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If you’ve Googled “Chief of Staff job description,” you’ve probably found a wall of boring, cookie-cutter posts.
They all follow the same structure: generic bullet points, vague responsibilities, and zero insight into what actually makes someone great in this role.
But here’s the truth: the Chief of Staff is not an ordinary hire.
This isn’t just an operations person. You’re hiring a strategic right hand — someone who helps you prioritize your time, execute key projects, and scale the company faster by making you more effective.
So if you want a candidate who’s smart, trustworthy, and proactive — you need a job post that reflects that.
Not a legal checklist. Not a corporate buzzword dump.
A job post that attracts the kind of person who already thinks like a founder.
Before we dive in, we recommend reading our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/.. It shows you why most job descriptions fail and how to write one that actually gets results.
Now — let’s break down what this role really is, and how to write a Chief of Staff job description that attracts someone sharp, driven, and aligned with your mission.
If your hiring process is stressful, slow, or filled with second-guessing—WorkScreen fixes that. Workscreen helps you quickly identify top talent fast, eliminate low-quality applicants, and make better hires without the headaches.
What Does a Chief of Staff Actually Do? - Their Role
Let’s cut through the buzzwords.
A Chief of Staff is your strategic problem solver, execution partner, and force multiplier. They help you (the founder or executive) stay focused on what matters most by taking on high-leverage work behind the scenes.
That might mean:
- Turning your messy ideas into organized plans
- Jumpstarting internal projects that would otherwise stall
- Acting as a filter for your time, priorities, and communication
- Identifying bottlenecks and fixing them before they escalate
In many ways, they operate like a co-founder—but without the equity.
It’s not an executive assistant role, and it’s not operations either. It sits at the intersection of strategy, execution, and trust.
That’s why the best Chiefs of Staff aren’t just organized—they’re analytical, emotionally intelligent, and ruthlessly effective. They anticipate problems, think like operators, and stay calm when things get chaotic.
In short: a great Chief of Staff doesn’t just keep things moving—they make you move smarter.
Two Great Chief of Staff Job Description Templates
✅ Option 1: Experienced Chief of Staff – Culture-First Style
📌 Job Title: Chief of Staff to the CEO — Help Us Scale Operations & Strategy
📍 Location: Remote (with occasional travel to HQ in Austin, TX)
💼 Full-Time | Competitive Salary ($110K–$140K) + Equity + Benefits
🎥 A quick message from our CEO: [Insert Loom video link here]
👋 Who We Are
We’re Summit Labs, a fast-growing SaaS startup helping 10,000+ businesses automate their back office. We’ve doubled revenue in the last 12 months, and now we’re building the next layer of operational scale. But here’s the truth: our CEO is at capacity.
That’s where you come in.
We’re hiring a Chief of Staff to become the CEO’s strategic right hand—someone who thrives in ambiguity, loves solving cross-functional challenges, and wants to be deeply involved in growing a high-velocity startup.
💡 What You’ll Do
- Own and drive critical internal projects (from strategy to execution)
- Act as a gatekeeper and thought partner to the CEO
- Lead cross-functional initiatives and ensure follow-through
- Analyze data, identify bottlenecks, and propose operational improvements
- Help prioritize executive focus and manage internal comms
- Interface with investors, advisors, and key partners
- Prepare presentations, briefings, and quarterly updates
✅ What We’re Looking For
- 3–5+ years in strategy, operations, consulting, or founder-type roles
- Exceptional organizational and execution ability
- Strong written and verbal communication
- Comfortable with ambiguity and shifting priorities
- Sharp business judgment and high EQ
- Experience working directly with executives or founders
🎁 Perks & Benefits
- $110K–$140K salary range
- Equity and annual performance bonuses
- Flexible hours and fully remote
- Generous paid time off (25 days/year + holidays)
- Full health, dental, and vision
- Annual stipend for learning and development
🟢 Why This Role Is Worth Your Time
This is a rare chance to get inside a high-growth startup, influence how it scales, and work side-by-side with the founder. If you’ve been looking for a role where your thinking, judgment, and execution actually matter—this is it.
