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Only One runs campaigns that change minds and shape policy. Our international team of experts specializes in strategic communications, movement building, and public advocacy to drive impactful ocean and climate policy worldwide. Our philanthropically funded work focuses on supporting and amplifying the efforts of partners — both globally and in key regions — to restore ocean health and unlock the ocean’s potential as a climate solution.

About Only One

Only One is a campaigning organization set up to protect the ocean and stabilize the climate. We build campaigns that move governments, industry, and institutions, working alongside partners, scientists, creators, and communities around the world.

Since 2020 we have grown to a team of 25, spread across multiple countries and time zones. We are small for the scale of what we take on, which means everyone here has real ownership and the work moves quickly.

About the role

We’re hiring a Chief of Staff to sit on our leadership team, work closely with the CEO, and hold the machinery that lets a small organization run a large agenda.

This role builds on strong foundations. The current Chief of Staff has been in the role for two years, and depending on start dates we intend a proper overlap between them and their successor.

This is the role that connects intention to action. You’ll own how we plan: setting the annual cycle, translating strategy into priorities teams can act on, and tracking whether we’re getting there. You’ll own how we decide: guiding the leadership team, holding the decision record, and making sure what gets agreed actually lands. You’ll own how we’re held accountable: four board meetings a year, our committees, and our obligations as a US non-profit. And you’ll hold the line between money and mission, keeping our funding pipeline pointed at our strategic priorities rather than pulling us away from them.

A lot of this work takes the form of writing. You’ll produce board papers, strategy documents, and the memos that help a team understand a difficult decision. Alongside that, you’ll lead one or two special projects at any time: pieces of work that need a senior owner but don’t sit with any one team, such as standing up a new function, or working out how we grow without losing what makes us effective.

It’s a broad role, deliberately. If you like holding the whole picture, working closely with a CEO, and building the systems that let ambitious people do their best work, this role will suit you. You’ll also be doing it in service of something that matters, at a moment when the decisions being made about the ocean will hold for decades.

What you’ll do

Strategic planning and priorities

• Own the annual planning cycle, from goal setting to quarterly tracking.
• Translate long-term strategy into clear priorities that teams can act on week to week.
• Spot where priorities collide, on timing, budget, or capacity, and force the trade-off early.

Leadership team and decision-making

• Run the leadership team’s operating rhythm: agendas, pre-reads, decisions, and follow-through between meetings.
• Design and facilitate the sessions where the hard calls get made, surfacing disagreement while it can still change the outcome.
• Hold the decision record, so what was agreed is written down and stays agreed.

Board and governance

• Plan and deliver four board meetings a year, including agendas, board packs, and minutes.
• Prepare the CEO for board meetings, chair conversations, and committee cycles.
• Support board composition, recruitment, induction, and committee operations.
• Hold risk oversight and our compliance obligations as a US 501©(3).

Fundraising oversight

• Hold the organization-level revenue picture: what’s secured, what’s in the pipeline, and what’s at risk.
• Check that restricted and unrestricted income supports our strategic priorities, and escalate when it doesn’t.
• Bring development into planning, so revenue targets are set alongside organizational goals.
• Translate strategy into our case for support, and hold quality on major proposals and reports.

Internal communication

• Connect the leadership team with departments, and keep information moving in both directions.
• Shape how significant news is framed and delivered, including at all-staff moments.
• Make sure people understand not just what was decided, but the reasoning behind it.
• Surface what teams are hearing and seeing that leadership needs to know.

Writing and special projects

• Produce board papers, strategy documents, memos, and organization-level narrative.
• Turn workshops, listening exercises, and messy conversations into documents people can act on.
• Lead discrete, time-bound initiatives that sit outside any standing function.
• Expect special projects to be around a fifth of the role, scoped with the CEO each year.

CEO support

• Act as a thinking partner on priorities, sequencing, and what reaches the CEO.
• Prepare the CEO for significant internal and external moments.
• Draft on the CEO’s behalf, and represent them in rooms where appropriate.
• Serve as a confidential sounding board on people, decisions, and risk.

