Chief of Staff to the CEO

interface.ai•San Francisco, CA

1d•Onsite

About The Position

interface.ai is seeking a Chief of Staff to the CEO to work directly with Srinivas Njay, Founder & CEO. The role focuses on building an exceptional team and driving the company's most important decisions to results. The core responsibilities include recruiting outstanding people and driving execution across the business. The ideal candidate is a former founder with experience in recruiting, building through uncertainty, and delivering with limited resources. This role will collaborate with Srinivas and Bruce Kim, CTO & Co-Founder, to expand talent networks, own critical initiatives, resolve bottlenecks, and ensure company commitments are met. The position involves hands-on recruiting and significant operational impact from the start.

Requirements

A former founder, strongly preferred.
Proof you can attract exceptional people.
A network that expands ours.
A leading U.S. university background and active alumni connections are a plus; the value is in relationships you can turn into meaningful conversations.
Operating depth. You have delivered difficult initiatives across teams and can connect company priorities to the details required to execute them.
Judgment people trust. Clear writing, analytical strength, discretion, and the ability to challenge senior leaders constructively.
You earn influence and follow through without repeated prompting.
Daily AI fluency. You can demonstrate how AI makes your work faster and more effective.
Work on-site with the founders and team at our downtown office, five days a week.

Nice To Haves

Experience building in B2B software, AI, fintech, or financial services.
A record of recruiting senior engineers, technical leaders, or go-to-market leaders.
Experience operating across U.S. and India teams.

Responsibilities

Define priority roles with the CEO, recruiters, and hiring leaders.
Personally source, engage, and help close exceptional candidates; drive follow-through through joining and onboarding.
Build trusted channels into founder, investor, technology, and leading university alumni communities beyond our current reach.
Earn conversations with people doing outstanding work who may never apply to a job posting.
Make the opportunity compelling, understand candidate motivations, and bring the right leaders into the conversation.
Keep assessments, decisions, and offers moving with rigor and urgency.
Turn the highest-priority goals into owners, deadlines, and measurable outcomes.
Run focused business and hiring reviews, resolve dependencies, and drive corrective action when commitments slip.
Take on stalled launches, customer-delivery bottlenecks, and broken internal processes.
Stay with the problem until the result is delivered.
Bring the CEO clear analysis, explicit tradeoffs, and a recommendation.
Reconcile hiring plans and team capacity with business commitments; identify what to accelerate, change, or stop.
Use frontier tools and automation to improve sourcing research, reporting, and follow-through.
Partner with the talent team and engineering on recruiting systems that improve speed and decision quality.