🤝 Our Hiring Process
We respect your time and effort. That’s why we use WorkScreen—a tool that helps us evaluate candidates based on real-world scenarios, not just resumes.
Here’s what to expect:
- Apply through our custom WorkScreen link (below)
- Complete a short async evaluation
- Interview with the CEO and Head of Ops
- Final round with team members + reference check
We aim to complete the process in under 3 weeks and keep you updated every step of the way.
📥 Apply Now on WorkScreen [insert application link]
🌱 Option 2: Entry-Level / Coachable Chief of Staff – Willing to Train
📌 Job Title: Junior Chief of Staff – Learn Directly From the CEO (No Prior Experience Needed)
📍 Location: Remote (Austin, TX Preferred) | Full-Time | $65K–$85K + Benefits
🎥 Meet your future manager: [Insert Loom video link here]
👋 About Us
We’re Summit Labs, a fast-growing SaaS startup helping 10,000+ businesses automate back office operations. As we scale, our CEO is seeking a sharp, coachable operator to step in as a Junior Chief of Staff and grow into the role.
We don’t need you to be an expert. We’re looking for potential, curiosity, and a strong bias for action. You’ll learn how to think like a founder—and work side-by-side with one.
💡 What You’ll Do
- Help manage the CEO’s priorities and schedule
- Track key company projects and follow up on progress
- Communicate with teams, partners, and investors
- Take meeting notes, prep briefings, and synthesize information
- Troubleshoot operational blockers and suggest improvements
- Learn how decisions get made at the executive level
✅ What We’re Looking For
- 1–2 years in any fast-paced role (startups, admin, ops, etc.)
- Or: an incredibly sharp recent grad with leadership experience
- Curious, fast learner with strong organizational skills
- Excellent communicator (verbal + written)
- High integrity, trustworthy, and calm under pressure
- Willing to work hard, ask questions, and grow quickly
You don’t need to meet every requirement—if you’re excited by this role and ready to learn, we’d love to hear from you.
🎁 Perks & Benefits
- $65K–$85K salary
- Full health, dental, and vision
- 22 PTO days + paid holidays
- Annual personal development stipend
- Weekly 1-on-1 mentorship from the CEO
- Career growth path toward Chief of Staff or Operations Lead
🤝 What Our Hiring Process Looks Like
We don’t ghost. Every applicant gets a response.
Here’s what to expect:
- Apply using the WorkScreen link below
- Complete a short async skills evaluation
- Video interviews with CEO + team
- Paid trial project for finalists
📥 Apply Now on WorkScreen [insert application link]
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
Why These Chief of Staff Job Posts Actually Work
Let’s break down what makes each job description compelling—because this isn’t about fluff. It’s about attracting high-quality candidates who get it.
✅ 1. The Job Titles Are Clear and Compelling
Instead of something vague like “Chief of Staff – Apply Now,” these titles signal meaning:
- “Chief of Staff to the CEO — Help Us Scale Operations & Strategy”
- “Junior Chief of Staff – Learn Directly From the CEO (No Prior Experience Needed)”
They tell the candidate what they’ll do, who they’ll report to, and why the role matters. That’s how you catch attention in a sea of sameness.
💬 2. The Intros Create Context and Connection
These posts don’t start with a bland company bio. They start with a story:
“Our CEO is at capacity. That’s where you come in.”
“You’ll learn how to think like a founder—and work side-by-side with one.”
That’s not just an introduction—it’s a pitch.
Top candidates want to know why this role exists and what makes it exciting. These intros explain the real stakes and humanize the opportunity.
💰 3. Salary and Perks Are Transparent
Both versions clearly state compensation:
- $110K–$140K (senior)
- $65K–$85K (entry-level)
This builds trust, sets expectations, and filters out candidates who aren’t aligned. Transparency is now table stakes for serious applicants.
