Co-Founder & Executive Director

About the role

This position owns end-to-end growth and operations for Fe League, a mission-driven membership community that advances professionals toward executive leadership. The role focuses on membership growth, community experience design, organizational operations, external brand leadership, and collaboration with a founding team. You will define and drive the strategic vision for member acquisition and retention, expanding the community footprint across all program tiers while deepening engagement over time. You will own organizational operations, including budget management, partnership development, and the cultivation of sustainable structures that enable scalable impact. You will set the external brand narrative, positioning Fe League as a leading pathway for executive-ready professionals committed to meaningful leadership development. Collaboration with the six co-founders and the board of directors will be central, as you translate shared vision into aligned execution. You will coach and empower direct reports and stakeholders, hiring, developing, and holding people accountable for measurable outcomes. Success in this role will be defined by team outcomes, retention, delivery against revenue targets, and the long-term health of the community.

Key facts

What you'll do

Drive membership acquisition and retention strategies that expand the community footprint across all program tiers, growing the member base sustainably over time.

Own organizational operations end to end, including budget management, vendor relationships, and partnership development to sustain structure and enable scalable growth.

Design and iterate on the community experience, ensuring member journeys are coherent, value-rich, and aligned with executive leadership development outcomes.

Lead external brand initiatives, shaping positioning, messaging, and content that clearly articulates the Fe League value proposition to target professionals.

Establish and track revenue targets through membership performance and commission optimization, driving the financial health and viability of the organization.

Collaborate closely with the six co-founders and the board of directors to align strategy, resolve operational blockers, and maintain decision consistency.

Implement coaching and people practices that elevate team capability, accountability, and performance within an early-stage, high-ownership environment.

Evaluate and integrate tools, systems, and enterprise relationships to strengthen existing infrastructure and support efficient, professional operations.

Champion a culture of path-making and leadership development, translating theory into practical programs and experiences for members.

Use data and qualitative insights to iterate on programs, engagement models, and touchpoints, improving retention and lifetime value.

Represent Fe League in relevant professional and industry forums, building credibility and trust that support long-term community equity.

Balance autonomy with cross-functional influence, guiding stakeholders toward shared outcomes without relying on formal authority.

Comfortably navigate equity-forward compensation structures, making decisions that balance short-term needs with long-term value creation.

Demonstrate commercial instincts by owning revenue targets, managing costs, and identifying opportunities to create new value streams.

Requirements

Hold a bachelor's degree as a foundational requirement for the role.

Bring executive level coaching experience that supports the expansion of a coaching platform with additional value-add services.

Possess a deep passion for path-making and leadership development that accelerates leadership potential through professional or personal commitment.

Have a background in executive coaching, leadership development, organizational community building, or other directly relevant fields.

Maintain a strong existing network of professional communities that offers active support and reach in relevant markets.

Demonstrate entrepreneurial operating experience, evidenced by having built, sold, or launched a venture previously.

Show strong commercial instincts and comfort with owning revenue targets and driving membership growth in a measurable way.

Operate collaboratively with the ability to influence without formal authority and to work autonomously within a distributed team.

Exhibit comfort with an equity-forward compensation structure within the realities of an early-stage organization.

Be prepared to engage fully in a leadership hiring process that includes strategy, people, and values-based conversations.

Demonstrate resilience and judgment by having examined past decisions closely, including their consequences and resulting lessons.

Display commitment to leadership development that advances professionals up to executive levels within mission-driven environments.

Be willing to contribute to typical interview steps, including a strategy case, a people scenario, and a values conversation.

Nice to have

Preferred backgrounds in fields that directly support executive coaching and leadership development pathways.

Experience in building and scaling membership or community-oriented offerings from earlier stages.

Familiarity with collaborative tools and platforms that support remote-first, professional services operations.

An established presence in professional networks that intersect with executive and mid-senior level leaders.

Comfort navigating equity structures and early-stage compensation arrangements with clarity and confidence.

Practical notes

Work is fully remote with flexible arrangements.

Collaboration involves six co-founders and a board of directors.

The organization operates with established infrastructure and enterprise relationships.

Typical interview steps

Leadership hiring usually includes a strategy case, a people scenario, and a values conversation. Candidates may be asked to turn around a struggling team or plan for growth. Past results are examined closely, especially how decisions were made. Interviewers dig into specific decisions you made and their consequences. Preparing two or three decision stories with numbers and lessons is the best use of time.

Good to know

Membership organizations compound over time through community and coaching integrations.

Early-stage environments require comfort with equity structures and hands-on execution across growth and operations.

Leadership development focuses on advancing professionals up to executive levels.

Questions to ask

Good questions to ask the employer in the interview: what does success look like in the first six months, how is the team structured, what is the current biggest challenge, and how are decisions made. Asking about growth paths and the review process is also well received. Employers expect questions, and good ones show preparation.

Career growth

Leadership careers move from manager to senior manager, director, and executive roles. Each step adds more scope and more responsibility for outcomes. The best leaders keep learning how to delegate, communicate, and decide. Leadership careers reward a record of building and developing people. The higher you go, the more your communication shapes the whole organization.

About the company

Let us introduce ourselves. livingHR is the remote-first, professional services "work agency" created to make work better. We have served over 400+ organizations to provide human-centric, future-of-work ready, HR-managed services, professional services, and products to augment HR and People functions around the world.