You have disabled JavaScript on your browser. To use this website, please enable JavaScript. Please follow instructions here.

Chief of Staff cover letter examples

Eleven letters, one for each common path into the role and each level once you hold it. Each is written by the same person as the matching resume, to a named hiring executive, in under 300 words. The notes show what each paragraph is doing.

Get a free resume reviewSee the first letter

By Scott Amenta · Updated November 2026

Jump to a letter
  1. First Chief of Staff hire
  2. Chief of Staff to the CEO
  3. Chief of Staff to the COO
  4. Chief of Staff to the CTO
  5. Senior Chief of Staff
  6. VP, Chief of Staff
  7. Executive Assistant → Chief of Staff
  8. Operations / BizOps → Chief of Staff
  9. Consultant → Chief of Staff
  10. Project / Program Manager → Chief of Staff
  11. Founder → Chief of Staff

Example 1 of 11

First Chief of Staff hire

Open with their words, show the boundary you would set, and tie one past launch to their plan.

Maya Okafor

(555) 010-1200

maya.okafor@email.com

Chicago, IL

November 3, 2026

Dana Whitlock, Co-founder and CEO

Tallow Health

Chicago, IL

Dear Dana,

You described the role as “the first person whose whole job is making the leadership team work.” I have done that job once, from a blank page, and I would like to do it at Tallow Health as you grow from 120 people toward your first 300.Open with their words.Quoting the job post shows you read it, and it frames the letter around their problem.
At Carely I was the first Chief of Staff to the CEO. In my first 30 days I wrote a charter with her: four things I owned (operating cadence, planning, the board and special projects) and three I did not (people decisions, sales deals and the product roadmap). That list kept me useful instead of everywhere, and it is the first thing I would want to agree with you.Show the boundary.A first Chief of Staff who says what the role will not own is the safest hire a CEO can make.
The work that mattered most was the weekly leadership meeting. We moved it from a three-hour update to a 90-minute session built on a decision log, and 85% of actions now close on the agreed date. Moving status updates into a Monday brief gave the CEO back about nine hours a week.One result, with the before and after.Pick the proof the CEO will feel. Leave the rest to the resume.
Your job post mentions a payer launch in two states next year. I ran the same kind of launch at Carely as a special project: 120 days, clinical, legal and operations leads in one weekly room, live three weeks early. I would bring that playbook with me.Connect to something they said.Tie a past project to a plan named in their post. It turns experience into a first-quarter plan.

I would welcome 30 minutes to hear what you most want off your plate in the first 90 days. My resume is attached, and I am happy to share the charter template and a sample Monday brief.

Best regards,

Maya Okafor

Read it like the CEO

They look for

That you read their post, know what the first Chief of Staff should not own, and can start on a plan they already have.

They skip

“I am passionate about operations.” A retelling of the resume in paragraph form.

Leave this out

Every project from the resume. A paragraph about your personality. Salary expectations.

Not sure which level you would be hired at? See the Leveling Framework

Every letter is on this page

The list on the left jumps to each letter. Each one matches a resume on the resume examples page, written by the same person.

Operations / BizOpsConsultantProgram ManagerFounderFirst CoS hireCoS to the CEOCoS to the COOCoS to the CTOSenior CoSVP, Chief of Staff

Example 2 of 11

Chief of Staff to the CEO

Open with the company’s next twelve months and offer a first move, not a career summary.

Daniel Reyes

(555) 011-1337

daniel.reyes@email.com

San Francisco, CA

November 3, 2026

Priya Shah, Chief Executive Officer

Northbeam Analytics

San Francisco, CA

Dear Priya,

Northbeam is about to do two things at once: integrate Ledgerline and prepare for a public listing. I spent the last four years as Chief of Staff to the CEO at Vantage Cloud through the same sequence, and I would like to help you run it.Name their moment.A senior letter opens with the company’s next twelve months. Your career can wait for paragraph two.

At Vantage I own the executive operating rhythm for a 12-person leadership team, the annual plan and every board narrative. I led the three-year strategic plan with the CEO and CFO. We framed four growth bets, chose two at an executive offsite, and the board approved the plan in Q4 2023.

