Chief of Staff

Here are 5 core “fit-first” questions that give you a clean snapshot of their current lane, trajectory, motivations, and non-starters
—before you waste time on achievements.

1) Current lane + time split (forces clarity)

“In your current role, what’s your weekly time split across ops execution / program management / biz ops / strategy / stakeholder management? Rough percentages are fine.”

2) Ownership + altitude (what do they actually own?)

“What are the 2–3 most important work streams you personally own end‑to‑end right now—and who are the core teams you have to drive to get results?”

3) Trajectory over the last 3–5 years (pattern check)

“Over the last 3–5 years, how has your scope evolved—more execution, more strategy, more leadership, or deeper expertise? What kind of work have you been intentionally moving toward?”

4) Next role definition (title vs work, IC vs people leader)

“When you picture your next step, what matters most: title/seniority, owning bigger outcomes, or building/managing a team? In an ideal world, are you trying to become a people leader—or do you not care as long as the scope/impact is big?”

5) “Right-hand operator” reality check (sell or kill)

“This role is a right‑hand operator seat to an SVP with a broad oversight: high‑urgency, lots of ambiguity, no direct reports, and you’re driving follow‑through across teams without formal authority. Does that energize you—or would it feel like a step sideways/back? What parts would you not want to do?”

• Green: clear time split + owns real work streams + wants operator impact + fine with IC/no direct reports + energized by ambiguity
• Yellow: mixed but open‑minded; needs clarity on scope/comp/exec relationship
• Red: wants headcount/title next, needs authority to operate, or hates ambiguity / follow‑through grind

• “Have you ever been the true right‑hand to a VP/C‑suite leader—where you were basically their ‘stunt double’ day‑to‑day (running their priorities, converting conversations into action items, pushing stakeholders, and keeping them ahead of issues)? If yes: who was the exec, what did you own for them weekly, and what were the 2–3 biggest outcomes you personally drove?”
• “What’s the most meaningful process you improved or built from scratch? Quantify the before/after (time to complete, throughput, cost, rework, visibility, compliance, etc.) and what metric you tracked.”
• “Is there a recent or relevant project you owned end‑to‑end that crossed at least 3 teams? What was the goal, the timeline, and the measurable result (%, $, hours saved, cycle time, error rate, SLA, etc.)?”

We’re partnered with a prominent Los Angeles‑based company to hire a Chief of Staff‑level operator to serve as the right hand to a hands‑on executive driving day‑to‑day operations. This is a business‑critical, execution‑heavy role —
not an EA or administrative position.

You’ll function as a Swiss‑army‑knife across the business
: turning leadership conversations into clear action plans, driving follow‑through across teams, and owning large, open‑ended operational projects from start to finish. Think:
process fixes, systems cleanup, cross‑functional accountability, operational problem‑solving
, and making sure priorities don’t die in someone’s inbox.

The right person is strategic and tactical — a proactive problem finder/fixer who communicates clearly, manages up naturally, and keeps momentum moving without needing to be chased.

Compensation: up to ~ 200K base (flexible for the right profile) + discretionary bonus + benefits

Location: El Segundo, CA (on‑site Mon–Thu; remote Fri)

• 5+ years professional experience
• Background in Chief of Staff, Biz Ops, Strategy & Ops, Program/Project Management, Ops Excellence, or consulting with real execution ownership
• Proven experience leading cross‑functional initiatives end‑to‑end (not just planning)
• Strong written/verbal communication; proactive updates, high responsiveness
• Comfortable operating in ambiguity with high ownership and urgency
• Bachelor’s degree in Business or related field (or equivalent practical experience); MBA a plus

Work authorization: Must be authorized to work in the U.S. (no sponsorship available)

Compensation: $200,000 per year