The opportunity
ShipMonk isn't just a 3PL — we're the tech-powered growth partner for ecommerce brands, running 12+ owned fulfillment centers across the US, Canada, the UK, and Europe so our merchants can stress less and grow more.
What you'll do
Own network-wide time-to-rate for all hourly FC roles: define the ramp curve standard for each activity type, measure actual performance against it, and drive continuous reduction in days-to-full-rate.
Design and own the new hire experience from hour one through rate attainment,: including pre-boarding, day-one orientation, hands-on skill training, certification, and structured post-certification progression.
Build the ramp measurement system in partnership with analytics: cohort-based ramp curves by site, activity, shift, trainer, and supervisor, with clear visibility into who produces the fastest-ramping associates.
Diagnose ramp drag at the root cause (curriculum gaps, trainer capability,: supervisor coaching quality, staffing sequencing, equipment or systems access) and drive corrective action through local operations leadership.
Reduce early-tenure attrition by making the first 30 to 90 days a: competence-building experience rather than a sink-or-swim one.
Serve as the network owner for all hourly-employee training content,: materials, standard work, and delivery methods, including SOPs, visual aids, digital learning, and hands-on practice design.
What they're looking for
- Build and develop the FC trainer and ambassador network: selection criteria, train-the-trainer certification, ongoing calibration, and accountability for trainee ramp outcomes.
- Own skill certification and multi-skilling standards across activity types,: enabling faster cross-training and greater labor flexibility.
- Standardize what should be standard across the network while allowing local: operations the flexibility they need to execute.
- Own the training and development curriculum for FC supervisors, leads, and: operations managers, the people who own ramp on the floor. Supervisor capability is one of the largest levers on how fast a new hire gets to rate, and building it is core to this role.
