Chief of Staff to the Founder and CEO

Where this is going

We are a founder-led group of B2B software companies serving the private wealth and governance world: WealthComply (FATCA and CRS compliance automation), MinuteMaster (board minutes and governance automation), a venture that is in stealth, and a small media strategy company. The founder is based in Jersey. The team works from several countries. Our clients are trust companies, fund administrators and private wealth firms across Europe, the Middle East, Asia and the Caribbean.

Over the next three years we want a group with a real leadership team, where the founder spends his time on the few things only a founder can do and everything else runs without him. This role makes that happen. If that pulls you, read on. If it does not, this is a good place to stop.

The role

You run the founder's office across the group. You work through other people, with authority the founder lends you openly. In practice:

• You own the operating rhythm: the daily check-in, the weekly business review, the Friday update, the decision log.
• You take the workstreams that have no natural owner (a funding round's mechanics, an alliance agreement, a pricing clean-up, a specialist pool) from a conversation to a one-page recommendation, then you execute what the founder decides.
• You curate what reaches him. Every decision arrives as one page: the decision, the options, a recommendation, a deadline.
• You close the loops that need a person: chasing, calls, counsel, the company secretary, candidates.
• You run hiring with our recruiter (scorecards, interviews, references, trials, onboarding) so the founder interviews and decides, and does nothing else in the process.
• You take on the group's operating admin (payroll, banking within limits, tools, the filing calendar) until it is documented and handed to the right owner. The aim is to remove it, then move on.
• You will be in the room with the co-founders, investors' teams and advisers. When the team needs a decision or an owner, you are the person they come to.
• The office runs on an AI operating layer we have already built and use daily: the record, the cadence documents, meeting prep, first drafts. You direct it, and you are accountable for what it produces. If Claude or something like it is already how you work, you will feel at home.

You will be judged on five things

1. The founder's hours coming back to the work only he can do. We measure it.
2. Every decision that reaches him arriving as one page.
3. The rhythm running when he is away or tired.
4. Two senior hires landed through our process in your first six months.
5. Nothing falling through: filings, payments, commitments, follow-ups.

This role will not suit you if

• You want a team under you and a budget of your own. You work through others here.
• You are an excellent executive assistant looking for the next title. This role decides inside its own authority and answers for the outcome.
• You produce analysis and decks and leave the doing to others. Every workstream here ends in something that happened.
• You need the founder in every loop. The job exists to take him out of most of them.
• You do not already use AI in your daily work.
• You want a guaranteed bonus, or you find it hard to be corrected.

Who you are

• An exceptional writer. You can turn a messy forty-minute conversation into a one-page memo with an honest recommendation. We test this before we meet you.
• You close loops across people who do not report to you, and you can name the last three.
• You are comfortable around senior people. You can carry the founder's proxy with two experienced co-founders on follow-through, without grabbing or shrinking.
• You are numerate and discreet. You will see cap tables, salaries and co-founder terms, and handle payroll and banking within limits.
• AI is already how you research, draft, analyse and automate. You know what you are asking for before you ask, and you check what comes back.
• Humble, hungry, happy. You would rather be corrected than be right. You find the binding constraint and work on it. People are glad when you join the call.
• You work at a pace you can keep. We want someone who is still great in year three.

What we offer

• Equity, so you share in the value created after you join. If we hit our plan it is worth many times your base. If we miss it, it is worth nothing. We would rather you did that maths than have us do it for you.
• An outcomes bonus, paid on results.
• Remote on UK hours, with a week in Jersey each month for the first quarter while trust and context build, then quarterly, plus one proper offsite a year.
• Home office, learning and wellbeing budgets, and the AI tool stack paid for.
• Rest as a design constraint. We work at a pace we can keep, and after the annual reporting crunch we slow down on purpose.
• A written path: chief of staff for two to three years, then head of operations for the group or a line you helped create.

How we hire

Our recruiter runs the process. It includes a short paid writing exercise, a paid working session on real anonymised tasks so we see how you actually work, conversations with the founder and a co-founder, references (including, with your permission, one we choose), and a paid trial. We move as fast as the right person allows, and we tell you where you stand after every step. The offer comes with a sixty-day review against outcomes we agree together. We say that now because we mean it both ways.

How to apply

Apply through the link. Along with your CV or LinkedIn profile, we ask three short questions: something you built, started or fixed that nobody asked for and that cost you something (up to 300 words); which of the "who you are" points you are weakest on (one line); and your location and salary expectation. No cover letter. If you are not sure you tick every box, apply anyway.

Originally posted on Himalayas