Chief of Staff - East Coast

Position Summary

This position is a hands-on operational leadership role rather than a classic chief of staff or an executive assistant function. The company is looking for a strong right-hand operator who can help manage the business as it scales toward a planned 2028 exit. The role is close to the CEO on a daily basis, but the main goal is to improve how the business runs overall, not to focus on supporting one individual.

You will act as a representative for the company when the CEO is not available, maintain the operating cadence, and lead HR, business operations, and change management as one connected function. As part of the leadership team, your impact will be judged by how effectively the business executes.

The company builds an operating system for large-scale infrastructure deployment across utility sectors such as fibre, electric, gas, and water. Its software supports use cases ranging from fibre rollout for national carriers to grid hardening for electric utilities and asset management for regional water networks. The business is shifting toward an AI-first model and a digital operating structure that can scale without adding headcount in a linear way, while also preparing for a high-multiple exit in 2028. This role is central to that transformation.

Key Responsibilities

You will support the CEO directly as a trusted partner, helping shape how time is allocated and how the CEO appears across the business. This includes representing the CEO in meetings and calls when needed, managing calendar flow, inbox priorities, expenses, travel, and the overall weekly operating rhythm.

You will lead people and culture initiatives end to end, including digitising HR processes, supporting talent strategy and hiring, improving performance management, strengthening leadership development, shaping compensation, and helping build a culture focused on speed, quality, and ownership.

In business operations, you will work with the CFO to put in place the systems, routines, and metrics that help the leadership team operate effectively. This covers quarterly planning, OKRs, board reporting, internal communications, decision-making speed, and the operating cadence that ties strategy to execution.

You will also lead the AI-first transformation agenda, helping turn the company into an AI-native organisation by redesigning how functions such as go-to-market, engineering, and finance operate so that AI is embedded into workflows rather than used as an add-on.

Change management will be another major part of the role, including supporting organisational redesign, M&A integration, process redesign, and adoption of new ways of working as the leadership team moves the company from its current state to its next stage of growth.

In addition, you will spend time with customers across fibre, electric, gas, and water to understand their workflows, pain points, and opportunities for innovation. The insights you gather will help shape how the company operates and what it should build next.

Requirements

• Experience working in a fast-moving software or technology environment, ideally during a transformation initiative or exit process.
• Comfort operating across leadership discussions, customer conversations, hiring decisions, workflow redesign, and urgent scheduling changes.
• Strong practical depth in at least two of these areas: people, business operations, and change management, along with the curiosity and speed to develop the third.
• Prior experience working closely with a CEO or founder, or strong readiness to step into that environment.
• High confidence using AI and digital tools as part of day-to-day work.
• Clear writing, polished presentation skills, and the ability to influence senior stakeholders without needing formal authority.
• Discreet, direct when necessary, commercially minded, and focused on execution rather than corporate performance.

Additional Information

The company may use artificial intelligence tools to support parts of the hiring process, including resume review, application analysis, and checks for potential inconsistencies or verification signals. These tools assist the recruitment team but do not replace human judgment, and final hiring decisions are made by people. Applicants who want more details about data processing can contact the company directly.