Founding CEO /
Head of Operations
A brand-new NYC mobile beauty platform with 21,100 indexed pages, 30+ inbound calls, a live booking engine, and a custom AI-automated backend — all built in 30 days. Now looking for the operator who will turn it on.
21,100
Pages Indexed
11,500
Google Impressions
30+
Inbound Calls
$0
Capital Required
The Opportunity
Step Into Traction, Not A Blank Page
Most operator roles ask you to either risk your own capital to buy in, or to join a company that is already ten years old and running on its own momentum. This role is different. The NYC Mobile Salon is 30 days old, pre-revenue, and pre-first-hire — and it already has a year’s worth of SEO traction, a fully working booking platform, a custom AI-automated operational backend, and a backlog of inbound client demand.
What is missing is the operator. The person who owns sales, operations, hiring, and customer service. The person who takes the business from founder-led to operator-led, builds the first real team, and scales NYC before the business goes national.
Because the platform and the automation are already in place, this role is about leverage — not grinding. The tech does the heavy lifting. The operator drives growth, closes the inbound, and builds the team. The brand, the SEO engine, the AI automation, and the early demand are already built. You are stepping into traction, not a blank page.
The business was built by an operator with 25 years of experience in marketing, branding, business development, growth, and strategy. That operator is not the right person to run day-to-day operations, hire dispatchers, or build the first CX team — and honestly, they know it. The right founding operator walks into the business, looks at what is already built, and says “I know exactly what to do with this.”
30 Days In
Where We Are Right Now
These are not projections. This is what has been built and shipped in the first 30 days — before a single dollar of paid marketing, before the first hire, and before the founder has flipped the switch from build mode to sell mode.
21,100 pages indexed on Google
11,500 impressions at an average position of 12.2 on a brand-new domain — a year's worth of organic SEO traction compressed into 30 days. The search engine trust is already built, and the content engine is still expanding.
30+ inbound client calls in the first month
Large events, group class bookings, corporate wellness inquiries, and a single request for ten techs at once. Demand is arriving faster than the current solo founder can work through it.
Live website and booking platform
Fully operational end-to-end booking, payments via Stripe, admin dashboard, cleaner/stylist routing, and real-time dispatch. Clients can book in under two minutes on mobile or desktop.
Custom AI-driven automation backend
Built in-house, already live. Lead triage, appointment confirmations, cleaner matching, and customer service are automated — and the dev capability is here to automate nearly every operational workflow as the business scales. You inherit leverage, not a to-do list.
Licensed pros actively applying
Applications are coming in organically from hairstylists, barbers, estheticians, and makeup artists across all five boroughs. The supply side is already self-seeding — we are working through verification now.
Pre-revenue, pre-first-hire — ready to flip the switch
The demand is here, the infrastructure is here, the brand is here, the automation is here. What is missing is the operator who will turn it on, hire the team, and scale the playbook.
The Role
What You Own From Day One
Sales
Close inbound leads, build the corporate / hotel / event pipeline, and develop the B2B partnership channels that create predictable high-ticket bookings. You will have an SEO engine feeding you warm inbound from day one.
Operations
Own the end-to-end service delivery experience — cleaner dispatch, quality control, incident handling, refund policy, and the operational playbook that makes the brand scalable beyond NYC.
Hiring
Build the first real team. Vet and onboard the licensed pros who are already applying, hire the dispatchers and CX leads to support them, and create the hiring funnel that keeps supply ahead of demand.
Customer Service
Set the customer service standard, build the CX playbook, and then hire the people who run it. NYC clients are demanding — how you respond when things go wrong is what determines whether they book again and bring their network.
Your job is not to build the product — the product is built. Your job is to turn demand into revenue, hire the first team, and write the operational playbook that makes this business scalable beyond NYC.
Ideal Background
Who We’re Looking For
Marketplace or On-Demand Services Experience
Ex-Glamsquad, Soothe, StyleSeat, Priv, BeGlammed, Booksy, Vagaro, Urban Company, Blowtie, The Wing, Handy, TaskRabbit, Rinse, Zeel, or similar two-sided platforms. You know what it takes to balance supply and demand in a services marketplace because you have already done it at scale.
Supply-Constrained Platform Experience
You have scaled a business where the bottleneck was skilled labor — not demand. You understand how to recruit, retain, and activate independent professionals, and you know the difference between a platform that grows and a platform that stalls at $2M run-rate.
