Chief of Staff to CEO

Location: San Francisco, CA
· On-site, five days a week
Employment Type: Full time
Department: Office of the CEO
Compensation: $325,000–$350,000 annual base salary + meaningful equity

Financial intelligence should be available to everyone. interface.ai builds AI agents for the banks and credit unions serving everyday Americans, making financial services more accessible, personal, and useful.

Our technology serves more than 100 financial institutions, reaching over 10 million people. With $30M in Series A funding and a cash-flow-positive business, we have the foundation to pursue something much bigger: AI that helps people improve their financial lives. Our next chapter spans an AI-powered contact center and a banking experience designed around intelligent agents.

The people we bring together now will shape that future.

Work directly with Srinivas Njay, Founder & CEO, to build an exceptional team and turn the company's most important decisions into results. Your two core responsibilities are recruiting outstanding people and driving execution across the business
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We are especially interested in a former founder who has recruited exceptional people, built through uncertainty, and delivered with limited resources.

Work closely with Srinivas and Bruce Kim, CTO & Co-Founder, to reach talent beyond their existing networks. Own critical initiatives, resolve bottlenecks, and make company commitments dependable. Expect hands-on recruiting and visible operating impact from your first week.

• The critical hires. Define priority roles with the CEO, recruiters, and hiring leaders. Personally source, engage, and help close exceptional candidates; drive follow-through through joining and onboarding.

• New access to talent. Build trusted channels into founder, investor, technology, and leading university alumni communities beyond our current reach. Earn conversations with people doing outstanding work who may never apply to a job posting.

• The candidate experience and close. Make the opportunity compelling, understand candidate motivations, and bring the right leaders into the conversation. Keep assessments, decisions, and offers moving with rigor and urgency.

• Company execution. Turn the highest-priority goals into owners, deadlines, and measurable outcomes. Run focused business and hiring reviews, resolve dependencies, and drive corrective action when commitments slip.

• The hardest operating problems. Take on stalled launches, customer-delivery bottlenecks, and broken internal processes. Stay with the problem until the result is delivered.

• Better decisions, faster. Bring the CEO clear analysis, explicit tradeoffs, and a recommendation. Reconcile hiring plans and team capacity with business commitments; identify what to accelerate, change, or stop.

• AI in the way we work. Use frontier tools and automation to improve sourcing research, reporting, and follow-through. Partner with the talent team and engineering on recruiting systems that improve speed and decision quality.

• A former founder, strongly preferred. You built a company, recruited its people, and owned the outcomes. Show us what you built and learned.

• Proof you can attract exceptional people. Show us whom you recruited, why they joined, and how they raised the team's capabilities.

• A network that expands ours. Trusted relationships across relevant startup and talent communities, plus the ability to build new ones. A leading U.S. university background and active alumni connections are a plus; the value is in relationships you can turn into meaningful conversations.

• Operating depth. You have delivered difficult initiatives across teams and can connect company priorities to the details required to…