Case Study: The Series A Fintech "Chaos Tamer"

Our client, a rapidly scaling Series A fintech startup in New York recently closed a $30 million funding round, and the company was experiencing explosive but chaotic growth. The founder, a product visionary, was being pulled into operational fires, distracting from his core strengths of product innovation and fundraising. The executive team was new and operating in silos, leading to misaligned priorities and duplicated efforts.

Diagnosis Stage: Our initial engagement involved deep-dive sessions with the CEO and his direct reports. It became clear that the primary need was for an operational powerhouse: a Chief of Staff who could act as a "chaos tamer." The key requirements were not just about managing the CEO's schedule, but about installing a robust operational cadence for the entire company. This included implementing and managing an OKR (Objectives and Key Results) framework, structuring and running executive leadership meetings, and taking ownership of cross-functional projects that were falling through the cracks. The ideal candidate needed a high degree of emotional intelligence, resilience, and a proven background in management consulting or a senior operational role at a high-growth tech company.

Headhunt and Shortlisting: Our search strategy was multi-pronged. We mapped the market of associates and managers at top-tier consulting firms (McKinsey, Bain, BCG & others) who had shown a clear interest in the startup ecosystem. Simultaneously, we targeted operations managers and program managers from well-regarded scale-ups. Our outreach was highly personalized, focusing on the unique opportunity to build the operational backbone of a future industry leader. After screening over 45 qualified candidates, we conducted in-depth interviews with 12, focusing on situational judgment, problem-solving under pressure, and their ability to manage difficult stakeholders. We presented a shortlist of four exceptional candidates to the CEO, complete with detailed profiles and our assessment notes.

Interview and Offer: We managed the entire interview process, which consisted of three stages: a behavioral interview with the CEO, a case study presentation to the leadership team, and a final cultural fit conversation. We also deployed a bespoke assessment to evaluate leadership potential and identify potential derailers. The chosen candidate excelled in the case study by presenting a clear, actionable 90-day plan. We facilitated the offer and negotiation process, ensuring a smooth closing.

Probation and Integration: Post-hire, we established a structured 90-day onboarding plan with the CEO and the new Chief of Staff. This included bi-weekly check-ins with us to address any challenges and ensure alignment. The CoS quickly implemented a new meeting cadence, launched a company-wide OKR process using Asana, and took over the weekly all-hands meeting, freeing up over 15 hours of the CEO’s time per week. The regular check-ins helped navigate early political challenges and solidified the CoS's role as a trusted partner to the executive team.