Bonus: They also mention flexible hours, mentorship, growth paths, and stipends—benefits that speak directly to the type of person you want to attract.
👥 4. Culture and Mission Are Woven Into the Role
Instead of a one-line “About Us,” the company’s mission is tied to the actual responsibilities. And the tone reflects how the company actually works—fast, focused, people-first.
“We move fast, communicate clearly, and value people who take ownership.”
These lines give candidates an immediate feel for whether they’d thrive or flounder in your team. That’s what great employer branding looks like—baked into the post itself.
📈 5. Responsibilities Show Impact, Not Just Tasks
Instead of dry bullets like “Manage internal projects,” these descriptions use narrative-driven tasks:
“Own and drive critical internal projects (from strategy to execution)”
“Help prioritize executive focus and manage internal comms”
This shows what they’ll do and why it matters. Every line connects the role to business outcomes. That’s what high performers want to see.
🎯 6. The Hiring Process is Clear, Respectful, and Modern
Both job posts emphasize the candidate experience:
- Every applicant gets a response
- Steps are listed clearly
- A WorkScreen evaluation replaces guesswork
- Finalists get a paid trial (for the entry-level version)
That signals efficiency, fairness, and transparency—everything good candidates are looking for.
🎥 7. The Loom Video Adds a Human Touch
A quick video from the CEO instantly makes the post feel personal. It shows there’s a real leader behind this company who cares about the role.
This is an easy win—and very few companies do it.
✅ The Result?
These job posts don’t just inform. They sell the role.
They filter for alignment.
They connect with the right kind of people.
And they respect the candidate’s time.
That’s how you attract someone who doesn’t just want a job—
They want this job.
What a Bad Chief of Staff Job Post Looks Like (And Why It Fails)
Let’s be honest—this is the kind of job description you’ll find on dozens of corporate websites or outdated job boards. It technically says what the role is… but it says nothing that would make a great candidate excited to apply.
❌ Bad Job Description Example
📌 Job Title: Chief of Staff
📍 Location: New York, NY | Full-Time
🕓 Monday to Friday, 9am–5pm
About the Company
Founded in 2012, PrimePath Group is a leading provider of financial services and investment solutions for enterprise clients. We pride ourselves on innovation, integrity, and delivering results.
Job Summary
We are seeking a Chief of Staff to assist our executive team in strategic planning, project management, and coordination across departments. The Chief of Staff will ensure smooth operations and effective communication.
Key Responsibilities
- Coordinate meetings, agendas, and documentation
- Support CEO with administrative and strategic tasks
- Track cross-functional deliverables
- Liaise with internal departments and external stakeholders
- Prepare reports and presentations
Requirements
- Bachelor’s degree required; MBA preferred
- 5+ years of relevant experience
- Excellent organizational and communication skills
- Proficiency in Microsoft Office Suite
- Strong attention to detail
How to Apply
Send your resume and cover letter to careers@primepath.com. Only shortlisted candidates will be contacted.
🧨 Why This Job Post Fails
Let’s break down the core issues:
🚫 1. The Job Title Is Generic
Just “Chief of Staff.” No mention of the level, department, or who they’ll support. It reads like a placeholder, not a pitch. You’re not showing the impact or the context of the role.
🚫 2. The Intro Feels Cold and Corporate
“We pride ourselves on innovation, integrity, and delivering results.”
This sentence could appear in 10,000 job posts. It doesn’t tell us why the company is hiring, what their mission is, or why someone would want to work there. No emotion. No connection.
🚫 3. No Salary, No Perks
There’s no mention of compensation, benefits, flexibility, remote options—nothing. For high-level roles like this, lack of transparency is a red flag. It implies bureaucracy, not trust.
🚫 4. Responsibilities Are Vague and Low-Leverage
Phrases like “coordinate meetings” and “track deliverables” sound more like an admin assistant than a strategic partner. It doesn’t clarify the scope, ownership, or impact of the role. A high-level operator won’t even bother applying.