I also act for the CEO when she cannot be in the room. Last year I resolved more than 30 cross-functional escalations between Sales, Product and Support without a CEO meeting, and briefed her on each call within a day. She has said the most useful thing I do is decide what does not reach her.Show trust, then how you kept it.Acting for the CEO only counts if you say how you kept them informed.
For the Ledgerline integration, I would start with the structure that worked at Vantage: one integration office, 14 workstreams with named owners, and a weekly decision list for you. Our $120M acquisition delivered cross-sell revenue 22% above the deal model in year one.Offer a first move.A concrete plan for their integration reads like the first week of the job.

I would be glad to walk you through the board-pack process that cut our preparation from three weeks to eight days, and to hear how you want the role to change once you are public.

Sincerely,

Daniel Reyes

Read it like the CEO

They look for

A clear read of where the company is going next, proof you have acted for a CEO, and a first move.

They skip

“Strategic thought partner” with no example. Flattery about the company’s mission.

Leave this out

Your current CEO’s confidential plans. Name-dropping investors or board members.

Want feedback on yours? Get a free resume review

Example 3 of 11

Chief of Staff to the COO

Start with where the COO’s time goes and how you would take work off their plate.

Priya Raman

(555) 012-1474

priya.raman@email.com

Chicago, IL

November 3, 2026

Marcus Hale, Chief Operating Officer

Freshway Grocers

Columbus, OH

Dear Marcus,

Your post says the COO spends too much time on escalations from 30 stores and not enough on the network plan. That was the first problem I solved as Chief of Staff to the COO at Parcelo, and I would like to solve it at Freshway.Lead with the COO’s problem.Their time is the scarce resource. Say how you would give it back.
At Parcelo I run the weekly operating review for 40 markets. I built the scorecard and the escalation rules that decide when the COO steps in, which cut COO escalations by half within two quarters.Show the rule behind the review.Deciding when the COO steps in is the judgment they are hiring for.
Before this role I spent seven years in the field, running 8 delivery stations and 650 people and, before that, leading teams of up to 300 in fulfillment. I know what a scorecard looks like from the station floor, which is why the regional directors use ours instead of working around it.Use the field years.Frontline experience is your credibility with regional leaders. Say so plainly.

I also lead cost programs without trading away service. Our fulfillment program saved $26M over 18 months while on-time delivery rose from 91% to 95%. With Freshway opening 12 stores next year, I would put the same discipline into the opening plan and the peak-season staffing model.

I would welcome a conversation about where your time goes today and what you would hand over first.

Best regards,

Priya Raman

Read it like the COO

They look for

How you would protect their time, the operating review you run, and results that kept service intact.

They skip

General leadership claims. A list of every function you have touched.

Leave this out

Dashboards by name. Cost savings without the service result next to them.

Want the operating cadence behind these bullets? Start Fundamentals

Example 4 of 11

Chief of Staff to the CTO

Lead with the size of the engineering system and the decisions you prepared for the CTO.

Jordan Whitfield

(555) 013-1611

jordan.whitfield@email.com

Washington, DC

November 3, 2026

Elena Park, Chief Technology Officer

Coldline Security

Arlington, VA

Dear Elena,

You are taking engineering from 150 to 300 people while moving to quarterly planning. I have run that transition as Chief of Staff to the CTO at Quarry Data, where I plan for 380 engineers across 41 teams and a $95M budget.Lead with scale.Engineers, teams and budget tell a CTO the size of the system you can run.
My job is to prepare the CTO’s decisions. When we had to choose how to replace our observability stack, I framed three options with three-year costs and migration risk. The CTO chose to buy, which saves $2.4M a year, and the record of why sits in our architecture log.Show the decision you prepared.You framed it, the CTO chose. That is the split engineering leaders want.

I started as a software engineer at Capital One and then ran large engineering programs, including the move of 200 services to Kubernetes with no customer-facing downtime. That background lets me hold a technical conversation with your staff engineers and translate it for the executive team.

After two major outages at Quarry, I led the reliability program: on-call redesign, incident review standards and error budgets. Sev-1 incidents fell from 14 to 4 a year. For a security company, I suspect that work would matter as much as planning.Tie your result to their risk.A security company lives or dies on uptime. Connect your result to the risk this CTO carries.

I would value 30 minutes to hear how you split your time between the product roadmap and the organization, and where a Chief of Staff would help most.

Sincerely,

Jordan Whitfield

Read it like the CTO

They look for

The size of the engineering system you have run, a decision you framed, and that you can talk to engineers.

They skip

A tour of your tech stack. Claims to have made technical calls that were the CTO’s.

