Strategic Executive Assistant (Chief-of-Staff track) to the Founder / CEO

Hiring : Strategic Executive Assistant (Chief-of-Staff track) to the Founder / CEO

Location : Bengaluru (on-site, some flexibility)

Experience : 3–7 years supporting founders / BU heads in high-velocity environments

Sectors (bonus) : Digital Marketing / SEO, Hospitality (Hotel / Banquets), Property Ops

Mission

Make the Founder 10× more effective by running a CEO-style operating system : decision memos over slide decks, ruthless prioritization, single-threaded DRI ownership, weekly business reviews, and closed-loop execution across multiple companies.

Core Responsibilities

• Founder Leverage
• Run calendar / inbox like a product backlog : de-dup, delegate, and defend focus.
• Daily CEO Brief (10 min) : top 3 priorities, risks, numbers, and 2–3 decisions to make.
• Convert voice notes / ideas → crisp tasks with owners, deadlines, and success criteria.
• Operating System (install & enforce)
• Decision Memos (6-pager style) : structure big choices with context, options, risks, math, and recommendation.
• WBR (Weekly Business Review) : one dashboard per business (SEO, Banquet / Hotel, Property) with 5–7 headline metrics, trendlines, and owner notes.
• DRIs : every project has a single accountable owner; publish RACI where needed.
• SOPs : build and maintain playbooks for recurring workflows.
• Revenue & Client Ops (DigiMark)
• Prep QBRs, proposals, renewals / upsell trackers; ensure deliverables are on-time, on-scope.
• Stand up “deal desk” hygiene : margin checks, scope control, change-orders.
• Hospitality & Property Ops
• Maintain occupancy and bookings dashboards, event calendars, rate cards, vendor SLAs.
• Coordinate licenses, AMC schedules, fit-out / interiors milestones and payouts.
• Finance Hygiene
• Weekly cash snapshot, payables / receivables aging, milestone-linked vendor payments.
• Basic P&L variance notes, collections nudges, and documentation readiness for banks.
• People & Hiring
• Run hiring pipelines, structured interviews, bar-raiser loops, and onboarding.

What Great Looks Like

status updates.

KPIs (first 90–180 days)

Must-Haves

Nice-to-Haves