Job Description

Job Description: Chief Executive Officer (CEO) — IT Staff Augmentation & IT / Software Managed Services

 

Role Summary

We are looking for a seasoned CEO (15–25 years) with deep domain experience in IT staffing, workforce solutions and managed services. The CEO will own full P&L responsibility and drive topline growth, margin expansion, delivery excellence (SLAs), and client success. This is an execution-first leadership role that requires both strategic vision and operational rigor.

Why this role matters

You will transform a stable, autopilot services company into a scaled, high-performance services organization by professionalizing sales, delivery, account management and operations. This role includes direct client ownership for strategic accounts, recruitment and development of the leadership team, and implementation of disciplined processes and KPIs.

Key Responsibilities

  • Strategy & Growth
  • Own P&L and deliver aggressive revenue growth targets (3-year scale plan).
  • Define and execute GTM for staffing and managed services: enterprise sales, account expansion, industry verticals and geographic expansion.
  • Design pricing & packaging (staff augmentation rates, managed services subscription models, outcome-based contracts).
  • Sales & Business Development
  • Build and scale a high-performing sales organization (hunters, enterprise AEs, pre-sales) with clear quotas.
  • Secure and expand enterprise MSAs and long-term managed services contracts.
  • Drive channel & partner alliances to accelerate scale and reduce client acquisition costs.
  • Delivery & Operations
  • Own end-to-end delivery for staffing placements and managed services engagements.
  • Implement SLA-driven managed services model (SLA creation, monitoring, escalation, runbooks).
  • Improve utilization, reduce time-to-fill, and increase fill-quality through process, training and automation.
  • Strengthen vendor governance, bench management, and third-party supplier performance.
  • Service Excellence & Risk Management
  • Establish formal service delivery governance (SLA adherence, incident management, root-cause remediation).
  • Oversee compliance, background verification (BGV/KYC) processes, and audit readiness.
  • Implement risk controls for client contracts, data security and regulatory compliance.
  • People & Organization
  • Build and lead a senior leadership team: Head of Sales, Head of Delivery/Operations, Head of Finance, Head of HR.
  • Create clear accountability, OKRs/KPIs, and incentive plans for sales and delivery teams.
  • Drive culture: performance-oriented, customer-first, and low bureaucracy.
  • Finance & Investor Relations
  • Manage forecasting, budgeting, cash flow & working capital.
  • Present performance and growth plans to investors and lenders; support fundraising or tranche releases.
  • Optimize margins via pricing discipline and operational efficiency.

Required Qualifications & Experience

  • 15–25 years of experience with a majority in IT staffing, workforce solutions, IT managed services, or IT services.
  • Proven track record scaling staffing and/or managed services businesses to significant revenue (ideally ?50 Cr+ or equivalent regional scale).
  • Strong enterprise sales experience (MSAs, long-cycle deals) and relationship with Fortune / large enterprise clients preferred.
  • Deep understanding of delivery models for managed services (L1/L2/L3 support, remote ops, service desks, devops/infra managed services).
  • Demonstrated P&L ownership and ability to hit growth + margin targets.
  • Experience building teams, systems (ATS, CRM, ticketing), and operations for scale.
  • Prior experience with international clients (US/EMEA/APAC) is a plus.
  • MBA or relevant advanced degree is a plus but not mandatory.

Essential Skills & Competencies

  • Strategic thinker with strong execution bias.
  • Excellent financial acumen and commercial negotiation skills.
  • Operational discipline: metrics-driven, process-minded.
  • Strong people leader, recruiter and coach.
  • Client-centric with excellent stakeholder management.
  • Resilient, decisive, and comfortable in a fast-growth environment.

KPIs & Success Metrics (first 12–24 months)

  • Revenue growth trajectory vs. plan and progress toward multi-year revenue target.
  • Gross margin and EBITDA improvement.
  • Utilization rate (% of billable headcount) and bench optimization.
  • Time-to-fill and placement success rate.
  • Managed services MRR / ARR and contract renewal rates.
  • SLA compliance (uptime, response/resolution targets) and customer satisfaction (CSAT / NPS).
  • New logo acquisition & average revenue per client.

30–60–90 Day Expectations

30 days: Deep-dive into financials, client base, delivery processes; meet key customers; assess team & tools.

60 days: Propose and begin executing immediate operational fixes (recruiting priorities, quick wins on utilization and sales coverage).

90 days: Implement first phase of GTM changes, launch prioritized managed services offers with 1–2 pilot clients, and present an investor-ready 12-month growth & hiring plan.

Compensation & Benefits (indicative / negotiable)

  • Competitive base + performance-linked variable pay.
  • Meaningful equity / ESOP allocation with vesting tied to milestones.
  • Performance bonuses tied to revenue and margin milestones.
  • Standard benefits & travel allowances. Final package negotiable.

Reporting & Location

  • Reports to: Founder(s) / Board of Directors.
  • Location: Headquarters (City) with travel to client sites; flexible/remote for exceptional candidates.

Interview Process (recommended)

  • 1. Initial screening (Founders / CHRO)
  • 2. In-depth commercial & delivery discussion (Founders + Board Member) — case study on scaling staffing & managed services
  • 3. Leadership panel (Heads of Sales/Delivery/Finance) — cultural fit & execution plan
  • 4. Reference checks and offer negotiation

 

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