The common denominator isn't the type of project. It's that it matters.

Create Pace and Accountability

• Translate founder priorities into clear plans with owners, milestones and outcomes.
• Establish an appropriate rhythm for reviewing progress and identifying where additional help is needed.
• Keep important initiatives moving without adding unnecessary process or bureaucracy.
• Create accountability within Crane when we commit to helping a founder.
• Stay with important work through execution rather than stopping at advice or recommendations.

Orchestrate Crane's Founder Value Resources

• Act as the central point of coordination between founders and Crane's Founder Value capabilities.
• Determine what support is required and bring together the right combination of people and expertise from across Crane.
• Work closely with Crane Network, Talent, Brand & Content and other Founder Value resources.

Direct Crane's Venture Partners Against Founder Priorities

• Identify, with founders, the highest-value opportunities for Venture Partner involvement.
• Scope engagements around clear objectives and desired outcomes.
• Direct and coordinate Venture Partner activity against those priorities.
• Ensure Venture Partner involvement connects to the broader priorities of the company rather than becoming a series of disconnected advisory conversations.

Give Crane a Clear Line of Sight Across the Portfolio

• Maintain a clear, current view of the priorities, progress and needs of Crane portfolio companies.
• Identify where companies are progressing, where they are stuck and where Crane can have the greatest impact.
• Surface important risks and opportunities to the Crane partnership.
• Capture insights and patterns across companies so that Crane continuously gets better at helping founders, without assuming that what worked for one company is automatically right for another.

Build a Consistent Approach to Founder Support

• Create a lightweight, repeatable approach for how Crane engages with and supports companies from the moment we invest and throughout their journey.

This includes:

• New investment onboarding.
• Company assessments and priority setting.
• Quarterly reviews.
• Founder and leadership engagement.
• Deployment of Crane resources.
• Tracking commitments and outcomes.
• Capturing portfolio intelligence and patterns.

The principle is consistency without bureaucracy — enough structure to make Crane more effective while recognizing that every founder and every company is different.

Who You Are

High Agency

• You see something that needs to happen and make it happen. You are comfortable operating without a playbook and don't wait for perfect information, perfect authority or perfect conditions.

An Exceptional Operator

• You have meaningful experience working with high-growth technology companies, ideally from inception through Series B and beyond. You may have been a startup COO, Chief of Staff, GM, strategy and operations leader, company builder, Venture/Operating Partner, or consultant who moved beyond recommendations into execution. You can move effortlessly between strategic thinking and practical execution and know how to turn an ambiguous problem into a plan, and a plan into an outcome.

Strategic Judgment

• You quickly understand what matters and what doesn't. You can absorb large amounts of information, identify the critical issue and help founders make better decisions. You understand that sometimes the highest-value contribution is determining what not to do.

Commercial Fluency

• You understand the mechanics of building an early-stage technology company: product, GTM, customers, talent, capital and organization. You don't need to be the functional expert in every discipline. You need to ask the right questions, recognize when specialist expertise is required and understand how the pieces fit together.

Executive Credibility & High EQ

• You can build trust quickly with founders and leadership teams.
• You are comfortable working with CEOs, technical founders, senior executives, investors and board members. You know how to challenge constructively, adapt to very different personalities and influence without relying on authority.

Pattern Recognition Without Playbooks

• You see patterns across companies and situations and can make those insights useful elsewhere.
• But you also understand that startups aren't interchangeable. You resist the temptation to turn yesterday's answer into tomorrow's playbook.

Founder-First

• You understand that Crane exists to serve extraordinary founders.
• Success isn't measured by the number of programs we create, meetings we hold or interventions we make. It's measured by whether founders build better companies because Crane was there.

What We Offer

• A central leadership role at the heart of Crane's Founder Value organization.
• The opportunity to work directly with extraordinary founders building companies from their earliest days.
• Exposure to companies and founders across Crane's global footprint.
• The opportunity to help build a distinctive model for how an inception-to-seed investor supports founders throughout their journey.
• A global community of founders, investors, operators and experts.
• Competitive compensation, performance incentives and comprehensive benefits.

Crane is an equal opportunity employer committed to building an inclusive, high-performance culture.