Chief of Staff, Rentman

• Has run a company-wide planning and goal cadence (Scaling Up or similar), and is willing to adopt Scaling Up as the default
• Has worked inside a company at Rentman's stage of growth and knows what breaks at that stage
• Has a clear affinity with finance - FP&A, ops with budget ownership, or close collaboration with a controller or CFO
• Technical enough to build things themselves - prototypes, automations, queries, a data warehouse, experiments with AI tools
• Takes a clear stance and has demonstrably challenged senior stakeholders
• Has people management experience and is ready to manage a Financial Controller and a small data/dev team
• Communicates to move a room - can produce a board-ready narrative and deck without help
• Strong follow-through - turns decisions into named owners, deadlines, and closed loops, rather than letting them fade
• Comfortable owning ambiguity - has operated in loosely-defined mandates and picked up problems with no clear home, rather than needing a tightly scoped lane

Desirable

• Make sure the company plans, decides, and executes as one, with a solid financial and data foundation underneath
• You don't run day-to-day finance yourself - but you're the owner accountable for managing the Financial Controller and the team, and for making sure the system works: an operating rhythm that doesn’t slip and decisions that land
• You own the Billing & Collection and Planning & Budgeting processes
• You'll work closely with the CEO, who owns strategy and priorities
• Your job is to make sure that strategy gets turned into goals, budgets, and decisions - and that the machine driving that runs on time and delivers
• Oversee the financial foundation: accurate, compliant books closed on time, run by the Financial Controller and team while you own oversight, intervening on trends rather than incidents
• Act as product owner of internal finance tooling and billing software
• Run the annual planning cycle, the quarterly goal cycle, and the board rhythm - on time, every time, producing real decisions
• Keep the company's documentation (Confluence) maintained and reviewed as the single, current source of truth
• Make sure every department has KPIs that ladder up to company KPIs, live on a dashboard the MT actually uses
• Act as the hub for AI alongside Data & Tooling, owning the platform, guardrails, and technical AI strategy, while each department drives its own adoption through a named AI champion. Make AI the default answer to capacity problems, not a side experiment
• Own strategic cross-functional projects that don't fit any single department, giving each a named owner, decision log, and current status
• Step in and cover vacant MT seats within 2 weeks, holding them until a permanent hire starts

• Here's a breakdown of our recruitment process to give you a clear idea:
• Introduction Call with the recruiter about the job & Rentman, online (30-45 mins)
• Past Experience & Culture Interview with the team, online or on-site (60 mins)
• Assignment - either a take-home one or live session depending on the role (max 120 mins)
• Final Skills Interview, on-site (60 mins)