ambiencehealthcare - Chief of Staff, Care Transformation & Customer Enablement

Remote - CT (Central)$175k - $23k1mo ago

Remote Director NA Hospitals Healthcare Chief of Staff Team Leadership CSM Compound B2B Customer Success

Requirements

• Run the CT operating system. Own the meeting cadence, the agenda, the decision log, and the follow-through. Leadership syncs, all-hands, account reviews — you set the rhythm, prep the materials, and make sure the right people are in the room with the right information. No meeting happens without a clear purpose. No decision gets made without an owner. Nothing falls through the cracks because you are the person who catches it. • Give CT leadership real-time visibility. Build and maintain the dashboards, trackers, and weekly briefs that tell the CT leadership team exactly what's green, what's at risk, and what needs their attention — without them having to ask. Own the CT headcount model. Track the budget. Translate account pipeline into staffing plans. Keep the VP of CT oriented on the full portfolio at all times. • Own OKRs and improvement initiatives. Track the team's progress against CT OKRs, surface blockers before they compound, and drive the quarterly retrospectives that help the team learn from each cycle. Own the inventory of improvement initiatives from inception through completion. Be the person who asks: are we working on the right things? • Be the bridge between CT and Marketing. Build the operating rhythm that ensures CT teams receive information before they face customers — not after. That means owning a 4-stream sequencing model (company vision → product narrative → feature update → release note) so CTEs and CSMs know exactly when and how updates are coming. It means building and maintaining the centralized CT enablement hub: a single source of truth for messaging, pitches, battle cards, competitive positioning, and product context. The first concrete deliverable is a gold-standard inpatient pitch that does not currently exist. • Anticipate needs before they become urgent. QBR narratives, renewal messaging, product change explanations — the best version of this role means CT teams never have to scramble because you saw it coming. Within 30 days, establish a standing mechanism for CT to surface upcoming needs to Marketing. Within 60 days, demonstrate that you have anticipated and addressed at least two needs before anyone had to ask. • Own major moments. CT's operational contribution to HFMA Annual Conference (June 2026), ViVE, and similar events is yours. That means customer speaker prep, CTE briefing, and account-level message alignment — coordinated in advance, not the week before. • Pay Transparency:

Responsibilities

• You have 5–8 years in roles that required both operating rigor and content or enablement judgment — strategy & ops at a high-growth B2B company, customer success operations, RevOps, or enablement leadership in healthcare tech. You are strong in both dimensions. A candidate who is excellent at one and weak at the other is not the right fit. • You have built something from scratch before — a team function, an information system, an operating cadence — in an environment that didn't hand it to you. You know what it feels like to start from nothing and leave behind something that works. • You are familiar with health system sales cycles and the dynamics of enterprise post-sale relationships. You don't need to be trained on why a large academic medical center and a regional IDN are different kinds of accounts. • You are a strong written communicator. You can translate a complex product update into a crisp, audience-specific brief without losing fidelity. You know what a CSM needs to hear versus what a CTE needs to hear versus what a support team needs to hear — and you write accordingly. • You are operationally literate in the most literal sense: you are comfortable owning a dashboard, a budget tracker, a planning model, and an agenda simultaneously, and you don't need someone to check your work. • You move work forward through clarity and trust, not positional authority. Influence without authority is your default mode, not a skill you occasionally deploy. • You are low ego and high follow-through. You send the recap. You track the open item. You close the loop without being asked. You are equally comfortable in an executive conversation and doing the unglamorous infrastructure work that makes those conversations possible. • You thrive in ambiguity. You don't wait for the playbook to exist before you start writing it.

Benefits

• Are you outside of the range? We encourage you to still apply: we take an individualized approach to ensure that compensation accounts for all of the life factors that matter for each candidate. • Life at Ambience • Working at Ambience means opting into a high-ownership, high-trust environment built for people who want to grow fast, operate decisively and focus on work that matters. This could be the right place for you if you want to • Work on mission-critical AI technology that directly improves clinicians’ day-to-day lives and health system financial health across some of the most complex, high-stakes workflows in the world. • Join a “dream team” culture where we hire exceptional people, expect exceptional outcomes and invest deeply in feedback and continuous growth. We operate as a championship team, and that means being ok with hard, uncomfortable, ambiguous problems that lead to real greatness. • Operate with real ownership and accountability in an environment where there are no bystanders: If something is broken, we fix it! You will have meaningful autonomy and be expected to drive work to completion. • To help you do your best work, we pair these expectations with benefits intentionally designed to help you feel supported and safe at Ambience and beyond. Some of our key benefits include • Comprehensive medical, dental, and vision coverage for you and your dependents • 401(k) with a company match of up to 3% of base salary • A remote-friendly culture (with a San Francisco HQ) and full equipment provisioning to ensure you can work effectively from wherever you’re based. • Parental leave to support your family needs • Annual company-wide off-sites, team off-sites and regular team lunches and all-hands gatherings, with travel, lodging and meals covered • Flexible time off with no annual cap, company-wide holidays and an annual holiday shutdown from December 24–January 1 designed to support real rest and long-term sustainability.