InMotion Hosting • [United States / remote policy] • Full time • Target start: Q1 2027We're hiring a President / COO to take over a plan already in motion, run it with discipline, and help our team push our performance to the next level.
Position SummaryThe President / COO will run InMotion day to day and own the P&L. The job is to execute first, then learn, and gain a deep understanding of the business before helping shape the vision and strategic direction for the Company's next stage of growth.
For your first 1-2 years you own the execution of the existing plan.
Our current founding President will be moving to be our CEO and will actively support you in the transition plan before he is fully focused on GTM Sales, Product, Strategy, Board duties, and his overall leadership responsibilities with his other companies.
A key item. We have an organized succession plan for our founders and if you grow the business substantially over several years, there is a clear path for executive advancement.
Transition PlanYou'll take over the plan in stages over about four months, with the CEO and Board beside you until handoff.
Shadow (start to month 2). You attend every KPI and OKR meeting and learn the team, customers and cadence. OKRs are already in use: our HR Director, Board Chair and current President champion them, with help from an external OKR executive coach. We'll revisit the OKRs with your input after you're hired.
Co-run (months 2-4). You chair the operating cadence and own the next quarter's OKRs. The CEO supports you and the Board approves plan-level changes. Any early seat or performance problems are surfaced and resolved with help from the CEO and Board.
Handoff (about month 4). You own the 2027 plan, the operating cadence and the leadership team. The CEO moves to monthly or quarterly Board-level review.
Scale (balance of 2027). You standardize the motion and surface seat concerns for advice on how to execute your changes. You have formed a view on what parts of the business are underfunded or overfunded and what org structures are not optimal. You present your recommendations to the Board and execute the agreement.
In Q4, you co-develop the 2028 plan with the Board.
Mature (2028). You run the 2028 plan by the numbers.
Responsibilities: Years 1-2The Board has set our 2027 goals based on what we believe the market will support once our execution has improved.
- Hit the numbers. Own the 2027 plan's revenue, EBITDA and OKR targets, with budget authority within Board-approved limits and a working partnership with the CFO.
- Run the cadence. Chair the KPI and OKR meetings, enforce the Business Operating System, document goals, and follow up after every meeting.
- Shape the team. Make seat-versus-person decisions, and hire and develop the leaders the plan needs.
- Stay close to customers. Own executive customer relationships and escalations for InMotion.
- Carry our AI philosophy into the work. AI should raise what our people can do, not replace them. Build that into goals, training and how the team works.
Longer-Term ResponsibilitiesAs execution becomes reliable, you take a growing role in shaping InMotion's next vision, then own it. That means shaping new products, moving them from early adopters to the mainstream market, and building global sales and support that follow the sun.
QualificationsRequired
- Senior operating leadership (President, COO, or GM of a large division) in a recurring-revenue (MRR) business. This one is not negotiable.
- Your last two companies were in or near our market: B2B technology such as hosting, cloud, infrastructure, telecom or security, ideally serving SMB or mid-market clients.
- Technically sound. You can hold a credible conversation about cloud and infrastructure with our engineers and customers.
- You've run KPI cadences, OKRs and a business operating system, and enforced them.
- Global sales and support. You've run a division that sold and delivered across countries.
- A track record of hitting revenue and EBITDA targets.
- You use AI in your own work and view it as a force multiplier for human talent, not a substitute or replacement for it.
- Strong execution sense, think PE-backed or PE-style experience: hold periods, hard targets, regular Board reporting.
Character and Working Style
- A principled, authentic, and accountable servant leader. This is required at all times.
- You want the people around you to succeed, and you commit time to them.
- You communicate often, inside the company and out.
- You know your weak spots and are open on how to solve them.
- You work well with an engaged Board and CEO.
Employment HistoryWe prefer six or more years at each of your last two companies, and four years is the minimum. If you have a shorter stint, explain it up front in your cover letter (a sale, an acquisition, a planned exit). We welcome operators who have proven success at executing defined 3-5 year growth roadmaps.
Compensation$300,000+ base salary, plus performance-based incentives.
Hiring Process- Time. We expect you to take the time to make sure the fit is right on both sides.
- Interviews. Top candidates will have access to leaders throughout the organization. Multiple calls, in person, real world discussion, references, etc.
- The 2027 plan. Finalists see our 2027 KPIs and OKRs and walk us through how they'd drive them from day one.
How to ApplyProvide a resume and a 1-2 page cover letter.
