Define a role around a strong generalist only when you can identify important work that the person is well suited to own. Admiring someone’s range is not enough to create a coherent job.
The mandate should remain understandable even if that particular candidate declines.
Start with an unresolved problem
List the work that lacks an owner. Separate temporary projects from recurring responsibilities and distinguish execution from decisions that still belong to the founder.
Then ask whether the work forms a coherent role. A collection of unrelated tasks can make a capable generalist permanently reactive.
Write a problem-led charter
| Charter field | Question |
|---|---|
| Primary problem | What should become easier or more effective because this person joins? |
| Outputs | What will they produce or put into operation? |
| Authority | Which decisions can they make? |
| Boundaries | What remains with founders or functional leaders? |
| Dependencies | Whose expertise or approval is required? |
| Review point | When will the mandate be reconsidered? |
Share the charter with the people who will work with the hire before making an offer.
Match breadth to evidence
Ask for examples of moving between unfamiliar problems while maintaining quality. Explore how the candidate decides when to learn, when to ask for help, and when a specialist should take over.
A generalist should not be expected to replace every specialist. The role needs a realistic boundary around legal, security, financial, and other work requiring qualified expertise.
Avoid a concealed title mismatch
If the job mainly involves operating an internal process, say so. If it mainly involves helping the founder make decisions and coordinate priorities, describe that clearly.
An expansive title does not compensate for limited authority or a fragmented schedule. Candidates should understand the routine work as well as the interesting projects.
Plan for the role to evolve
A successful generalist may make a temporary responsibility ready for a dedicated owner. Define how handoffs will happen and how new work will be selected.
Do not interpret every change in scope as failure, but do not let the role change indefinitely without discussion.
Compare chief of staff and business operations mandates and overlapping role design. Discuss a role with Refery.