Chief of Staff

• Drive Executive Execution: Design, implement, and continuously improve the cadence of executive meetings, offsites, and strategic planning sessions. Ensure agendas are outcome-driven, materials are high-quality, and follow-ups are tracked to completion.
• Drive Accountability: Monitor and enforce commitments, timelines, and deliverables across the ELT. Proactively identify bottlenecks and facilitate resolution to keep the team on track.
• Executive Communications: Serve as a central point of contact for ELT communications, ensuring clarity, consistency, and alignment across all executive-level initiatives.
• Information Synthesis: Synthesize complex financial and operational data into executive updates. You must be comfortable digging into the numbers to challenge assumptions, not just formatting slides.
• Project Leadership: Own and drive special projects from inception to execution–examples include organizational transformation, key executive priorities, and change management initiatives. Develop project plans, align stakeholders, and ensure timely delivery of outcomes.
• Cross-Functional Collaboration: Lead cross-departmental teams, breaking down silos and ensuring effective collaboration on high-priority initiatives.
• Strategic Analysis: Conduct root cause analyses, market research, and scenario planning to inform executive decision-making.
• Change Management: Act as a catalyst for change, championing new processes, tools, and ways of working to improve organizational agility and performance.
• Operational Partner: Serve as a trusted advisor to the ELT, helping to drive forward momentum on critical functional priorities and projects.
• Business Planning: Support annual and quarterly planning cycles ensuring alignment between the organization’s functions.
• Organizational Effectiveness: Identify and address operational gaps, recommend improvements, and help implement best practices across the organization.
• Confidential Counsel: Handle sensitive information with discretion, providing candid feedback and perspective to the CEO and primary lieutenants.
• Stakeholder Management: Build strong relationships with key internal and external stakeholders, representing the executive office with professionalism and credibility.
• Crisis Management: Support the executive team in navigating unforeseen challenges, crafting contingency plans, and mobilizing resources as needed.
• Continuous Improvement: Regularly assess and refine executive team processes, leveraging feedback and data to drive ongoing improvement.

• 6–8 years of experience in business strategy or operations, with 3+ years as a Chief of Staff, consultant, or in consulting or operational leadership roles.
• Strong knowledge of, and industry experience in, asset management, hedge funds, banking, and/or management consulting preferred.
• Knowledge of bank debt, CLOs, BDCs, and private credit is a plus.
• Proven experience working closely with executive management, ideally in fast-paced environments.
• Demonstrates the ability to operate at speed without loss of context, retaining critical details and historical decisions while navigating ambiguity and driving action.
• Demonstrates agility, effectively manages ambiguity, and consistently exhibits a strong bias for action; thrives in both structured and unstructured environments.
• Significant financial and data fluency, with the ability to synthesize insights for executive decision-making.
• Experience with strategic planning and root cause analysis.
• Brings strong analytical ability and emotional intelligence; shows up as a proactive self-starter who adapts quickly and communicates with clarity, discretion, and influence.
• Strong sense of ownership and accountability; consistently follows up and follows through to ensure commitments are met and outcomes are delivered.
• Ability to work in the office four days per week and travel as business needs require.
• MBA preferred.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.