🚫 5. No Culture or Values
There’s nothing here about what it’s like to work with the CEO, how the team operates, or what kind of environment the candidate is stepping into. It feels faceless.
🚫 6. The Hiring Process Feels Dismissive
“Only shortlisted candidates will be contacted.”
This line alone turns off a ton of great applicants. It signals a one-sided process where the company holds all the power and the candidate is just a number.
🚫 7. The Call to Action Is Cold and Forgettable
“Send your resume to an email” is a dead end. There’s no warmth, no motivation, and no incentive to act. A serious candidate—especially one who has options—won’t waste their time.
⚠️ Bottom Line
This job post may check the basic boxes, but it fails to connect. It doesn’t attract high-quality operators because it doesn’t speak to them. It doesn’t sell the opportunity. It doesn’t inspire trust.
And in today’s market, that’s the difference between hiring a strategic partner—or missing out completely.
Bonus Tips to Make Your Job Post Stand Out
Most job posts fail not because they’re wrong—but because they’re forgettable.
If you want to attract smart, strategic, and emotionally intelligent candidates (exactly the kind of people who make great Chiefs of Staff), you need to go a step further than the standard post.
Here are a few powerful extras that elevate your job post from decent to irresistible:
🔒 1. Add a Security + Privacy Notice
In today’s hiring landscape, candidates are wary of scams. A short note can go a long way in making your post feel more trustworthy.
Try this:
“We take applicant privacy seriously. We’ll never ask for payment, banking details, or personal financial information at any stage of the hiring process.”
This tiny addition builds instant credibility and sets you apart as a thoughtful employer.
🌴 2. Mention Leave Days or Flex Time
Most job posts only mention what you expect from candidates—but not what they can expect from you. Time off matters.
Try this:
“Enjoy up to 24 flex days off per year—because rest fuels better work.”
It signals that you don’t just value hustle—you value sustainability.
🎓 3. Highlight Growth Opportunities
The best Chiefs of Staff are hungry to grow. Show them that this isn’t a dead-end role.
Try this:
“You’ll receive direct mentorship from the CEO, access to learning stipends, and a clear path to grow into an Operations Lead or Chief Operating Officer.”
This shows ambitious candidates that you’re invested in their career—not just what they can do for you.
🎥 4. Include a Loom or Video From the Hiring Manager
If you do just one thing on this list, let it be this.
A short video (even 1–2 minutes) from the CEO or team lead gives the job post a face. It makes the post personal, shows culture, and builds trust at a human level.
Pro tip: Mention this video in the job post title or intro to increase clicks.
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
🤖 5. Avoid AI-Sounding Language
Even if you’re using AI to help write the post, don’t let it sound like a robot wrote it. Remove generic lines like:
- “We are a dynamic and innovative company looking for a results-oriented individual.”
- “The ideal candidate will thrive in a fast-paced environment.”
Top candidates see right through this. Write like a real human talking to another real human—because that’s exactly what hiring is.
These small changes may seem minor, but together, they send a strong message:
“We’re thoughtful. We’re intentional. And we respect the people we want to work with.”
And that’s exactly the kind of signal that attracts high-caliber Chiefs of Staff.
Should You Use AI to Write Your Chief of Staff Job Post?
Short answer: Yes—but only if you use it the right way.
AI can help speed up the writing process, improve structure, and tighten language. But if you rely on it too heavily or use it blindly, you’ll end up with a post that’s forgettable, robotic, and ineffective.
And let’s be honest—great candidates know when a job post was slapped together by a bot. It feels cold, lifeless, and templated.
🚫 The Wrong Way to Use AI
“Write me a Chief of Staff job post for a startup.”
That’s how you get something generic like:
“We are seeking a motivated and detail-oriented individual to support executive operations in a fast-paced environment.”
No context. No culture. No hook. No heart.
It won’t attract top talent—it’ll repel them.
