So, you're getting your MBA and want to be a Chief of Staff
6 commonalities among MBAs who land the job (that are applicable to everyone)
Hey y’all!
Since it’s graduation szn, I want to highlight what I’ve learned coaching MBA students + recent MBA grads looking to become Chiefs of Staff.
Even if you’re not a current MBA student, a lot of these same principles apply if you’re on the hunt for a CoS role.
There’s lot of tough love below, but it’s important to get an accurate SWOT analysis before approaching a competitive market. (See what I did there? Business.)
Full disclosure: I don’t often mention this, but I’m a T20 MBA dropout. I originally took a leap of absence when I was asked to be CEO of my company and have been busy building ever since, so I deeply understand the MBA journey!
So, you're getting your MBA and want to be a Chief of Staff 💼
I’ve been speaking with a lot of soon-to-graduate MBA students from top-tier schools, and here’s what I’ve learned.
Three pieces of context:
MBAs are all graduating around the same time.
The Chief of Staff role is a hot new prestige title.
Top-tier MBA grads now see the role as a clear alternative to consulting and FAANG jobs.
Two other truths regarding the role:
The Chief of Staff role is no longer an entry-role tour of duty for MBAs.
A top-tier MBA is no longer a qualifier; it’s often a prerequisite.
What does this mean, practically?
For one position, you’re going to be up against at least a dozen T10 grads with Bain already on their resume in addition to all the other new MBA grads.
Dear reader, don’t panic: I’ve spoken with dozens of MBAs who have navigated this successfully with several job offers.
Luckily, you’re in the perfect position with unique secret weapons. Below are those weapons.
Shameless plug: I love meeting MBAs and yapping about the role, your resume, and how to map your career path. If you want to book 1:1 time with me, you can do so here.
If you find this helpful, share this with MBA pals!
6 consistencies among MBAs ➡️ Chiefs of Staff:
They tap into alumni networks.
They focus on value they can bring on day one.
They have the right expectations and experience.
They ask the right questions.
They use career centers & coaches.
They join their school’s venture lab.
Let’s break down the specifics:
#1: Use your alumni network
This will be your greatest competitive advantage, since many CoS roles are created specifically for someone the principal already knows and trusts.
Here’s how I’d use the alumni network:
Connect with current and former Chiefs of Staff
Your goal: learn about the role and the good, bad, and the ugly. (Why is someone still in the role? Or, why did they leave?)
I’m seeing a lot of MBAs reaching out to current Chiefs of Staff for roles, but this will lead to dead ends if you want to secure a job.
Chiefs will give a wealth of information about the role itself, resources for Chiefs and maybe a couple of recruiters, but since it’s a popular new role, recruiters aren’t as common for the CoS role. **(This goes for anyone looking at Chief of Staff roles.)
A lot of MBAs reach out to current Chiefs of Staff, but this will lead to dead ends if you want to secure a job.
Connect with founders and investors
This is where I’ve seen MBAs have the most success.
A founder (especially ones without a Chief of Staff or recently funded) is going to want someone they can trust, know has the chops, and has similar values / is a cultural fit. Who better than someone than an alumni from your program?
Investors, especially VCs, are an underutilized resource. (I wish I could gatekeep this!) They get hit up all the time for investor jobs, but not Chief of Staff roles, so many are willing to talk. Many have dozens of portfolio companies and connections to other investors for intros.
Bonus: If the investor holds the purse strings, they’re basically paying your salary, so it’s an easy justification if the founder(s) like you.
Investors, especially VCs, are an underutilized resource. They get hit up all the time for investor jobs, but not Chief of Staff roles, so many are willing to talk. Many have dozens of portfolio companies and connections to other investors for intros.
#2: Focus on the value you bring — not what the job will do for you
I discuss this often – companies do not care what the job will do for you.
I’ve noticed many MBAs refer to the CoS role as a training ground / tour of duty as they eventually step to the next executive role. This is not the way!
While you will learn a lot and may shift to another executive position, these are byproducts of the role – not features.
Chiefs of Staff are hired because the executive is drowning. You need to be ready to jump in tomorrow. She needed you yesterday to take 18 special projects off her plate, and she needs this financial model and GTM strategy ASAP.
Focus on the unique value you can bring as soon as you start. Give specific examples on what you’ve been working on in business school that lend to this.
A great way to do this is getting involved in your school’s venture lab / accelerator if there is one (see below.)
#3: Align expectations
If you don’t have operational experience / used school to pivot into business:
I strongly recommend consulting to start – you’ll have a training ground and a lot easier of a time getting into the CoS role.
Other titles to consider that also involve cross-functional leadership: program manager, product marketing manager, strategy and operations, and executive leadership programs.
If you do have operational experience:
Be clear on your “why business school, why now” + how you’ve sharpened your skills + how you’ve kept up to date with the latest tools + software.
Level set: company stage
I’ve heard a lot of “I don’t mind earlier stage companies, I’d settle on a Series B company.” These are where I’m seeing the vast majority of new Chief of Staff roles. As the company grows, many will opt for internal hires. Keep this in mind.
#4: Ask the right questions
The CoS role is extremely unique: your success in the role will be determined by one person, not a team.
Ask the right questions of both yourself and your potential principal when interviewing.
Questions to ask yourself:
Are you someone who values the spotlight and getting credit for your work?
Do you hate managing people?
Are you annoyed dealing with interpersonal conflict?
If the answers above are “yes,” then the role may not be for you.
Questions to ask your potential principal:
What would you say your leadership / management style is?
What’s the biggest thing you need taken off your plate on day one?
How would your employees describe your management style?
#5: Use your career center
You’re probably already doing this, but it’s worth a reminder: your career center will be a wealth of information. You’re already paying for it, so you might as well use it!
If I were in your position, I’d create different versions of my resume, do mock interviews, have a warm (but not too corporate-looking, no suits) headshot, and utilize consulting case studies.
#6: Join your school’s venture lab (if applicable)
I know several Chiefs + strategic leaders who were deeply involved with their school’s venture lab prior to securing the role.
This is a surefire way to meet founders, network with pitch judges (underrated hack!), and investors.
It’s also a great way to see operational stacks (Notion + Zapier or Asana + Hubspot?), especially if you don’t have startup / operational experience yet.
Even though the Chief of Staff role is a newly popular one, it’s popular for a reason – it adds huge value.
With your experience and network, I’m excited for this new “class” of Chiefs of Staff to enter the world. I can’t wait to learn from you!
Until next time,
Elise