View Our Website View All Jobs

Chief of Staff (High Growth Tech Co)

Our mission at Tailwind is to make world-class marketing easy for everyone. 

That's a lofty goal, and we like it that way. "Marketing" is among the most rapidly changing industries, with social media, machine learning and artificial intelligence disrupting how companies engage with and acquire customers. These new approaches, paired with ever better tools of the trade, mean that the bar for "world-class" marketing is constantly being raised. Making such complex ideas and tasks truly "easy" is in itself very difficult. And, underpinning all of this is the fact that tens of millions of new marketers have entered the field in the last few years; i.e. "everyone" is expanding by the minute.

Achieving our mission will take years if not decades.

For us to even come close, we need to move as quickly as humanly possible.

That's where you come in. As Chief of Staff at Tailwind, you'll work directly with the CEO and Team Leads to systematically improve the company's operations, tackling critical new initiatives that will help the entire company move faster and execute at a higher level.

Our company is growing quickly. At each phase of growth, challenges arise that we've yet to solve. Often, there is not a clear "owner" to drive the necessary changes, and in many cases no one on the team has solved such issues before. Executing effectively in this position will require a good deal of versatility, the ability to both think strategically and execute effectively, and excellent interpersonal and collaborative skills.


Here are a few examples of challenges we're facing today that you could help solve:

1. Accelerating employer branding and recruiting: We are hiring at a faster rate than we have in the past, and planning to keep our foot on the gas. Historically, hiring managers have driven our hiring processes largely independently, but as our recruiting needs expand and Team Leads become increasingly stretched for time, that process won't scale. In addition, attracting top talent increasingly requires having a strong employer brand that screams "this is an awesome place to work!" Tailwind is an awesome place to work, and by letting people know that more effectively, we'll be able welcome exceptional new team members to the fold faster.

2. Leveraging data to help customers unlock value: The Tailwind product has expanded rapidly in the past two years, with greater expansion on the horizon. We have a much larger, more diverse, customer base than ever before. We need to become increasingly good at guiding our customers toward the parts of the Tailwind suite that are most likely to help them achieve their goals. To do so, we need to figure out how to scalably get more data about our customers and their needs, analyze that data to uncover key insights, and implement processes or product features that leverage that data to deliver greater value. 

3. Identifying and evaluating strategic growth opportunities: As our business and product grow, more and more opportunities such as strategic partnerships, potential acquisitions and new growth channels are crossing our radar. Vetting and prioritizing these opportunities can require significant time and effort, as well as a keen eye for strategy. Even more important, though, is that we develop and evolve our own strategic roadmap, such that we can proactively identify the most impactful opportunities to accelerate our growth.

Once again, these are just a few examples. The nature and priority of projects to focus on will evolve rapidly, just as our company continues to do. The common thread, however, is the opportunity to meaningfully and sustainably impact our trajectory as a team.

This position will be the first of its kind at Tailwind; that means you will help shape the role and how it will come to impact the company's performance. 

Successful Chiefs of Staff often transition to operational leadership positions after a number of years in the role. Many go on to start companies themselves, or develop into future CEOs.


Key attributes of a great Chief of Staff include:

  • Extremely high IQ, EQ, trustworthiness and integrity
  • Ability to diagnose problems analytically, craft sustainable solutions, and execute them quickly
  • Excellent communication skills and ability to work across multiple functions, driving us toward a common objective and shared wins
  • Able to represent the Tailwind brand and culture to a wide array of audiences including candidates interested in joining the team, potential partner organizations and community leaders
  • A "no problem too small" attitude. Solving big problems often means getting your hands dirty down in the weeds. You should love addressing issues at both strategic and operational levels.
  • An uncanny ability to uncover new information that is central to solving a problem, or find meaning in data that others might miss
  • Never shows up to a meeting unprepared, nor leaves a meeting without clear next steps
  • A healthy disrespect for the status quo
  • Model work ethic

Knowledge or experience that may set you apart:

  • Experience recruiting and managing teams, building an employer's hiring brand and/or world-class people operations processes
  • High degree of familiarity with the marketing technology industry, or adjacent fields such as the consumer internet, digital marketing or advertising agencies
  • Operational experience founding or working across multiple early stage companies for a meaningful period of time (or seeing at least one through multiple stages of growth)
  • Executive management, management consulting, venture capital or Chief of Staff experience
  • Deep knowledge of and connections across the Oklahoma City and/or New York City startup and technology communities

More About Tailwind

We serve over 150,000 businesses, large and small, in helping them grow through visual social networks, such as Instagram and Pinterest. We are only getting started, though. Our mission is big and we intend to achieve it.

We are a very close-knit, fast-moving and diverse team that helps each other, learns from one another, and challenges each other to accomplish extraordinary things. With all of the challenges we face day-to-day, there is absolutely no room for egos or any sense of entitlement. We value transparency within the team whether that's sharing new ideas, giving feedback or creating an inclusive environment where anyone can join in on any conversation to everyone's benefit.

Tailwind is proud to be an equal opportunity employer and will consider all qualified applicants regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or expression, Veteran status, or any other legally protected status. If you have a disability or special need that requires accommodation, please let us know.


Read More

Apply for this position

Apply with Indeed
Attach resume as .pdf, .doc, or .docx (limit 2MB) or Paste resume

Paste your resume here or Attach resume file

To comply with government Equal Employment Opportunity / Affirmative Action reporting regulations, we are requesting (but NOT requiring) that you enter this personal data. This information will not be used in connection with any employment decisions, and will be used solely as permitted by state and federal law. Your voluntary cooperation would be appreciated. Learn more.

Invitation for Job Applicants to Self-Identify as a U.S. Veteran
  • A “disabled veteran” is one of the following:
    • a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or
    • a person who was discharged or released from active duty because of a service-connected disability.
  • A “recently separated veteran” means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.
  • An “active duty wartime or campaign badge veteran” means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.
  • An “Armed forces service medal veteran” means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.
Veteran status

Voluntary Self-Identification of Disability
Voluntary Self-Identification of Disability Form CC-305
OMB Control Number 1250-0005
Expires 1/31/2020
Why are you being asked to complete this form?

Because we do business with the government, we must reach out to, hire, and provide equal opportunity to qualified people with disabilities.i To help us measure how well we are doing, we are asking you to tell us if you have a disability or if you ever had a disability. Completing this form is voluntary, but we hope that you will choose to fill it out. If you are applying for a job, any answer you give will be kept private and will not be used against you in any way.

If you already work for us, your answer will not be used against you in any way. Because a person may become disabled at any time, we are required to ask all of our employees to update their information every five years. You may voluntarily self-identify as having a disability on this form without fear of any punishment because you did not identify as having a disability earlier.

How do I know if I have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Blindness
  • Deafness
  • Cancer
  • Diabetes
  • Epilepsy
  • Autism
  • Cerebral palsy
  • Schizophrenia
  • Muscular dystrophy
  • Bipolar disorder
  • Major depression
  • Multiple sclerosis (MS)
  • Missing limbs or partially missing limbs
  • Post-traumatic stress disorder (PTSD)
  • Obsessive compulsive disorder
  • Impairments requiring the use of a wheelchair
  • Intellectual disability (previously called mental retardation)
Please check one of the boxes below:

You must enter your name and date
Your Name Today's Date
Reasonable Accommodation Notice

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.

iSection 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.