Hiring a Chief of Staff can feel like searching for a unicorn needle in a barn full of hay. To do the role well requires subtle attributes that, at times, seem paradoxical. There are 7 unique CoS qualifications to look for and 3 things to avoid. 

When building selection criteria, start with the scope of work: change management, leadership development, communications,  systems creation, etc. This list will point you in the right direction.

Next, layer on the characteristics that make everything click into place for a great CoS. 

What to screen for:

• Confident enough to claim a seat at the executive table and humble enough that the leadership team wants to collaborate with them

• Flourishes while working in the background but also eager to own and drive an agenda

• Adjusts altitude from high-level strategic to in-the-trenches tactical many times in a day

• Great at building relationships quickly and capable of challenging people without triggering defensiveness

• Calm to the point of being unflappable but also passionate enough to inspire the team (a frantic Chief of Staff sends the wrong signal to your organization)

• Flexible when finding solutions and firm enough to keep the team committed to new processes and make them stick

• Inviting enough to build trust throughout the organization while  also maintaining discretion

What you don’t need:

• A deep industry or business expert. Your CoS just needs to be curious and able to learn the basics of any business unit or function quickly.

• Someone who is ‘like you’. Choose someone who is different enough to help you identify blind spots in your thinking and leadership

• An administrator. Hire for that as a standalone role (and before you bring on a CoS)