
5. What continued to work without you?
LOCATION
Delhi NCR—Delhi, Gurgaon, Noida or Faridabad. This is an on-site, in-the-room transformation role.
If you have built this before and want to build it at company scale, apply with proof.
Click on Apply to know more.
