Chief of Staff & Platform Operator- DiversyFund

Chief of Staff & Platform Operator

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DiversyFund — San Diego, On-Site, Full-Time  

Reports directly to the Founder & CEO  

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DiversyFund is hiring a Chief of Staff and Platform Operator to work directly alongside the founder in San Diego. The seat earns $75,000 base and $500,000+ in 2026 total compensation at goal, with variable comp tied to revenue share on the firm's Beyond-SaaS platform recurring revenue.

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THE MISSION

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This role exists to make the impossible possible — twice.

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First, close a $5M retail capital raise inside a six-month window when most retail raises drift indefinitely.

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Second, ship the Beyond-SaaS platform and onboard first clients in 2027 when most platform builds slip into a third or fourth year.

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The Founder is the closer in the funding fight. The CTO is the technical lead in the building fight. This seat is the operator who connects the two — so one funds the other, on time, with a team in place to operate what gets built.

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If this role is not performed at the level required, the raise drifts, the platform slips, the team does not form in time, and 2027 becomes 2028 or 2029. The window does not extend.

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THE MATH

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• Base salary: $75,000 ($100,000 ceiling for stretch candidates only)  

• 2026 OTE at goal (pro-rated based on annual): $500,000+  

• Variable comp: revenue share on Beyond-SaaS recurring revenue  

• Phantom equity: long-term upside participation

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THE BARGAIN

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Low base. High upside. The seat is built for an operator who would rather earn $500K on platform performance than $180K on a Series B operating salary.  

If you want a higher base in exchange for less variable, this isn't your seat. The structure is the filter — not the negotiation.

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THE ARC

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This is not a 90-day ramp. The role produces from day one and is judged on outcomes, not activity.

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By month 1 — Operating cadence is live. Investor pipeline is visible. First group-sell session held with operational support in place. Scoping cadence with the CTO is running. First role spec is drafted.

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By month 3 — A repeatable group-sell motion is in market and converting. A measurable share of the $5M is committed. Beyond-SaaS scope v1 is documented. Founder's closing slots are filled with qualified investors. Founder time is no longer the bottleneck.

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By month 6 — The $5M is closed. First strategic hires are in seats and producing. The leadership team holds itself accountable — peers hold each other, not just the Founder holding everyone.

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By month 12 — Platform is in active build with a hired team operating against a clear roadmap. Hiring has kept pace with scope. Onboarding readiness for the 2027 client cohort is underway.

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By 2027 — First clients onboarded. Recurring revenue has begun. Your revenue share is no longer hypothetical.

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THE PROFILE

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• 1 to 5 years operating at a Series A or B company — Operations, Founding Operator, or Chief of Staff to a real founder  

• Or: 1–3 years in investment banking or consulting, with an operating jump already made or imminent  

• Direct experience shipping platform, product, or recurring-revenue work  

• Comfortable operating behind a closer — making the closer's minutes count, not stepping in front of him  

• Comfortable co-architecting scope and team simultaneously, in conditions of genuine ambiguity  

• Comfortable holding senior teammates and a founder accountable when the situation calls for it  

• Military service, Division I athletics, or another high-pressure environment that produced measurable performance under stress is a strong overlay  

• Optimizes for upside over base

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THE STANDARDS

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DiversyFund operates by six commitments. They are not posters on a wall. They are how performance in this seat is judged.

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• Truth Over Comfort. The unflattering fact gets named in the room, not in the hallway.  

• Action Over Excuses. The constraint becomes the starting point, not the ending point.  

• 1% Better Daily. Compounded execution beats episodic genius.  

• Gladiator with a Conscience. Ferocity in pursuit of the win, paired with an ethical floor that does not move.  

• Beating Goliath. Institutional adversaries are the baseline, not the ceiling.  

• Making the Impossible Possible. The firm's mission. The role's measure.

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THE DISQUALIFIERS

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• Wants to negotiate the base up or trade variable for fixed  

• Defines "Chief of Staff" as administrative or calendar support  

• Sees a capital raise as legal or compliance work rather than execution  

• Has never operated behind a closer — wants to be the one closing  

• Needs sequential focus — can't run the raise, the platform scoping, and the team build in parallel  

• Needs a defined org chart before hiring — can't operate when role specs are still moving  

• Wants to outsource hiring to an external recruiter  

• Big-tech or large-consulting background looking for process, hierarchy, or a defined playbook  

• Treats the role as a stepping stone — the design rewards multi-year participation  

• Needs remote or hybrid — this seat is San Diego, on-site, full-time  

• Wants a 90-day ramp before producing

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HOW TO APPLY

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Message the founder directly on LinkedIn. Candidates who route through recruiters, third parties, or generic inboxes are filtering themselves out.

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Qualified candidates receive a short questionnaire. Only candidates who complete it are interviewed.