Leave this out

Tool names. Incident details. Anything you could not defend in a technical interview.

Benchmarking an offer? Read the salary survey

Example 5 of 11

Senior Chief of Staff

Match the structure they are building and show the restraint of someone who has done it before.

Elena Marchetti

(555) 014-1748

elena.marchetti@email.com

New York, NY

November 3, 2026

Hiring Committee, Office of the CEO

Brightwater Software

New York, NY

Dear members of the hiring committee,

Brightwater is hiring a Senior Chief of Staff to build an Office of the CEO as the company moves to business units. I lead a six-person Office of the CEO at Arcturus Software and ran the same reorganization there in 2023, so I know both the team you are building and the change it has to carry.Match their structure.Name the team you would build and the change it supports. It shows you read the role at the right level.
My team covers two Chiefs of Staff, strategy, executive communications and the board liaison. Together we own company planning for nine functions: one annual plan, quarterly goals and a monthly business review that Finance and the executive team read from the same numbers.Lead with the team.At senior level the shape of your team is the first signal.

The work I am proudest of is the enterprise strategy I built with our Chief Revenue Officer. The company now plans 40% of new revenue around it, and enterprise ARR grew from $60M to $145M in two years.

With seven board members, I moved our meetings from updates to two decisions per session by introducing pre-reads and a board portal. I would want to learn how your board likes to work before changing anything.Show restraint.Saying you would learn before you change things reads as senior judgment.

I would welcome the chance to discuss how you see the Office of the CEO in its first year, and where its remit should stop.

Sincerely,

Elena Marchetti

Read it like the hiring committee

They look for

That you have built the team they are hiring for, and the judgment to learn before you change things.

They skip

A long career history. Promises to transform the company in the first quarter.

Leave this out

Early-career detail. Every program you sponsored. A second page.

What separates Senior from VP? Compare the levels

Example 6 of 11

VP, Chief of Staff

Write as a peer: the scope you hold today, the deals you own, and one honest lesson.

Samuel Adeyemi

(555) 015-1885

samuel.adeyemi@email.com

Austin, TX

November 3, 2026

Rachel Okoye, Chief Executive Officer

Lumen Payments

Austin, TX

Dear Rachel,

You are looking for a VP, Chief of Staff who will sit on the executive team and own corporate development. I hold that role today at Meridian Pay, and I want to do it next at a company preparing to grow internationally.Claim the seat.At VP level, say you hold the same scope today. Write it as one executive to another.
At Meridian I am one of eight executives. I own corporate development, company planning and the Office of the CEO, with a team of nine. I led two acquisitions end to end, at $45M and $18M, and both met their year-one revenue targets.Name what you own outright.Deals with your name on them separate a VP from a senior individual contributor.
Your expansion into the UK is the part of the role I would start on. I built Meridian’s case for the UK and Canada, secured board approval for $30M of investment and hired both country leads. I would bring the market-entry model and the lessons from the first year, including what I would do differently on licensing.Admit a lesson.One honest “what I would do differently” makes the claims above more believable.

Before Meridian I spent three years at Stripe leading launch operations in four new markets and building the partner-economics model for enterprise platform deals.

I would be glad to talk about how you divide work between the CFO and this role, and what you want the board to see from corporate development in the first year.

Sincerely,

Samuel Adeyemi

Read it like the CEO

They look for

The executive scope you hold today, deals with your name on them, and how you would split work with the CFO.

They skip

An application tone. Coordination language that undersells a VP seat.

Leave this out

Deal terms you cannot share. Generic leadership adjectives. A list of every board you have met.

Ready for the next seat? Browse open Chief of Staff roles

Example 7 of 11

Executive Assistant → Chief of Staff

Name the move plainly, show the system you already run, and name your gap before they do.

