Chief of Staff

Vapi•San Francisco, CA

13d•$238,000 - $250,000•Remote

About The Position

Vapi is scaling fast, and the CEO's time is the company's scarcest resource. We're hiring a Chief of Staff to be a true force multiplier: someone who runs the operating system of the leadership team so the CEO doesn't have to. You'll run our leadership meetings, own goal setting, track every commitment, and hold the leadership team accountable for delivering. You'll also take an ambiguous, high-stakes problem, run it to ground, and either solve it directly or stand up the team and process to solve it. This is not a scheduling or note-taking role, and it is not a gatekeeper role. You'll have full access to the information the CEO has: their inbox, their calendar, their meetings, their decisions. In exchange, you make sure the company actually executes. It's the most intense operating training that exists, and it's a role for a builder who wants to sit at the center of the company, touch every function, and grow into a broad operating leader. If you've founded something, been a founding employee, or thrived in the chaos of an early-stage company, you'll feel at home here.

Requirements

You can hold the room. You have the energy, structure, and confidence to run a meeting of senior leaders, keep it honest, push back when needed, and hold people to what they committed to. You're direct without being abrasive, and you don't avoid hard conversations.
Exceptionally organized and process-minded. You bring order to ambiguity, build systems that stick, track the details, and make sure things actually get done. Follow-through is your default, not an effort.
4+ years of experience. You may be early in your career, and that's fine if you've seen some stuff: a founding team, a hypergrowth company, a hard turnaround, or a demanding operating environment where you had real ownership. We care about what you've lived through, not your title.
A strong business generalist with a technical bent. You don't need to write production code, but you can go deep on a technical product, run meetings with engineers, and reason about how the product and market fit together.
You’ve founded a company, been a founding employee, or otherwise operated with a high degree of ownership in a fast-moving environment. Prior "Chief of Staff" experience is not required. We care about the operating instinct, not the title.
A fast learner who picks up an unfamiliar domain quickly and gets to competence faster than seems reasonable.
An excellent communicator, written and spoken. You can summarize a messy discussion into a crisp decision, and you're comfortable communicating to executives on the CEO's behalf.
Comfortable owning a broad and shifting set of responsibilities. One week strategy, the next operations, the next a critical hire.
High trust, high judgment, and low ego. You'll be in every room, including comp and challenging conversations, and you treat that access as a responsibility. You're happy to do the unglamorous work and to give away the wins.

Nice To Haves

Ideally, some consulting, banking, or similar structured-problem-solving background. You know how to break down a messy problem and communicate crisply to executives. Nice to have, not required.

Responsibilities

Design and run the weekly leadership meeting and the broader operating cadence. Set agendas, make sure everyone shows up prepared, keep the discussion on track, drive to decisions, and close every meeting with clear owners and dates.
Run the company's goal-setting process (quarterly and annual OKRs or equivalent). Work with each leader to turn strategy into crisp, measurable goals, and make progress visible to the whole company.
Be the person who follows up. Track every commitment the leadership team makes, surface slippage early and directly, and make sure the CEO never has to chase. When something is off track, you say so, in the room, to the people who own it.
Own the system of record for decisions and actions coming out of leadership, board, and CEO meetings. Nothing falls through the cracks on your watch.
Take ownership of the ambiguous problems that don't have an obvious owner and drive them to measurable outcomes.
Shadow the CEO closely in your first months, then steadily take work off their plate: drafting communications, prepping for board and all-hands, running key hiring loops, representing them in meetings. You draft on their behalf; you never intercept for them.