Who you are

• 6+ years in senior strategy, operations, or organizational leadership roles.
• Breadth across most of the responsibility areas above, rather than depth in one.
• A track record of running planning cycles and holding senior teams to what they committed to.
• A strong writer, comfortable producing board-level and funder-facing material.
• Experience with governance, whether through board support, committee work, or compliance.
• Enough fluency with fundraising to read a revenue pipeline and hold quality on major proposals.
• Comfortable holding oversight of work you don’t control, and raising issues without owning the fix.
• A campaigning, NGO, or agency background is helpful but not essential.
• Willing to flex hours to work with a global team.

How you show up

You make trade-offs visible. When everything is a priority, you say so out loud and force the choice. You’d rather have the awkward conversation in advance than let the team discover the problem during the crunch.

You hold the whole picture. You see how a hiring decision, a funder condition, and a campaign timeline connect. You spot the collision early, and you raise it while there’s still time to do something about it.

You write to make things happen. Your writing changes what people do, not just what they know. You can take a messy, unresolved conversation and turn it into a document a board could act on.

You chase, kindly. You’re comfortable asking where something is and holding people to what they said. You escalate early when you need to, and you never make it personal.

You are service-minded. You measure success by whether other people can do their work better. You’re glad when something you built gets used, and untroubled by not getting the credit.

You thrive on teamwork. You bring humor, humility, and kindness to a fast-paced environment. You know that everyone here plays an essential role, and you treat them that way.

What we offer

• Salary range: $140,000–170,000 USD, based on experience
• Fully remote working, with a global team and flexible hours
• Generous paid time off, plus organization-wide winter and summer breaks
• Health, dental and vision coverage, or a local equivalent depending on your location
• An annual professional development budget
• An annual full-team retreat

Equal opportunity

Only One is committed to building a workforce of individuals with diverse backgrounds, abilities, and identities. We are proud to be an Equal Opportunity Employer and consider all qualified applicants without regard to race, color, religion, national origin, sex, gender identity, sexual orientation, age, disability, veteran status, or any other characteristic protected by law.

To apply

The preferred deadline to apply is Monday, October 12, 2026. Please upload your resume, writing sample and respond to the application questions. This search is being supported by NRG Consulting Group. Please reach out to megan@nrgconsultinggroup.org and cc jobs@nrgconsultinggroup.org with any questions.

About ReKlame Health

Sixty million adults experience mental health challenges in the United States, yet one-third lack access to proper care. Opioid overdose is the number one cause of death for people under 50 in the United States.

We are a clinician-led, tech-enabled provider group that exists to provide culturally competent behavioral health care addiction care, medication management, crisis intervention, and care coordination for people working towards taking back control of their lives, while expanding access to care.

Our vision at ReKlame Health is to create a future where individuals who have historically been unable to access the care they deserve can readily obtain high-quality behavioral health and addiction care.

At ReKlame Health, it goes beyond mere employment; it’s about becoming a part of a formidable movement transcending individuality. Let’s unite and forge a world where health equity and effortless access to exceptional mental healthcare can co-exist.

ABOUT THE CAREER OPPORTUNITY

As Chief of Staff, you will serve as a force multiplier for the CEO, reducing operational friction, driving strategic initiatives, and expanding executive bandwidth to focus on the highest-leverage problems in the business. This means identifying complex, high-stakes issues before they’re fully defined, shaping them into clear decisions, and seeing them through to completion whether that involves building the framework, running the analysis, or owning work that hasn’t yet found a home.

This is not a role for someone who steps away once the presentation is finished. It demands the judgment to know when to delegate, when to escalate, and when the fastest path forward is simply to execute it yourself.

The seat beside the founder and CEO of a fast-scaling, multi-state behavioral health company where strategy either becomes execution, or it doesn’t.

WHAT YOU’LL OWN

• Operating cadence. Design and run the company’s meeting and planning system, including the weekly leadership meeting, monthly business review, and quarterly planning. Set the agenda, drive decisions to a conclusion, capture owners and deadlines, and chase them until they’re closed.

• Goals and metrics. Build and maintain the company’s OKR and KPI infrastructure. Define the small number of metrics that matter (patient access and wait times, clinician utilization and capacity, retention, collections, growth), ensure they are reported reliably, and surface variance early rather than at quarter-end.

• Follow-through on behalf of the CEO. Track every open commitment across the leadership team. Escalate what is stuck, unblock what you can yourself, and make sure nothing important dies quietly.

• Decision support. Turn messy questions into decision-ready analysis — memos, models, options with trade-offs and a recommendation. Examples: should we enter a fourth state; what does our clinician hiring plan need to look like to hit next year’s growth; what is at risk?

