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part-time executive recruitment

Hire a Part-Time Chief of Staff

Hire a Part-Time Chief of Staff: design a continuing employed CEO-office seat for fewer hours, including its authority, working days and a clear response path outside them.

Brief us on this role →
Chief of Staff briefChoose a part of the brief

Part 01 / 04

Employment

Set the continuing role, reporting line, agreed hours and employment terms.

Hire a Part-Time Chief of Staff: what must the role own?

Set the continuing role, reporting line, agreed hours and employment terms.

EmploymentSet the continuing role, reporting line, agreed hours and employment terms.
Meeting rhythmPlace leadership and CEO meetings within the working pattern where possible.
Decision rightsDefine what the seat can settle and what waits for the CEO or another leader.
CoverName who handles urgent board or leadership requests outside agreed hours.

Role reference: Acas: part-time workers’ rights. Acas defines part-time by fewer hours than a comparable full-time worker and explains protection against less favourable treatment.

What changes when the Chief of Staff is part-time?

Part-time describes an employee’s hours, not a lesser strategic seat. A chief of staff employed on fewer days still needs access to priorities and a fair way to participate in the executive rhythm.

part-timeChoose a part of the brief

Part 01 / 04

Employment

Define the employed part-time role and its continuing responsibilities.

How would this work in a real brief?

The hiring decision becomes clearer when the work and its boundary are written down together.

Illustrative brief · an organisation with a steady part-week mandate

A CEO needs a continuing owner for leadership priorities and board preparation, but the planned work fits fewer than full-time hours.

The employed part-time chief of staff prepares the executive cycle and follows decisions through on agreed days.

The appointment owns

The employed part-time chief of staff prepares the executive cycle and follows decisions through on agreed days.

Another owner retains

The CEO keeps reserved decisions; a named senior colleague receives urgent issues outside the agreed hours.

How should you assess Chief of Staff candidates?

Put the same work and evidence in front of each candidate before comparing answers.

The evidenceChoose a part of the brief

Part 01 / 04

Continuity

Ask how the candidate would keep an executive decision record usable between working days.

Acas recommends a consistent, fair selection process: choosing who to interview.

Does this hiring pattern fit the work?

Test the amount of the week, the expected end and the continuity needed before writing the contract.

How much of the week does the work fill?
Is this a defined assignment with an end?
For a continuing part-week role, is this an employee?

The working pattern · part-time

A part-time Chief of Staff

An employee holds a continuing seat for fewer hours. Agree the schedule, employment terms and cover outside working hours.

Read the part-time Chief of Staff hiring brief →

What must happen before the Chief of Staff starts?

Agree hours, days, reporting line and benefits in the employed role.

A clear startChoose a part of the brief

Part 01 / 04

Contract

Agree hours, days, reporting line and benefits in the employed role.
  1. 1

    Contract

    Agree hours, days, reporting line and benefits in the employed role.

  2. 2

    Access

    Provide the board calendar, current priorities and executive contacts.

  3. 3

    Cover

    Introduce the person handling urgent matters outside the working pattern.

  4. 4

    First cycle

    Run one leadership meeting and review the work that crossed a non-working day.

A useful Chief of Staff brief names the decision, the working pattern and the evidence before it names a candidate.

What should the brief say?

Hire a Part-Time Chief of Staff begins with employment, a stated working pattern and the evidence you will ask every candidate to show.

15 minutes · video or phone

Brief us on a Chief of Staff

Tell us what the role must own, how it will work and when it must start.

  1. 01A brief built around the decisions and working pattern.
  2. 02A shortlist of 3–5 with pay or day rate, availability and IR35 position set out.
  3. 03Five-stage vetting before a candidate reaches you.
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  1. A shortlist of 3–5, each with day rate, availability and IR35 position
  2. Fractional, interim, part-time, temporary or permanent — and non-executive directors
  3. Every candidate through our five-stage vetting
  4. Your briefs and their candidates, in one room
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