Founder's Office

About the Role -

Strategy & Execution

• Partner directly with the founder(s) to convert high-level goals into structured execution plans with clear owners, timelines, and metrics
• Drive cross-functional projects end-to-end — from framing the problem to shipping the outcome — often working across product, ops, growth, and finance
• Build dashboards and reporting cadences that give leadership real-time visibility into what's working and what's stuck
• Identify bottlenecks in the business proactively and design fixes before they become fires
• Process, Systems & Automation
• Design and implement scalable internal processes and workflows — you should be genuinely energized by turning a manual, chaotic process into a clean, automated one
• Bring a systems-architecture mindset to how the company operates — thinking not just what tool but how should this process actually be structured

Hiring & Onboarding

• Own or co-own key parts of the hiring pipeline — job description creation, sourcing coordination, interview logistics, and candidate experience
• Design and continuously improve the onboarding process so new hires ramp up fast and feel set up for success from day one
• Work closely with hiring managers to keep roles moving without unnecessary friction or delay

Communication & Stakeholder Management

• Act as a trusted right hand to the founder — synthesizing information, preparing materials, and representing priorities accurately in rooms the founder isn't in
• Communicate clearly and persuasively across all levels — from board-ready summaries to on-the-ground team updates
• Build genuine relationships across the org so execution doesn't rely purely on hierarchy

What We're Looking For

• 3–7 years of experience, ideally with exposure to automation, systems/process architecture, operations, or strategy/consulting-adjacent roles
• A track record of owning ambiguous problems and driving them to a concrete outcome, not just producing a plan
• Strong process and systems thinking — you naturally look for the more scalable, repeatable way to do things
• Outstanding communication skills, written and verbal — able to distill complexity into something a founder or a new hire can act on immediately
• Comfort working across hiring/onboarding, even without a formal HR background
• High tolerance for ambiguity and shifting priorities — this role changes shape as the company's needs evolve
• Bias toward action: prefers shipping an 80%-ready solution over waiting for a perfect plan