Remote Startup CEO for Operations
Budget / SalaryC$10–30
TypeFreelance project
LocationRemote
Posted1 hour ago
I currently carry the CEO mantle for an early-stage software platform, but the company has reached a point where day-to-day execution needs sharper focus than I alone can provide. I’m ready to hand the reins to a remote Chief Executive Officer who can immediately tighten operations and energise our distributed team.
Your first-stage mandate is clear: streamline daily operations and elevate team management. That means turning vague responsibilities into crystal-clear roles, setting measurable goals, and holding everyone—yourself included—accountable. You’ll audit and overhaul our processes, introduce the right workflow tools (think Slack, Notion, or an ATS if you prefer others), and build a hiring and training engine that scales. While there are some folks that are securing bids on Freelancer within ownership still wanting to retain all talents, there's a need to work on the hire package, schedule training meetings and much more. Shutting down production and Digital systems due to covid has lead to a need to prioritize the work for within attempts to reinvest in keeping the startup growing.
What’s on your plate from day one
• Redefine every team member’s role, KPIs, and reporting cadence
• Revamp the hire package and onboarding journey for newly signed talent
• Restructure current project milestones so initiatives move from idea to shipped product faster
• Launch weekly executive meetings with concise agendas and decision logs
• Tackle any additional tasks ownership assigns as we discover new gaps together
Understand how we used to make revenue; some of who owes us funds, how to shift expenses as a reseller hosting platform operating within technology, entertainment, design.
Understand the focus on the non for profit COOP arm and the importance of prioritizing having a development site as we continue to grow.
Looking to pay monthly so the contract can be seen from a Salary model
The site, as well as subdomains are down at the moment; so while there's a lot of work, there's also a need for the owner to prioritize raising some capital to reinvest. So having a talent that also doubles as a developer; is familiar with some coding languages e.t.c would be great.
May take this down and go back to the drawing board on how to keep it lean
Acceptance criteria for this first phase
• A documented 30-60-90-day operating plan everyone can reference
• Process maps and SOPs stored in a shared workspace
• A live dashboard tracking agreed KPIs for product, marketing, and finance
• Positive feedback from at least 80 % of staff on clarity of roles and workflows after 60 days
We’re still at the micro stage, so versatility is vital; I need a jack-of-all-trades who can move from recruiting to road-mapping in the same afternoon. If you thrive on building structure where none exists and enjoy turning chaos into momentum, let’s talk.
Your first-stage mandate is clear: streamline daily operations and elevate team management. That means turning vague responsibilities into crystal-clear roles, setting measurable goals, and holding everyone—yourself included—accountable. You’ll audit and overhaul our processes, introduce the right workflow tools (think Slack, Notion, or an ATS if you prefer others), and build a hiring and training engine that scales. While there are some folks that are securing bids on Freelancer within ownership still wanting to retain all talents, there's a need to work on the hire package, schedule training meetings and much more. Shutting down production and Digital systems due to covid has lead to a need to prioritize the work for within attempts to reinvest in keeping the startup growing.
What’s on your plate from day one
• Redefine every team member’s role, KPIs, and reporting cadence
• Revamp the hire package and onboarding journey for newly signed talent
• Restructure current project milestones so initiatives move from idea to shipped product faster
• Launch weekly executive meetings with concise agendas and decision logs
• Tackle any additional tasks ownership assigns as we discover new gaps together
Understand how we used to make revenue; some of who owes us funds, how to shift expenses as a reseller hosting platform operating within technology, entertainment, design.
Understand the focus on the non for profit COOP arm and the importance of prioritizing having a development site as we continue to grow.
Looking to pay monthly so the contract can be seen from a Salary model
The site, as well as subdomains are down at the moment; so while there's a lot of work, there's also a need for the owner to prioritize raising some capital to reinvest. So having a talent that also doubles as a developer; is familiar with some coding languages e.t.c would be great.
May take this down and go back to the drawing board on how to keep it lean
Acceptance criteria for this first phase
• A documented 30-60-90-day operating plan everyone can reference
• Process maps and SOPs stored in a shared workspace
• A live dashboard tracking agreed KPIs for product, marketing, and finance
• Positive feedback from at least 80 % of staff on clarity of roles and workflows after 60 days
We’re still at the micro stage, so versatility is vital; I need a jack-of-all-trades who can move from recruiting to road-mapping in the same afternoon. If you thrive on building structure where none exists and enjoy turning chaos into momentum, let’s talk.
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