Chief Of Staff - FinTech

What you'll own:

1. Operating cadence and rhythm:

- Design and run the weekly, bi-weekly, and monthly operating rhythm including the Revenue Council (President Sales, VP Delivery, CTO, CHRO and CFO.), SalesProduct weekly digest, and monthly business review.

- Publish the weekly executive dashboard every Monday by 8 AM. Track pipeline health, NRR, customer onboarding, product velocity, and hiring against targets with risks, mitigations, and DRIs.

- Maintain the decision log: every commitment has an owner, due date, and visible status. "In progress" without a date is not acceptable.

2. Cross-functional execution:

- Sit at the seam between Sales, CS, Product, and Engineering. Unblock the top 5 at-risk deals each cycle. Translate revenue urgency into product priority and back.

- Drive the Financing Activation engine: vendor onboarding velocity, anchor enablement playbooks, lender SLAs. Hold the line on the North Star metric - Financing Volume Activated (FVA).

- Coordinate enterprise integrations - partner with the embedded GTM Engineer role to compress POC and integration cycles.

3. Business operations and analytics:

- Own the source-of-truth metrics: SaaS ARR, financing GMV, take rate, lender share, NRR, vendor activation rate, CAC payback, burn multiple.

- Build the bottoms-up planning model - quarterly bridges, scenario analysis, headcount-to-ARR ratios. Make the math defensible at the board level.

4. Founder leverage and special projects:

- Act as the CEO's proxy in select partner and customer conversations. Prep, run, and follow up on the top-3 strategic anchor deals each quarter.

- Drive regulatory and lender partnership strategy: RBI shifts, TReDS positioning, multi-lender diversification, FLDG/risk frameworks.

- Lead 23 high-leverage special projects per year - examples include a new vertical launch, a GCC/GIFT City pilot, an M&A evaluation, or a Series C process workstream.

5. Talent and team:

- Partner with the founders and CHRO on org design, critical hires, and senior-team onboarding.

- Run weekly 1:1 prep for the CEO. Make the founders' people-time count.

- Grow the BizOps/RevOps function as the company scales - you will likely hire your first 12 reports within Year 1 if pace demands it.