Chief of Staff

Responsibilities

Performance Management

• Design and operate the company's performance management process end to end, including calibration, ratings, manager enablement, and feedback loops.
• Blend qualitative inputs (manager reviews, peer feedback, 1:1 themes) with quantitative signals (OKR attainment, output, customer impact) to deliver a coherent, defensible picture of performance across the organization.
• Surface bias, drift, and inconsistency across teams before they become attrition or compliance risk, and partner with leaders to address gaps.

Compensation Analysis and Rewards

• Operationalize the compensation philosophy through benchmark refreshes, pay band maintenance, and merit and equity cycle modeling.
• Run rewards analyses that connect performance, market data, and retention risk so that every compensation decision is defensible to the employee, the manager, and leadership.
• Partner with the finance team to design the compensation analysis that feeds the payroll forecast and total rewards plan, and ensure parity, transparency, and pay equity across the organization.

Headcount Planning and Payroll Forecast

• Maintain the rolling headcount plan as a living model by team, by level, by location, and by quarter.
• Partner with finance to design and operate the payroll forecast, including base, bonus, equity, employer taxes, benefits loading, ramp curves, and attrition assumptions.
• Reconcile plan versus actual every month, explain variance clearly, and update assumptions before the next planning cycle.

Recruiting Analysis

• Forecast hiring throughput against the headcount plan and flag bottlenecks before they impact the operating plan.
• Instrument the full recruiting funnel, including source of hire, time to fill, offer acceptance rate, onboarding success, and quality of hire.

Technology Stack and Employee Data Infrastructure

• Design and build a best in class people technology stack, including HRIS, ATS, performance, compensation, planning, and payroll, connected through a unified integration and governance layer.
• Establish the data model that links every employee touchpoint (candidate, hire, performer, leader, alum) into a single neural network that informs decisions across the employee lifecycle.
• Set the standard for data integrity through documented schemas, validation, lineage, access controls, and audit trails so that the source of truth is, in fact, true.

Operational Automation and Agentic AI

• Identify operational tasks that should not be done by humans, and automate them through agentic AI workflows that draft, reconcile, already, summarize, schedule, route, escalate, and report.
• Implement humans in the loop where judgment matters, and ensure governance, privacy, fairness, explainability, and an auditable trail for every consequential decision.
• Continuously expand the automation portfolio and measure hours saved, cycle time reduced, and decision quality improved.

Qualifications

• Demonstrated growth mindset and ownership mentality. You take problems on, finish them, and tell the truth about what worked and what didn't.
• AI native instinct. Hands on experience deploying agentic AI, large language models, or similar automation against real operational problems. You reach for AI before you reach for headcount.
• Analytical rigor. Proficiency in SQL and spreadsheets, and working knowledge of at least one programming language for data work, such as Python or R. You can build a model that an FP&A or Accounting partner will trust.
• Strong work ethic. Comfortable operating with urgency, sweating the details, and working autonomously without close management.
• Demonstrated ownership of a hard, measurable problem. Performance, compensation, headcount, recruiting, finance, or operations. We want to see something you instrumented, modeled, or automated end to end and what changed because of your work.
• Exceptional written and verbal communication skills, and the ability to translate ambiguity into clear, measurable plans.
• Ability to handle sensitive employee, compensation, and financial information with discretion and professionalism.
• Bachelor's degree in a quantitative, business, or related field, or equivalent demonstrated rigor through experience.

Preferred Skills

• Prior Chief of Staff, BizOps, FP&A, People Analytics, or Strategy & Operations experience at a high growth company.
• Familiarity with HRIS, ATS, and compensation platforms, and the integration patterns between them.
• Experience designing data governance, RBAC, and audit frameworks for sensitive employee or financial data.
• Experience in a fast paced, high growth fintech or technology startup.
• Proficiency with collaboration tools (e.g., Google Workspace, Slack, and Notion).
• MBA, advanced quantitative degree, or equivalent demonstrated rigor.

Benefits and Perks

• 100% company-paid medical, dental, and vision coverage for you and your dependents on your first day of employment.
• Receive up to $100 per month in fitness reimbursement or enjoy a complimentary full membership to LifeTime Fitness or Equinox.
• 401(k) with a 3.5% match and immediate vesting.
• Meal program available for both lunch and dinner.
• Pre-tax benefits, including a $1,000 HSA match.
• Life and accidental insurance.
• Flexible PTO.