Part-Time Virtual Assistant — Content, Marketing & CRM Operations

GP Hospitality Partners | Part-Time Marketing VA


JOB TITLE: Part-Time Virtual Assistant — Content, Marketing & CRM Operations

HOURS: 8-10 hours per week to start — with opportunity to grow

RATE: Competitive and commensurate with experience — discussed during the interview process

GROWTH: This role has real upside. As the business grows and you prove yourself, hours increase and compensation follows. We are not looking for someone to fill a slot. We are looking for someone who wants to grow with us long term.

SCHEDULE: Flexible — you own your schedule. Work when you work best. The process owns the sequence, not the clock.

START: As soon as the right person is found


Who We Are

GP Hospitality Partners is a leadership coaching and consulting business for independent restaurant operators across the United States. Our founder Greg Provance is the author of Loyal AF and Butts in Seats, and co-host of a weekly podcast called the Ride or Die Restaurant Show.

We run a paid membership community (the Ride or Die Leadership Circle), a weekly podcast, an online course, and an active speaking and consulting practice. Our content is direct, unapologetic, and designed to shake restaurant operators loose and make them think. No vanilla. No corporate tone. Real talk, always respectful.

This is a long-term role. We are not looking for someone to do a one-off project. We want someone who learns the operation, follows a detailed playbook, and becomes a reliable part of the team.


What You Will Do

Your work breaks into four recurring blocks each week plus a daily commenting task.

Block 1 — Content Production (~2 hours)
Greg records a podcast episode every Monday. Within 48 hours you pull the transcript and video clips from Riverside, run them through Claude (AI tool — prompts provided) to generate seven content assets, load everything into GoHighLevel for Greg's review, and notify him the batch is ready. Content releases two Tuesdays after recording — you have a built-in buffer.

Block 2 — Post-Approval Execution (~1.5 hours)
After Greg approves inside GHL, you paste show notes into Riverside, schedule the website blog article, and lock all social posts for the Tuesday release. LinkedIn articles schedule via LinkedIn's native scheduler on Wednesdays. Facebook and Instagram posts (including video clips) go through GHL.

Block 3 — CRM and Pipeline Admin (~2 hours)
You harvest new LinkedIn connections from Dripify daily and load them into GHL — tagged by role (owner vs. operations manager), segmented, and enrolled in the right email nurture sequence. You run weekly CRM audits, handle LinkedIn Sales Navigator prospecting, draft and post daily ---------- ments for follower growth, and send Greg a weekly CRM summary every Monday.

Block 4 — Research and Outreach (~2-3 hours)
You manage the podcast guest pipeline — sourcing guests, drafting outreach for Greg's approval, coordinating confirmed guests. You research shows where Greg should be a guest (restaurant and cross-industry). You track speaking and trade show opportunities. Monthly, you produce submission-ready trade publication articles adapted from the best episode of the month.


Tools You Will Use

You will receive login access to all of these:


GoHighLevel (GHL) — social calendar, email, CRM, contact management, and content approval workflow; as you grow into the role, you will also help build email sequences, automation workflows, and campaign infrastructure
LinkedIn and LinkedIn Sales Navigator — scheduling, DM monitoring, prospecting
Riverside — podcast platform, transcript and video clip downloads
Dripify — LinkedIn automation; you will start with contact harvesting and campaign monitoring, and grow into building and managing campaigns over time
Google Drive — shared content folder for all drafts and assets
Claude (claude.ai) — AI drafting tool (free account, prompts provided)


Day one: You are executing a proven playbook. Following processes, producing content, managing contacts, doing research.
Over time: As you prove yourself, you take on more — building GHL workflows, managing Dripify campaigns, owning more of the technical infrastructure.

We will train you on everything. What matters on day one is that you are organized, reliable, and not intimidated by new platforms.


