If you are running out of bandwidth, you need a strategic right-hand who takes care of the critical tasks so your team stays aligned, and you can focus on growing the business, not babysitting it
Discover the gaps that are holding your company back. Take this assessment to receive a free organizational report.
You will receive a report by email
When you founded your company or became CEO, you had dreams of building a successful, thriving business with talented team members working together toward a shared vision. But when you look around the company now, it’s not running like you imagined it would.
We provide a smooth transition from assessment -> fractional -> permanent. It’s not three separate services, but one integrated system. Our system combines and controls separate key elements in the process: assessing changes needed, bringing in a fractional chief of staff to implement said changes, and then placing the ideal chief of staff using our headhunter expert.
And as you’ll see, it frees your time to lead and gives you a highly-qualified chief of staff.
We’ll get to know your goals and determine if we’re the right fit
We’ll talk through what’s working and not working in your company
When new talent is positioned to win, you win
After more than 30 years working with hundreds of companies in the SMB space, we’ve witnessed just about every mistake it’s possible to make, so we’ve built a process that we customize to your needs and requirements. Best of all, our process is industry-agnostic. Schedule a discovery call to find out.
The CoS acts as a strategic advisor, integrator, and force multiplier for the executive (typically the CEO). Responsibilities include prioritizing initiatives, managing cross-functional projects, facilitating leadership meetings, filtering communications, and ensuring organizational alignment.
Typically to the CEO, though in large organizations other CXOs may have a chief of staff.
Tech startups, government, military, large corporations (especially during transitions), nonprofits, and fast-growing companies.
By owning the planning/execution of CEO priorities: setting timelines, removing roadblocks, aligning resources, putting systems in place, and reporting progress.
There are situations when the CoS will run meetings in place of the CEO. In cases when the CEO is running meetings, the CoS will design agendas, pre-align stakeholders, capture decisions/actions, and ensure follow-through. They often act as a facilitator or “synthesizer.”
Identifying process bottlenecks, streamlining communication flows (e.g., replacing meetings with async updates), building talent strategies, and coaching teams on prioritization.
It depends: Smaller, fast growth companies typically begin with a fractional CoS to determine what they need before moving to a full-time CoS; some use it as a shorter leadership accelerator; others build long-term “right-hand” partnerships.
Culture-fit with the CEO, ability to navigate politics, bias toward action, and resilience under pressure. Past exposure to high-stakes environments is a plus.
When you’re:
No, as long as you:
Our “Chief of Staff Scaffold System” addresses while implementing a framework for growth
Our proprietary career coaching solution guides individuals through navigating a highly fluid and unpredictable employment environment.
We combine professional development with personal development to help people become better leaders and employees.
Three 6-month leadership cohorts for emerging, mid-level, and executive female leaders.
Hear from some of the business leaders who we’ve helped
Bringing together the ideal leadership team is your top priority as your organization’s founder and/or CEO. You know that the top is where the tone is set for the entire system. The leading executives establish the protocols, rules, and vision. Employees are more likely to follow a united team. If there is a failure to bring on the right people, the negative repercussions will be felt throughout the company.
