Chief of Staff to CEO

## **About ReKlame Health** Sixty million adults experience mental health challenges in the United States, yet one-third lack access to proper care. Opioid overdose is the number one cause of death for people under 50 in the United States. We are a clinician-led, tech-enabled provider group that exists to provide culturally competent behavioral health care addiction care, medication management, crisis intervention, and care coordination for people working towards taking back control of their lives, while expanding access to care. Our vision at ReKlame Health is to create a future where individuals who have historically been unable to access the care they deserve can readily obtain high-quality behavioral health and addiction care. At ReKlame Health, it goes beyond mere employment; it's about becoming a part of a formidable movement transcending individuality. Let's unite and forge a world where health equity and effortless access to exceptional mental healthcare can co-exist. **ABOUT THE CAREER OPPORTUNITY** As Chief of Staff, you will serve as a ***force multiplier for the CEO***, reducing operational friction, driving strategic initiatives, and expanding executive bandwidth to focus on the highest-leverage problems in the business. This means identifying complex, high-stakes issues before they're fully defined, shaping them into clear decisions, and seeing them through to completion whether that involves building the framework, running the analysis, or owning work that hasn't yet found a home. This is not a role for someone who steps away once the presentation is finished. It demands the judgment to know when to delegate, when to escalate, and when the fastest path forward is simply to execute it yourself. The seat beside the ***founder and CEO of a fast-scaling, multi-state behavioral health company where strategy either becomes execution, or it doesn't.*** **WHAT YOU'LL OWN** - **Operating cadence.** Design and run the company's meeting and planning system, including the weekly leadership meeting, monthly business review, and quarterly planning. Set the agenda, drive decisions to a close, capture owners and deadlines, and follow up until they're closed. - **Goals and metrics.** Build and maintain the company's OKR and KPI infrastructure. Define the small number of metrics that matter (patient access and wait times, clinician utilization and capacity, retention, collections, growth), ensure they are reported reliably, and surface variance early rather than at quarter-end. - **Follow-through on behalf of the CEO.** Track every open commitment across the leadership team. Escalate what is stuck, unblock what you can yourself, and make sure nothing important dies quietly. - **Decision support.** Turn messy questions into decision-ready analysis — memos, models, options with trade-offs and a recommendation. Examples: should we enter a fourth state; what does our clinician hiring plan need to look like to hit next year's growth; what is at risk? - **Leadership communication.** Prepare updates and internal all-hands content. Own the narrative quality and the accuracy of the numbers behind it. - **Special projects.** Take on whatever is currently the biggest constraint on growth — a payer contracting push, a clinician onboarding redesign, a new partnership, a systems migration — and run it end-to-end until you can hand it off to a permanent owner. - **CEO leverage.** Protect the CEO's time and attention. Prioritize ruthlessly, prepare him for what matters, represent him where appropriate, and give him honest counsel in private. **WHAT SUCCESS LOOKS LIKE** - **First 30 days.** You understand the business, the care model, the unit economics, the clinician pipeline, and the constraints. You have met the leadership team and formed a candid view of where execution is breaking down. - **First 90 days.** The operating cadence is running: agendas are set, decisions are logged, commitments are tracked, and metrics are reported on a reliable schedule. The CEO is no longer the sole source of follow-up. You can demonstrate that you have reduced the CEO cognitive overload. - **First year.** The leadership team hits its quarterly goals with fewer surprises. Two or three significant initiatives have shipped under your ownership. Executive communication is consistently sharp. The CEO's time has visibly shifted toward the work only he can do. **WHAT YOU BRING** - 7+ years of experience in management consulting, investment banking, or private equity; operations experience in high-growth health care startups; or a prior chief of staff role. **(experience in health care is required)** - A demonstrated record of owning cross-functional work end-to-end not just analyzing or advising, but shipping and owning if you have to. - Strong analytical and financial fluency. You are comfortable building a model, interrogating a dashboard, and distinguishing a real signal from noise. - Exceptional written communication. You can condense a complicated situation into a single page that an executive leader or a board member can act on. - The judgment and presence to hold senior people accountable or influence people without formal authority, and the discretion to handle sensitive information about people, finances, and strategy. - Genuine comfort with ambiguity. You are energized rather than stalled by a problem nobody has scoped yet. - Alignment with our mission. You care about equitable access to mental health and addiction care, and you can work credibly with clinicians and operators. **COMPENSATION & GROWTH** **Salary:** 160,00 to 185,000 **Upside:** Performance-based bonus + equity, e.g., stock options **Location:** Hybrid, 4 days per week in the office **BENEFITS & PERKS** We invest in our team’s health, security, and growth: Health: Medical, dental, and vision coverage. Financial & well-being. 401(k) with company matching, Short-Term Disability, Flexible Spending Account (FSA), Health Savings Account (HSA), and an Employee Assistance Program (EAP) through Spring Health. Time off: 21 days of PTO plus 8 company holidays. **EQUAL EMPLOYMENT OPPORTUNITY STATEMENT** ReKlame Health provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity or expression, national origin, age, disability status, protected veteran status, or any other characteristic protected by federal, state, or local law. ReKlame Health considers several factors to ensure a fair and competitive offer when evaluating compensation packages. These include the role’s scope and responsibilities, the candidate’s work experience, education, and training, and their essential skills. Internal peer equity is also examined to maintain balance within the organization. Additionally, current market conditions and overall organizational needs are crucial in shaping the final offer. Each aspect is thoughtfully reviewed before an offer is extended, ensuring a comprehensive and equitable approach. **FRAUDULENT RECRUITING ACTIVITY DISCLAIMER** Please be aware of fraudulent recruiting activity carried out by individuals or organizations claiming to represent ReKlame Health. ReKlame Health does not make job offers without an interview process and will never request payment, gift cards, cryptocurrency, or personal banking information from candidates. Official recruiting communications will be sent by authorized representatives through official company email addresses. Candidates should exercise caution and report suspicious activity. Learn more about us at [](http://www.ReKlamehealth.com) *\*We never ask for money or sensitive personal information during the job application process. If you receive an email or message claiming to be from us that requests such information, please do not respond and report it as a scam.* **AI USE IN HIRING DISCLOSURE** ReKlame Health uses an automated tool to help screen and score applications for this role. The tool evaluates skills, experience, and qualifications described in your application against the requirements for this position. This tool assists our hiring team but does *not* make final hiring decisions. All hiring decisions are made by ReKlame Health employees. If you would like to request an alternative selection process, or have questions about how this tool is used, contact [hello@reklamehealth.com.](http://reklamehealth.com)