What We Are Looking For

Required — these are non-negotiable:


Strong written English — you review AI-generated content and must catch errors before it goes to Greg
Reliable and self-directed — you work independently, manage your own time, and send updates before being asked
Organized — clean folder structures, consistent naming, nothing slipping through
Comfortable learning new software — you figure things out, you ask smart questions, you don't guess and break things
Responsive — replies to messages same day during your working sessions
Available 8-10 hours per week on a consistent basis


Preferred — these make you a stronger candidate but are not required:


Any experience with GoHighLevel — even basic contact management or email sending
Any experience with Dripify or LinkedIn automation tools
Background in social media scheduling, content management, or CRM work
Experience supporting US-based entrepreneurs, coaches, or consultants


A note on the technical skills: We are not hiring a GHL developer or a marketing automation specialist on day one. We are hiring someone sharp, organized, and self-directed who will grow into the technical side of this role over time. If you have never heard of GoHighLevel, that is fine. If you are the kind of person who figures out new tools quickly and takes pride in building things that work — that is what we need.

We will train the right person. What we cannot train is reliability, initiative, and the ability to think independently under pressure. Those you either have or you don't.


What This Role Is Not

You are not a copywriter or creative strategist. AI tools handle drafting — prompts are provided. Your job is to run the process precisely and execute with accuracy. You are not a salesperson. You never pitch Greg's services to anyone. You flag warm leads and Greg handles them. You do not make decisions about what gets published, sent, or submitted. Everything goes to Greg for approval first.


What Good Looks Like in This Role


Content batch is loaded into GHL and Greg is notified within 48 hours of Monday recording
Greg never has to ask where something stands — you send the update first
All GHL contacts are tagged correctly and enrolled in the right sequence
Daily ---------- ments are drafted and ready for Greg's review every day
Nothing goes live without approval
When something is unclear, you ask before you guess



How to Apply

Send a message that includes:


Start your message with the word OPERATOR. This tells us you read the posting carefully — a required trait for this role. Applications that do not start with OPERATOR will not be reviewed.
A brief intro — who you are, where you're based, and how long you've been doing remote work.
One paragraph describing a time you managed a recurring process or kept a system organized for someone else. What was the task, how did you handle it, what happened?
Your general availability — which days of the week you typically work (Philippine Standard Time).
Test Task One — Voice and Format:
Below is a short excerpt from a podcast transcript. Write a ---------- ment (not a post — a comment, 3-4 sentences max) responding to this content as if it appeared on a high-profile restaurant industry account's post. The comment should add a specific insight, sound like a real operator talking — not a consultant, not an AI. No em dashes. No corporate language. No "great post." Make the reader want to click the profile of whoever wrote it.



TEST TASK ONE — TRANSCRIPT EXCERPT:

"The thing I see most often with restaurant operators is that they're stuck on the floor. They built a team, they hired managers, but they're still the one solving every problem. A guest complaint comes in — they handle it. A call-out happens — they cover it. The manager is there but the owner is doing the manager's job. And the reason that happens almost every time is that nobody ever taught the manager how to actually lead. They got promoted because they were a good server or a good cook. But being good at your job and being good at leading people are two completely different skills."



Test Task Two — Prioritization and Independent Thinking:
No prompts. No format instructions. Just a scenario.


It is Tuesday morning. Greg recorded the podcast episode yesterday but the transcript is not ready in Riverside yet. You have the following on your plate this week:


5 ---------- ments to draft for Greg's approval and posting
A confirmed podcast guest who has not yet replied to the logistics email you sent last week — they record Thursday
15 new contacts in GHL with no tags and no sequence enrollment
A trade publication article due to Greg by Friday for his review
Block 1 content production waiting on the transcript that hasn't arrived yet


Walk us through exactly how you handle this week. What do you do first, what do you do next, and why. What do you communicate to Greg and when. What waits and what doesn't.

There is no right answer. We are not looking for perfection. We are looking for how you think under pressure, whether you know what's time-sensitive, whether you communicate proactively, and whether you can sequence work without being told. A candidate who spots the Thursday recording risk without us pointing it out is someone we want to talk to.


We review applications on a rolling basis and will respond to qualified applicants within 3-5 business days.


GP Hospitality Partners LLC
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