A founder-led, venture-backed consumer technology company in Southeast Texas is on track to clear $10M in revenue this year, with a credible path to $50M as the software platform and product line scale. The business runs on a SaaS layer powering a purpose-built consumer device. It's profitable by design and reinvests every dollar back into growth. The company is anchored in a small-town Texas community.

The CEO has set the strategy and built a strong leadership team. You'd come in to partner with him in taking the company through its next chapter. As President, you'd entirely own the operating cadence, the vendor and partner accountability across manufacturing, distribution, software, and international workstreams, and the post-decision execution that turns strategy into shipped outcomes.

You'd report to the founder/CEO, with four L10 leadership owners (marketing and PR, operations, finance & accounting, engineering & AI) reporting to you. The team is high-performing, self-motivated, and already running a mature L10 cadence. You'd be the pacesetter at the top of it.

The Goal
In twelve months, you've closed the execution gap between leadership decisions and ship dates, run point on key product launches with the external partner accountability that has historically stalled them, and earned the trust of a high-performing leadership team without disrupting what already works.

Outcomes You'll Be Responsible For

• Translate strategic decisions into shipped outcomes: The CEO has named this as the single most important outcome of the role. Within six months, projects and priorities consistently move forward without him stepping in to drive speed. Roughly 80% of the seat is post-decision execution.
• Own external vendor, partner, and cross-workstream accountability: Hold manufacturing, distribution, software, regulatory, and banking workstreams to dates and quality. Partners and workstreams either deliver or get replaced, without the CEO driving those decisions.
• Lead the operating rhythms: Own weekly L10s, monthly finance and all-hands rhythms, and quarterly planning offsites.
• Drive capital allocation analysis at quarterly offsites: Bring data and recommendations to the table where multiple high-stakes bets compete for capital, focus, and people. The team decides together, but you drive the analysis and own post-decision tracking.

Skills Needed to Apply

Qualifications

• 15+ years operating experience with 5+ years owning cross-functional execution. You've run weekly leadership rhythms, quarterly planning, and project tracking across operations, supply chain, finance, and partnerships at the same time.
• Hybrid big-corp + startup experience. You've seen what best-in-class systems look like and built inside severe constraints.
• You've built or improved the accountability rhythms of a leadership team that runs on: KPI scorecards, weekly L10s, project tracking, dependency boards.
• Track record holding external vendors, manufacturing or distribution partners, or international regulatory and banking workstreams accountable to dates and quality.
• Capital allocation discipline. You've sat at the table where multiple strategic ideas competed for capital and personnel and shipped the selected few.
• Willing to relocate and commit to 2 days/week on-site indefinitely.

Nice to have

• Personally led or co-led a Series A or growth round of $5M+.
• Sell-side or buy-side M&A experience in an operating role.
• Personally led an AI rollout inside a company and measured the lift.
• SaaS product launch and go-to-market experience working alongside engineering or product teams.
• L10 cadence inside a mature EOS or Lean environment

Qualities

• Pacesetter without pressure: You raise tempo through your own do:say ratio, not by leaning on the team. People move faster because you do.
• Diagnoses to recommendations: You bring root causes plus solutions, not open-ended problems on the CEO's plate.
• Candor with grace: You can tell a colleague “this is the gap, here's why” without making it political.
• Deliberate patience: You learn before redirecting without disrupting what already works.
• Force builder and servant leader: You make the team feel lighter and faster. Your job is removing roadblocks, not installing yourself between the team and the CEO. Low ego, no interest in "fixing what isn't broken."
• Anticipator: You build visibility before something breaks: dashboards, audit checks, partner status reviews, early-warning signals.

Why This Will Excite You
You'd be the CEO's only direct report, with a seat at the table where strategic ideas compete for capital, focus, and people. The leadership team is already strong: high-performing, self-motivated, running a mature L10 cadence. Compensation here is structured as a long-term partnership: total comp moves on a sliding scale of base, bonus, and equity, calibrated to your risk profile and life stage. The company has bought back vested shares from former operators multiple times, so the equity has tangible internal value, and the horizon to a target liquidity event is roughly three years.