Hannah Lindqvist

(555) 016-2022

hannah.lindqvist@email.com

Austin, TX

November 3, 2026

Jonah Price, Chief Executive Officer

Fieldnote

Austin, TX

Dear Jonah,

I am applying for the Chief of Staff role at Fieldnote. For five years I have been the Executive Assistant to the CEO of a 300-person software company, and for the last two I have run much of the operating system a Chief of Staff would own.Say the move plainly.Keep the EA title in view. Name what you already run that belongs to a Chief of Staff.
I run our weekly leadership meeting for eight executives. I build the agenda from open decisions, keep the decision log, and send decisions and owners within 48 hours of every offsite. About 90% of actions now close within two weeks.Lead with the system.The meeting and the decision log are Chief of Staff work. The calendar belongs in the resume, if anywhere.
Each Monday I write a brief that turns 140 or more requests into the 10 to 15 that need the CEO’s decision. The rest go to the right owner. That brief is the clearest example of the judgment I would bring to Fieldnote.Show judgment.Cutting 140 requests to 15 proves you decide what reaches the CEO.
I want to be direct about what I have not done. I support board meetings but have not run one, and I have not led a cross-functional program on my own. Those are the two things I most want to grow into. I started last year by running the calendar and follow-ups for our acquisition integration.Name the gap yourself.Saying what you have not done, and how you are closing it, removes the objection before the interview.

I would welcome a conversation about how you see the role, and I am happy to share a redacted Monday brief.

Best regards,

Hannah Lindqvist

Read it like the CEO

They look for

The operating system you already run, the judgment in what reaches the CEO, and honesty about the gap.

They skip

Apologizing for the EA title. “Detail-oriented” and “proactive” with no example.

Leave this out

Calendar and travel work. Your executive’s results as if they were yours.

Want feedback on yours? Get a free resume review

Example 8 of 11

Operations / BizOps → Chief of Staff

Translate your title into the part of the Chief of Staff job you already do.

Marcus Bell

(555) 017-2159

marcus.bell@email.com

Denver, CO

November 3, 2026

Hiring Manager, Office of the CEO

Copperline

Denver, CO

Dear Hiring Manager,

Copperline is looking for a Chief of Staff who can run the planning cycle and keep the executive team on one set of numbers. I do a version of that job today as Senior Manager of Business Operations at Ledgerly, a 700-person fintech company.Translate your title.Say what part of the Chief of Staff job you already do. Recruiters will not make the leap for you.
I build our company planning model with the CFO. Last year I brought three headcount trade-offs to the executive team for decision, and the plan held within 2% of budget.Name the decision.Bringing trade-offs to the executive team shows you work at company level.
I also write the monthly business review summary. Our CEO now opens every executive meeting with it, which is the part of my work that feels closest to a Chief of Staff role.Show who used your work.The CEO opening each meeting with your summary is the strongest signal in the letter.

When I took over goal setting for 11 teams, three hit their quarterly goals. A year later, nine did. We set fewer goals, named one owner for each, and reviewed them every two weeks.

I would welcome the chance to talk about your planning calendar and the decisions you want the executive team to make faster.

Best regards,

Marcus Bell

Read it like the hiring manager

They look for

The part of the CoS job you already do, a decision your numbers fed, and who relies on your work.

They skip

Tool names and model details. “Data-driven” with nothing after it.

Leave this out

Every report you built. Metrics with no decision attached.

New to the role? Learn how the work runs day to day. Start Fundamentals

Example 9 of 11

Consultant → Chief of Staff

Answer why you are leaving consulting in the first lines, then prove you stay for the follow-through.

Aisha Karim

(555) 018-2296

aisha.karim@email.com

Boston, MA

November 3, 2026

Tom Becker, Chief Executive Officer

Harborview Medical Devices

Boston, MA

Dear Tom,

I am applying for the Chief of Staff role at Harborview. After nine years advising CEOs in healthcare and industrial companies, I want to stay with the decisions after the recommendations are made.Say why you are leaving consulting.Every CEO wonders. Answer it in the first paragraph.
The closest I have come is nine months as interim head of a client’s transformation office. I ran weekly steering meetings for the CEO and six executives and tracked every initiative to delivery. It was the most useful work of my career, and it is the work I want to do full time.Lead with staying power.Time spent inside a client, through implementation, is your best evidence. Put it early.
Before that, I led a team of five on the growth strategy for a $2B medical-device company. The CEO and board adopted seven of nine recommendations. Your plan to enter ambulatory surgery centers looks a lot like one of the two they did not adopt, and I would be glad to share why.Offer a real insight.One specific point about their plan beats a paragraph of skills.

I know the risk in hiring a consultant. Writing the deck is the easy part. I would spend my first 90 days learning how Harborview makes decisions before I suggest changing any of them.

Thank you for your time. I would welcome a conversation.

Sincerely,

Aisha Karim

Read it like the CEO

They look for

Why you are leaving consulting, time spent inside a client, and one insight about their plan.

