Chief of Staff

Increase the execution capacity of the founders.

Increase founder leverage and organizational execution capacity.

Authority comes through systems and information quality — the Chief of Staff does not become a shadow executive overriding functional leaders.

The mandate — what exists because you joined

Every leadership hire here must answer one question: what measurable outcomes should exist twelve months later because you joined? This is the working answer — refined together during the process, then written into your offer.

T+90 days — diagnose and set the thesis

• Establish the leadership operating cadence
• Establish the decision register
• Audit investor materials and the data room
• Identify recurring founder bottlenecks

T+180 days — the system is running

• Demonstrably improve follow-through across leadership priorities
• Establish reliable OKR and priority visibility
• Improve investor readiness
• Improve leadership meeting quality
• Build a high-quality strategic research capability
• Establish the escalation system
• Reduce founder coordination overhead

T+365 days — the function is durable

• Demonstrably increase founder time spent on highest-leverage activities
• Establish a durable Founder's Office operating system
• Improve cross-functional execution reliability
• Maintain investor and fundraising readiness
• Build institutional memory around major decisions

The evidence bar

The strongest applications demonstrate: A situation where you converted an ambiguous cross-functional problem into clear decisions, accountable owners, and measurable outcomes.

Compensation

The approved cash range for this mandate is in final review. It is published here before the process opens, and stated plainly in the first conversation — we do not make compensation a discovery exercise.

The application takes the answers directly — plus links to work you're proud of, your location, and your compensation expectation.