Dishaya / Careers / Chief Of Staff, Founder's Office

Chief Of Staff, Founder's Office

Multiply the output of a small company without adding noise: run the operating cadence so builders can build.

Business · Remote-First · Founding Equity

About Dishaya

Dishaya makes research people can actually send. One question in; a client-ready report, deck, and source ledger out, with every claim checked against the exact passage it cites and labeled verified, partial, unverified, or contradicted. What fails the check is disclosed, never hidden. We are early, independent, honest about both, and building toward one ten-year outcome: "Verified by Dishaya" becoming a mark a reader trusts before they read. More in About and Principles.

Why This Role Matters

A small company has exactly one scarce resource: the attention of the people who build. Every hour the founder spends chasing a contract, formatting an update, or reconstructing why a decision was made is an hour the product does not get. This role exists to buy those hours back. Done well, the company moves like a team twice its size, and nobody can point to the extra headcount that did it, because there is none. That is the job.

What You'll Work On

• The operating rhythm: a planning and review cadence that people actually keep, and decision records that make choices explicit, dated, and easy to revisit.
• Investor and stakeholder materials that are honest: updates and briefings where the numbers are real, the misses are stated plainly, and nothing needs to be walked back later.
• Special projects end to end, from legal ops to hiring ops: whatever the company needs next that has no owner yet becomes yours until it is finished or handed off cleanly.
• Making loose ends disappear: the unpaid invoice, the unanswered vendor, the half-finished policy. You find them before they become problems, and you close them.

We describe work by the outcomes you will own rather than by our internal systems; you will see everything on the inside from day one.

Responsibilities

• Design and run the weekly and quarterly operating cadence: what gets planned, what gets reviewed, and what gets written down.
• Keep a decision record the whole company trusts: what was decided, by whom, on what evidence, and when to revisit.
• Draft investor and stakeholder materials the founder signs without rewriting, and that survive a skeptical read.
• Own special projects with a start, a finish, and a written handoff: legal ops, hiring ops, vendor management, compliance groundwork.
• Protect founder time deliberately: triage what arrives, prepare what is needed, and close every loop you open.

Required Qualifications

• Operator experience at an early-stage company: you have seen what breaks when a small team grows, and you fixed some of it yourself.
• Exceptional writing: your documents get decisions made, and people forward them because they are clear, not because they are long.
• Follow-through that people remark on: when you say a thing will be done by Friday, nobody checks on Thursday.
• Discretion. You will see finances, legal matters, and candidate conversations before anyone else does, and it stays with you.

Preferred Qualifications

• You have run an operating cadence before, planning cycles and reviews included, and can say honestly which parts were theater and which parts worked.
• Experience preparing investor updates, board materials, or fundraising support at a company where the numbers were still small.
• Hands-on exposure to legal ops or hiring ops: contracts, entity housekeeping, structured interview processes.

Nice To Have

• Comfort with numbers: you can build the spreadsheet yourself and notice when a figure does not add up.
• You have started something of your own, so you know what it costs to keep one alive.

What Success Looks Like

• 30 days: you understand how the company actually runs, decision records exist for every meaningful choice made since you arrived, and one recurring loose end is permanently gone.
• 90 days: the operating cadence runs on schedule without the founder pushing it, the first stakeholder update built to your standard has shipped, and founder hours have visibly moved toward product and users.
• 365 days: decisions happen measurably faster with better records than the year before, you have taken at least two special projects from unowned to finished, and the operating layer you built still fits a company that has grown around it.

Team Principles

• Honesty over fluency, in the product and in code review.
• Delete before you add; every abstraction earns its keep.
• Evidence over enthusiasm; direction comes from users.
• Small, senior, trusted; you own outcomes, not tickets.

Benefits

• Founding-level equity; early means it matters.
• Remote-first, judgment over time zones.
• The hardware and tools you need, without a procurement dance.
• Direct access to how the company runs: numbers, decisions, reasons.

Interview Process

1. Intro conversation (30 minutes): the honest state of the company, and what you want to build.
2. Craft deep-dive: real decisions inside work you shipped.
3. Paid working session: scoped, close to the real job, never spec work we ship.
4. References and a clear written offer, fast.

Equal Opportunity

Dishaya is an equal opportunity employer. We evaluate candidates on craft, judgment, and alignment with how we work, never on race, color, religion, gender, gender identity or expression, sexual orientation, national origin, disability, age, or veteran status.