They skip

Firm jargon. A list of industries. A strategy for their company before you have met them.

Leave this out

Client names. Engagement counts. The firm’s results as yours.

Wondering what level your experience maps to? See the Leveling Framework

Example 10 of 11

Project / Program Manager → Chief of Staff

Say you want to set priorities, then show the moment you already did.

Tom Nguyen

(555) 019-2433

tom.nguyen@email.com

Seattle, WA

November 3, 2026

Hiring Team

Kestrel Home

Seattle, WA

Dear Kestrel Home team,

I am applying for the Chief of Staff role at Kestrel Home. I run the largest cross-functional programs at Harbor Marketplace, and I want to move from delivering priorities to helping set them.State the shift.From delivering priorities to setting them. One sentence tells them why you want the role.
The clearest example is our payments rebuild. Two months before launch, I recommended cutting two of seven workstreams to protect the date. The CTO agreed, and the program shipped on time.Show that you set priorities.Recommending a cut moves you from tracker to advisor.
I also led the company’s top priority for FY23, the new checkout, across six teams and 45 engineers. Conversion rose 9% and support tickets fell 22%. Today I run quarterly planning for 14 teams and write the weekly status page the executive team reads.Tie the program to the company.Name it as the company’s top priority, then give the result.

Kestrel’s post mentions moving to quarterly planning across product and operations. That is the system I run today, and I would bring the templates and the rules about dependencies I learned the hard way.

I would welcome a conversation about the role and how you would measure it after the first year.

Best regards,

Tom Nguyen

Read it like the hiring team

They look for

A moment where you set the priority, not just tracked it, and a link to a plan named in their post.

They skip

Methodology names. Ticket counts. “On time and on budget” with no program behind it.

Leave this out

Certification acronyms. Every program you have tracked.

Building the skills hiring CEOs look for? Explore Power Skills

Example 11 of 11

Founder → Chief of Staff

Lead with work you did for another leader, then answer the founder question head on.

Rebecca Stroud

(555) 010-2570

rebecca.stroud@email.com

Columbus, OH

November 3, 2026

Lauren Diaz, President

Trailhead Logistics

Columbus, OH

Dear Lauren,

I am applying for the Chief of Staff role reporting to you. For the past two years I have run another leader’s agenda: Freightline’s President asked me to lead the integration of Routewise, the company I co-founded, after Freightline acquired it.Lead with work for someone else.The integration role proves you can run another leader’s agenda.
That work is a weekly steering meeting, nine workstreams and a single decision log across both companies. We kept 96% of customers through the move to Freightline contracts.Give the result of the hard part.Customer retention through an acquisition is a number a President will remember.
Before that I was co-founder and COO of Routewise for five years. I owned operations, finance and people while my co-founder owned product and fundraising. I ran the weekly leadership meeting, monthly investor updates and quarterly board meetings as we grew from 3 to 70 people and $14M in ARR.Make the split with the CEO clear.Naming what your co-founder owned shows you can work beside a principal.

I know a founder can be a hard hire for this role. I want to work beside a leader, and the integration has shown me I am good at it and enjoy it.

I would welcome a conversation about what you want to stop carrying yourself.

Best regards,

Rebecca Stroud

Read it like the President

They look for

Work you did for another leader, what your co-founder owned, and a direct answer to why a founder wants this role.

They skip

A pitch for your old company. “Serial entrepreneur.”

Leave this out

Valuation talk. Exit terms. Plans to start another company.

Want feedback on yours? Get a free resume review

The guide

How to write a Chief of Staff cover letter

A cover letter for this role is a writing sample. The CEO reading it is hiring someone to write for them, so the letter has to be short, specific and about their company. Here is each part, with a weak line and a stronger one from the letters above.

1

Header

Name, phone, email and city, left-aligned at the top. Then the date and the reader’s name, title and company. Leave out a street address, a photo and a second email.

Write

Maya Okafor
(555) 010-1200
maya.okafor@email.com
Chicago, IL

2

Greeting

Address the person you would work for. Most Chief of Staff roles report to the CEO, and the CEO’s name is public. Use “Dear Hiring Manager” only when you cannot find the person.

Instead of

To whom it may concern,

Write

Dear Dana,

3

Opening

Start with what the company is about to do and why you have done it before. The reader should know why you are writing before the second sentence ends.

Instead of

I am writing to express my interest in the Chief of Staff position at your company.