P&L Ownership
You have owned — not just contributed to — a P&L. You know how to hit unit economics, manage a CAC/LTV ratio, control burn, and tell a growth story to stakeholders with real numbers behind it.
NYC-Based
This is a New York City operation. You live here, you know the neighborhoods, and you have the local relationships (or the ability to build them fast) to open doors with hotels, concierge services, corporate clients, and event planners.
Self-Starter with Founder Energy
Nobody is going to hand you a 30-page onboarding doc. You will walk into traction, a working platform, and an AI-automated backend — and it will be on you to decide what to do next. If you need a playbook to execute, this is not the role. If you want to write the playbook, it is.
Compensation
Structure Built for the Right Operator
Designed so the right self-starter never has to put cash in and never has to work for free — while earning a meaningful ownership stake in a business with real traction.
$0 Entry — Sweat Equity
You put in work, not capital. You earn a meaningful ownership stake over time by hitting operational and growth milestones. This is not a small ESOP grant — this is co-founder-level ownership in a multi-million-dollar NYC business that is about to go live.
$49/hr While Building the Team
You are not expected to work for free. While you are interviewing, hiring, and onboarding the first operations team, you are paid hourly at $49/hr via Zelle or Apple Cash — the same rate the licensed pros on the platform earn. Income from day one.
You Run It Once the Team Is In Place
The goal is to transition the business from founder-led to operator-led within 90 days. Once the first team is hired, trained, and running, the hourly pay converts into an operator compensation structure with salary + equity + performance bonuses tied to revenue milestones.
Real Ownership of a Real Business
The brand is built. The SEO engine is live. The AI automation is shipping. Demand is arriving. You are stepping into a running start with real traction — not a deck and a dream. Most operator roles require you to risk your own capital or your career. This one does not.
Why This Is Different
Leverage, Not Grinding
The AI Automation Backend Was Built Before You Got Here
Most early-stage services businesses spend the first two years manually doing the work that eventually gets automated. We did it in reverse — we built the automation first. Lead triage, appointment confirmations, cleaner matching, admin workflows, and customer service routing are already automated. You walk into leverage. Your time is spent on the work that only a human can do — closing deals, building trust, and hiring the right people.
The SEO Engine Is Already Feeding You Leads
21,100 pages indexed. 11,500 impressions in 30 days. Average position 12.2 on a brand-new domain. This is a year’s worth of organic SEO traction compressed into a month — and it is still compounding. The inbound leads are going to keep coming whether or not anyone is answering the phone. Your job is to make sure someone is.
The Dev Capability Is Still In-House
When you need a new automation, a new internal tool, a new dashboard, or a new integration with a partner platform — the dev capability is here and ready to build it. You are not going to be blocked by engineering bandwidth. You will have the leverage of a full product and engineering team on demand, for as long as the business needs it.
The Brand Is Already Built
Name, domain, visual identity, copy, positioning — all done. Clients are already finding us through Google, booking, and asking for professionals by name. You are not going to spend your first quarter running a branding exercise or arguing about a logo. You are going to spend it selling, hiring, and shipping.
Process
How The Hire Works
Apply
Submit the application on this page. Tell us about your marketplace experience, the platforms you have scaled, your P&L track record, and your 30/60/90 plan. A short video intro is required — this is an operator-facing role and we need to see how you communicate.
First Conversation
If your background fits, you will hear back within 72 hours. The first call is 45 minutes with the founder. We talk about your experience, the business as it stands, your compensation expectations, and whether the sweat equity model is right for you.
Deep Dive + Trial Project
You are given full access to the current metrics, the SEO data, the automation stack, and the inbound pipeline. You return a 30/60/90 plan and a short trial project — scoped so you can complete it in under 10 hours of real work.
Offer + Onboard
Equity terms, milestones, and the operating agreement are finalized. You onboard as Founding CEO / Head of Operations and the business transitions from founder-led to operator-led over the following 90 days.
FAQ
Questions Real Operators Ask
What does sweat equity actually mean here?
You put in operational work and earn ownership over time against defined milestones — first hires made, first $X of monthly revenue hit, first month of operator-led growth, and so on. Specific equity percentages and vesting are discussed in the first call because they depend on your experience, the scope of what you take on, and the compensation structure that works for both sides. What is not negotiable is that the ownership is meaningful and the path to it is clear.