✅ The Right Way to Use AI
Treat AI like a smart writing assistant—not your voice.
Here’s how to prompt it properly:
“Help me write a job post for our company, Summit Labs. We’re hiring a Chief of Staff to support our CEO in prioritizing projects, leading cross-functional initiatives, and scaling operations.
Our company is a 25-person SaaS startup growing fast. Our culture is transparent, fast-moving, and low-ego. We want to attract someone who is sharp, emotionally intelligent, and good at solving messy problems.
We offer $110K–$140K salary, equity, flexible hours, and a growth path into operations leadership.
We also want to show that we respect candidates’ time and use WorkScreen to evaluate applicants based on skills—not just resumes.
Here are a few notes I’ve written to guide the tone: [insert your notes here].”
Now the AI knows your company, your voice, your values, and your goals—and can enhance your writing, not replace it.
💡 Pro Tip:
Once the AI gives you a draft, don’t just copy and paste.
Edit it. Punch it up. Add real stories. Embed a Loom video.
Make sure the post sounds like you, not a chatbot.
Because remember:
Your job post is your first impression. If it sounds like AI wrote it, that’s what the candidate will assume about your entire company.
WorkScreen simplifies the hiring process, helping you quickly identify top talent while eliminating low-quality applications. By saving you countless hours and reducing the risk of bad hires, it empowers you to build a team that delivers results
Need a Quick Copy-Paste Chief of Staff Job Description?
We get it—sometimes you just need a solid starting point.
Maybe you’ve already read through this guide and know what makes a great job post… but you still need something fast. Something you can copy, tweak, and post today.
That’s what this section is for.
Here are two ready-to-use templates for a Chief of Staff job description. Just make sure to:
✏️ Edit it. Customize it. Make it yours.
Add your team’s culture, benefits, and a Loom video if you can.
This is a foundation—not a shortcut.
✅ Option 1: Culture-First Job Description Template (Conversational Style)
📌 Job Title: Chief of Staff to the CEO — Help Us Scale What Matters
📍 Remote | Full-Time | $110K–$140K + Equity + Benefits
👋 About Us
We’re [Your Company Name], a fast-growing [industry] startup helping [your audience] solve [big customer pain point]. We’re small, scrappy, and scaling fast—but right now, our CEO is juggling too much.
We’re looking for a strategic Chief of Staff to become the CEO’s right hand—someone who thrives on messy problems, helps ideas become execution, and keeps the team aligned and moving forward.
💡 What You’ll Be Doing
- Own high-impact internal projects, from start to finish
- Help the CEO prioritize and stay focused
- Run cross-functional meetings and ensure follow-through
- Track metrics, timelines, and communication across departments
- Anticipate roadblocks—and clear them before they happen
- Interface with advisors, partners, and investors when needed
✅ We Think You’ll Thrive If You…
- Have 3–5+ years in strategy, ops, or founder-type roles
- Are calm under pressure and great at simplifying chaos
- Communicate clearly (verbally + written)
- Can lead without a title and influence without ego
- Are curious, fast, and trustworthy
🎁 Perks & Benefits
- $110K–$140K salary + equity
- Remote-first + flexible schedule
- 25+ days of paid time off
- Health, dental, and vision
- Learning & development budget
- Weekly 1:1s with the CEO
- Real ownership and a path to senior leadership
🎥 Bonus: Meet the CEO → [Insert Loom Video]
📥 How to Apply
We use WorkScreen to make our process fast, fair, and skill-based. You’ll complete a short evaluation to show us how you think—not just what’s on your resume.
👉 Apply here via WorkScreen [insert application link]
📄 Option 2: Traditional Format (With a Modern Twist)
Job Title: Chief of Staff
Department: Executive
Reports To: CEO
Location: Remote
Salary Range: $110K–$140K + equity
Job Summary
[Your Company Name] is hiring a Chief of Staff to support the CEO and executive team in aligning strategic priorities, executing key initiatives, and improving operational efficiency. This role requires a sharp generalist who thrives in a fast-moving, ambiguous environment.