• Leadership communication. Prepare board materials, investor updates, and internal all-hands content. Own the narrative quality and the accuracy of the numbers behind it.

• Special projects. Take on whatever is currently the biggest constraint on growth — a payer contracting push, a clinician onboarding redesign, a new partnership, a systems migration — and run it end-to-end until it can be handed off to a permanent owner.

• CEO leverage. Protect the CEO’s time and attention. Prioritize ruthlessly, prepare him for what matters, represent him where appropriate, and give him honest counsel in private.

WHAT YOU BRING

• 7+ years of experience in management consulting, investment banking, or private equity; operations experience in high-growth health care startups; or a prior chief of staff role. (experience in health care is required)

• A demonstrated record of owning cross-functional work end-to-end not just analyzing or advising, but shipping and owning if you have to.

• Strong analytical and financial fluency. You are comfortable building a model, interrogating a dashboard, and distinguishing a real signal from noise.

• Exceptional written communication. You can condense a complicated situation into a single page that an executive leader or a board member can act on.

• The judgment and presence to hold senior people accountable or influence people without formal authority, and the discretion to handle sensitive information about people, finances, and strategy.

• Genuine comfort with ambiguity. You are energized rather than stalled by a problem nobody has scoped yet.

• Alignment with our mission. You care about equitable access to mental health and addiction care, and you can work credibly with clinicians and operators.

WHAT SUCCESS LOOKS LIKE

• First 30 days. You understand the business, the care model, the unit economics, the clinician pipeline, and the constraints. You have met the leadership team and formed a candid view of where execution is breaking down.

• First 90 days. The operating cadence is running: agendas are set, decisions are logged, commitments are tracked, and metrics are reported on a reliable schedule. The CEO has stopped being the sole source of follow-up. You can demonstrate that you have reduced the CEO cognitive overload.

• First year. The leadership team hits its quarterly goals with fewer surprises. Two or three significant initiatives have shipped under your ownership. Executive communication is consistently sharp. The CEO’s time has visibly shifted toward the work only he can do.

COMPENSATION & GROWTH

Salary: 150,00 to 170,000

Upside: Performance-based bonus + equity, e.g., stock options

Location: Hybrid, 4 days per week in the office

BENEFITS & PERKS

We invest in our team’s health, security, and growth:

Health: Medical, dental, and vision coverage.

Financial & well-being. 401(k) with company matching, Short-Term Disability, Flexible Spending Account (FSA), Health Savings Account (HSA), and an Employee Assistance Program (EAP) through Spring Health.

Time off: 21 days of PTO plus 8 company holidays.

EQUAL EMPLOYMENT OPPORTUNITY STATEMENT

ReKlame Health provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity or expression, national origin, age, disability status, protected veteran status, or any other characteristic protected by federal, state, or local law. ReKlame Health considers several factors to ensure a fair and competitive offer when evaluating compensation packages. These include the role’s scope and responsibilities, the candidate’s work experience, education, and training, and their essential skills. Internal peer equity is also examined to maintain balance within the organization. Additionally, current market conditions and overall organizational needs are crucial in shaping the final offer. Each aspect is thoughtfully reviewed before an offer is extended, ensuring a comprehensive and equitable approach.

FRAUDULENT RECRUITING ACTIVITY DISCLAIMER

Please be aware of fraudulent recruiting activity carried out by individuals or organizations claiming to represent ReKlame Health. ReKlame Health does not make job offers without an interview process and will never request payment, gift cards, cryptocurrency, or personal banking information from candidates. Official recruiting communications will be sent by authorized representatives through official company email addresses. Candidates should exercise caution and report suspicious activity.

Learn more about us at www.ReKlamehealth.com

*We never ask for money or sensitive personal information during the job application process. If you receive an email or message claiming to be from us that requests such information, please do not respond and report it as a scam.

AI USE IN HIRING DISCLOSURE

ReKlame Health uses an automated tool to help screen and score applications for this role. The tool evaluates skills, experience, and qualifications described in your application against the requirements for this position. This tool assists our hiring team but does not make final hiring decisions. All hiring decisions are made by ReKlame Health employees. If you would like to request an alternative selection process, or have questions about how this tool is used, contact hello@reklamehealth.com.