Is this a W-2 job or a founder role?
It is a founder / co-founder-level role. During the ramp period (typically 90 days), you are paid hourly at $49/hr via Zelle or Apple Cash while you are actively building the team. Once the team is in place and the business transitions to operator-led, the hourly converts into a full operator compensation structure with salary, equity vesting, and performance bonuses. The details are discussed and finalized during the offer stage.
How much capital does the business need before it can scale?
Very little. The website, booking platform, SEO engine, and AI automation stack are already built and paid for. Payment processing, liability insurance, and the compliance stack are in place. The biggest marginal cost of scaling is the time spent hiring and onboarding licensed pros — and that is what you will be running. The business is designed to grow on gross margin, not venture capital.
Why is the founder hiring a CEO instead of running it themselves?
The founder is an operator with 25 years of marketing, branding, business development, growth, and strategy experience. The brand, the SEO engine, the AI automation, the platform, and the early demand are already built. What is not the founder's highest and best use is the day-to-day operations of hiring dispatchers, managing cleaner rosters, and running CX — that is a different skill set, and it is a full-time job. The right operator takes this from a founder-led prototype to a real NYC business, and eventually to a multi-city platform.
What does 'AI-driven automation backend' mean in practice?
It means the grunt work of running a services marketplace is already mostly automated. Lead qualification, appointment confirmations, cleaner matching, customer service triage, and admin workflows are handled by in-house AI agents that have been built and deployed. As the operator, you are not reinventing these systems — you are using them as leverage. When you need a new automation, the dev capability is here to build it. That is what makes this different from stepping into a typical services startup where everything is manual.
Do I have to already live in NYC to apply?
Strongly preferred. This is a New York City operation — the service area is the five boroughs, the first hires are NYC-based, and the customer relationships are in-person. If you are relocating to NYC in the near term, we are open to a conversation, but we are not hiring remote operators for this role. Once NYC is stable, national expansion is the next chapter.
What platforms count as 'marketplace or on-demand services experience'?
Any two-sided platform where you scaled supply (independent professionals) and demand (clients) simultaneously. That includes beauty-specific platforms like Glamsquad, Soothe, StyleSeat, Priv, BeGlammed, BeGLOSSY, and Blowtie, broader services marketplaces like Booksy, Vagaro, Urban Company, Handy, TaskRabbit, Zeel, and Rinse, and adjacent categories like fitness (Classpass), cleaning, or home services. If you scaled a supply-constrained services platform at any significant level — whether you ran ops, growth, or general management — we want to talk.
What if I do not have a marketplace background but I am a strong NYC operator?
Apply anyway. The marketplace experience is strongly preferred because the unit economics, supply/demand dynamics, and operational playbook are specific to two-sided platforms. But if you have scaled an NYC services business, managed a P&L, and built a team — and you can articulate why you understand marketplace dynamics even without direct experience — we will read your application carefully. Tell us the story in the application.
What does the first 30 days look like?
First week: full data access, 1:1 with the founder, and shadowing the inbound pipeline and cleaner onboarding. Second week: you write the 30/60/90 plan, propose the first three hires, and start closing the backlog of inbound leads. Third and fourth week: first operational hire onboarded, customer service playbook written, and first measurable revenue milestone set. The goal is for the business to be running on your operational playbook — not the founder's — by the end of month one.
How do I know this is not just a cheap way to hire an operator for equity?
Fair question. The honest answer is that the founder has built the business to the point where most of the 'build' work is done — brand, platform, SEO, automation, early demand. What is left is the operator work, and that is genuinely what the founder is not the best person to do. The equity is meaningful because the value creation from this point forward is operational, not technical or marketing-related. You will see the full data room in the second conversation and make your own judgment. If it is not compelling, walk away. This is designed to be obviously a good deal for the right person, and obviously not the right fit for everyone else.
Apply Now
Think You’re The One?
The application is deliberately in-depth. It includes a video intro, a question about your marketplace track record, and a short 30/60/90 plan. We are not looking for a resume drop — we are looking for someone who can tell us, in their own words, why this is obviously their next move.
Start Your Application$0 In. Real Equity. Real Business.
Brand built. SEO built. Automation built. Demand arriving. The only thing missing is the operator who turns it on.
Apply Now