Write

Northbeam is about to integrate Ledgerline and prepare for a public listing. I spent four years as Chief of Staff to the CEO at Vantage Cloud through the same sequence.

4

Body

Two or three short paragraphs. Pick the one or two results this executive will care about, give the before and after, then connect one of them to a plan named in their post.

Instead of

I drove company-wide initiatives that improved operational efficiency and collaboration.

Write

We moved the weekly leadership meeting from a three-hour update to a 90-minute session built on a decision log, and 85% of actions now close on the agreed date.

5

Closing

Ask for a short conversation about a real question, and offer something useful. Your contact details are already in the header.

Instead of

I am available at your earliest convenience and look forward to hearing from you.

Write

I would welcome 30 minutes to hear what you most want off your plate in the first 90 days.

Five mistakes that cost the interview

Retelling the resume

The CEO has the resume open next to the letter. Pick two results and leave the rest to the resume.

Praising the mission

“Your mission resonates with me” fits any company. Name a plan from their post or their latest announcement instead.

Taking the principal’s results

“Grew revenue 40%” reads as the CEO’s win. Say what you built and what the company decided because of it.

Hiding the career change

An EA, consultant or founder title will be noticed. Name the move in the first lines and the gap before they do.

Running long

Many CEOs read on a phone between meetings. Keep it under 300 words, and cut any paragraph that does not add a new reason to hire you.

Before you send it

  • Under 300 words, on one page.
  • Addressed to a person by name.
  • The first line is about their company.
  • Every number also appears on your resume.
  • Read aloud once. Anything you would not say to the CEO comes out.
  • Saved as a PDF named First-Last-Cover-Letter.

Related guides

Chief of Staff resume examplesChief of Staff interview questionsChief of Staff job descriptionHow to become a Chief of StaffChief of Staff salary 2026Leveling Framework

What you get back

The letter only works if the resume backs it up

Send your resume for a review: the level it reads at today, the lines that undersell your scope, and what to lead with. Then build the letter around the two results that matter most.

Send my resumeFree

Most useful before you apply, before a promotion conversation, or when interviews are not turning into offers.

Before you write the letter, check the resume behind it

A free level match and detailed notes. Then pick the Fundamentals course if you want the frameworks.

Get a free resume review

More from the network

Salary surveyPay by level, stage, and location.Resume examplesThe matching resume for every letter on this page.Chief of Staff jobsOpen roles from the network job board.Power SkillsSee the programme and dates.Chief of AI FellowshipSee the fellowship and dates.

Questions people ask next

Whether you need one, who to address, how long, and how to handle a career change.

Explore Fundamentals
Do Chief of Staff roles still need a cover letter?

It is often optional, but this role is different. The CEO usually reads applications personally and is hiring for judgment and writing. Send one when the post asks, when you are changing paths, or when you were referred and want to give the CEO a reason to take the call. If the form has a “why this role” box instead, put the same opening and proof there.

Who should I address it to?

The person you would work for. A Chief of Staff usually reports to the CEO, whose name is public, so write “Dear Dana,” not “To whom it may concern.” If a recruiter runs the search and the principal is unclear, address the hiring team and name the executive in the first line.

How long should it be?

Two hundred to three hundred words: four or five short paragraphs on one page. Many CEOs read on a phone between meetings. If a paragraph does not add a new reason to hire you, cut it.

What should the first paragraph say?

What the company is about to do and why you have done it before. Quote a line from the job post or name a plan from their latest announcement, then give the one fact that makes you credible. The reader should know why you are writing before the second sentence ends.

Should I mention salary?

Not in the letter. Raise it in the first call, before you spend hours on a case exercise. If an application form requires a number, give a range based on the Chief of Staff Network salary survey for your level and company size.

How do I write one if I am changing careers?

Say the move plainly in the first lines, then show the Chief of Staff work you already do: the meeting you run, the decisions you prepare, the leaders who rely on you. Finish by naming the obvious objection yourself, such as the EA title or leaving consulting, and how you have closed the gap. The EA, consultant and founder letters above each do this.

Can I use AI to write it?

For a first draft, yes. But CEOs read a lot of letters that sound the same, and this role is hired partly on how you write. Keep only what you can back up, add the details only you know (a line from their post, a number, a plan you would start on), and read it aloud before you send it.

Copied as Markdown. Paste it anywhere.Try again