status: open to senior community roles
Discord Server Manager · Community Systems Builder
Top-level staff lead — I build the recruitment, escalation and retention systems that keep large Discord communities running without the people inside them burning out.
Discord server joins contributed
growth driven through recruitment, retention and community systems rather than one-off campaigns.
Roblox game joins contributed
community-driven traffic pushed into Roblox experiences through the same pipeline.
I'm a Discord Server Manager — a top-level staff position inside a 5,800+ member community, where I've spent the past several years moving from the moderation floor into full ownership of the staff organisation.
My scope is the team itself: I oversee a multi-tier staff structure, own hiring end to end, set the standards people are evaluated against, and handle escalations that reach the top of the chain. Day to day that means fewer dramatic interventions and more quiet infrastructure — the systems that make a community feel consistent whether or not I'm online.
I treat community work as an operations discipline. Repeatable pipelines, written standards, clear progression paths, and support flows that don't depend on any single person being awake. That approach is what the numbers on this page come from.
Five systems I designed, run and iterate on. Each one exists to make a recurring problem stop being a recurring problem.
A structured pipeline for sourcing, screening and onboarding new staff. Applications move through defined stages with scheduled interviews and tracked candidate status, so nobody gets lost between "applied" and "trained".
A multi-tier staff structure where every rank has defined responsibilities and a visible path to the next one. Permissions, ownership and accountability line up with the tier, which keeps decisions at the level they belong.
A standardised scoring process applied to every candidate, so hiring decisions rest on the same criteria regardless of who runs the review. It reduces bias, makes rejections explainable, and keeps quality steady as the team grows.
A ticketing flow that gives members a clear route to help and gives staff a clear route to management. Issues are logged, routed and resolved in one place instead of scattered DMs, and anything sensitive escalates cleanly to the right tier.
A premium recognition tier that rewards the members who show up consistently. It gives long-term regulars something to hold onto, turns passive members into contributors, and makes retention a designed outcome rather than a hopeful one.
If a problem needs the same person to solve it every time, it isn't solved. I'd rather spend a week designing the process than a year being the process.
Heated situations get slower, not louder. Gather context, take the decision at the right tier, write down the reasoning — then the same case doesn't get relitigated next month.
Staff perform better when expectations are written down and evaluation is predictable. Clear criteria beat vibes, and they make promotions feel earned instead of political.
Members and staff leave for structural reasons far more often than dramatic ones. Fix the structure — recognition, progression, workload — and the churn takes care of itself.
Hiring for a staff or management role? Join my portfolio server — the full system showcases live in there, and it's the fastest way to reach me.