Key Responsibilities
- Support the CEO in managing priorities, time, and strategic focus
- Lead and coordinate cross-functional initiatives
- Track progress on major business objectives
- Prepare internal briefs, memos, and investor updates
- Serve as a liaison between departments and leadership
- Identify operational bottlenecks and propose solutions
Required Qualifications
- 3+ years in consulting, operations, strategy, or founder-type roles
- Strong communication and project management skills
- Proven ability to drive outcomes in a fast-paced setting
- High emotional intelligence and professional judgment
- Familiarity with startup environments is a plus
Benefits
- Competitive base salary + stock options
- Remote work flexibility
- Paid vacation and company holidays
- Health, dental, and vision insurance
- Learning and development support
- Access to executive mentorship
How to Apply
Apply via WorkScreen: [Insert WorkScreen link here]
You’ll complete a short, practical evaluation instead of submitting a long cover letter. We review every application and aim to reply within two weeks.
Let WorkScreen Handle What Comes Next
Crafting a thoughtful, authentic job description is the first step toward hiring the right Chief of Staff.
But here’s the hard truth:
Even a perfect job post won’t guarantee great hires—if your evaluation process is broken.
That’s where WorkScreen.io comes in.
🧠 WorkScreen Helps You:
✅ Quickly identify your most promising candidates
Forget sifting through 100 resumes. WorkScreen automatically scores and ranks applicants based on real-world performance, not just credentials.
You get a clear leaderboard—so you instantly see who’s worth your time.
✅ Easily administer one-click skill tests
Whether you want to test problem-solving, writing ability, or strategic thinking, WorkScreen lets you run tailored evaluations that mirror the actual work.
No guesswork. No fluff. Just proof of skill.
✅ Eliminate low-effort applicants
We help you filter out:
- Copy-paste cover letters
- Candidates relying on ChatGPT for answers
- “Spray-and-pray” applicants using one-click apply
Instead, you focus on real humans—who are thoughtful, motivated, and ready to contribute.
“WorkScreen saved us dozens of hours and helped us hire a Chief of Staff who actually thinks like a founder.” — Real user feedback
Create your job post, get a custom WorkScreen evaluation link, and start screening candidates automatically.
FAQ
Salaries vary depending on company size, industry, and geography—but here’s a general breakdown:
- Startups (Seed to Series A): $85K–$120K + equity
- Growth-stage companies (Series B+): $110K–$160K + equity
- Enterprise / Corporate roles: $140K–$200K+
Top-performing Chiefs of Staff who report directly to CEOs or founders often receive bonuses or significant equity, especially if they’re driving strategic impact.
The best Chiefs of Staff are full-stack operators—they blend strategy, execution, and emotional intelligence.
Here are key skills to look for:
- Project management – Can they drive complex initiatives across teams?
- Strategic thinking – Do they understand high-level priorities and business trade-offs?
- Communication – Can they write clearly, speak effectively, and synthesize information fast?
- Problem-solving – Can they identify roadblocks and propose smart solutions?
- Emotional intelligence (EQ) – Can they build trust, influence without authority, and read the room?
- Discretion and trust – They’re often handling sensitive info. Integrity is non-negotiable.
Bonus points if they’ve worked in consulting, startups, operations, or held founder-type roles.
Don’t just rely on resumes. Test how they think, communicate, and solve real problems.
With WorkScreen, you can run async evaluations that simulate actual Chief of Staff tasks—like prioritizing projects, writing internal memos, or breaking down business problems.
It’s the smartest way to see how someone performs before you make the hire.
Think of it like this:
- A Chief of Staff works behind the scenes to support the CEO directly—helping manage their time, focus, and execution across the org.
- A COO typically owns large departments, processes, and KPIs. They’re a public-facing leader, not just an internal partner.
In small companies, the Chief of Staff often plays both roles—until the org scales enough to split the two.
