.png)
Roundtable: Hiring a Junior or Deputy CoS on your team to help you grow
Where to find potential candidates: 1) through network and 2) someone who is knocking on your door and has something to prove
One unique candidate sourcing idea: build a pipeline of CoS-like candidates and employees through a rotational program, if you can
Two types candidate profile: a 1) long-time CoS professional or 2) someone who recently completed 2-year stint in IB or consulting
Desired skillset: gets stuff down ("cat herder") and has a business mindset
Good interview question: "if you left this role, what would it be for?" People often say "X year" and unique context into what they care about
Thoughts on the CoS role: "if you are not learning, find a way to give it someone else." or "make yourself redundant."
Resources mentioned:
- Chief of Staff Network Leveling Framework
- Bringing Up The Boss, the book