The State of Chief of Staff Jobs

Over the last decade, the Chief of Staff role has emerged as a pivotal, cross-functional leadership position spanning industries and company sizes.

From industry concentration and geographic clustering to hiring practices, tenure, and job market shifts, the Chief of Staff role is undergoing a dynamic transformation. This report leverages fresh data (courtesy of our friend Jason Saltzman at LiveData Technologies) to uncover trends and insights in the State of the CoS job market. 

With a special focus on the challenges and opportunities in 2023 and a promising reversal for 2024 and beyond, we examine what the future holds for this role:

1. Industry Concentration: The Chief of Staff role is most prevalent in tech (25.7%) and banking & investment (17.6%), reflecting the need for strategic leadership in fast-moving, complex industries.
2. Geographic Hotspots: Chiefs of Staff are heavily concentrated in major economic hubs, with New York City leading at 16.1%, followed by the Bay Area (7.7%) and Los Angeles (4.7%), underscoring the role’s importance in economically dynamic, innovation-driven cities.
3. Hiring Trends: 64% of Chief of Staff hires come from external sources, while 36% are promoted internally, suggesting that companies are increasingly seeking fresh perspectives from outside the organization to drive strategic change.
4. Job Market Recovery: After a challenging 2023, when only 56.2% of Chiefs of Staff found roles within three months, the job market rebounded slightly in 2024, with 58.1% securing new positions within the same period, signaling renewed demand for the role.
5. Average Tenure: Chiefs of Staff typically stay in their roles just over two years, reflecting the high-intensity nature of the position, often serving as a stepping stone to more senior leadership opportunities within or outside the organization.

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The nearly 30% jump in Chief of Staff roles since 2019, driven primarily by smaller companies, offers a fascinating glimpse how firms utilize Chiefs of Staff. It’s easier to start a startup than ever; these days the challenge is to get the business ready for growth – in this environment where even small firms are increasingly grappling with big, complex problems, the Chief of Staff has emerged as a secret weapon.

Traditionally, the Chief of Staff was seen as a role for large corporations, a right-hand to the CEO in massive organizations. But now, companies with fewer than 100 employees are finding they can’t do without one. Why? Because the modern company—no matter its size—faces unprecedented challenges: economic headwinds, AI transformation, and the pressure to grow constantly. And it turns out that the Chief of Staff, with their ability to navigate complexity and drive action across the business, is exactly what’s needed.

But here’s the twist: the data shows a leveling off in 2023, with the lowest headcount growth in the period covered. What does that mean? The pandemic hiring surge has obviously crashed, with waves of layoffs seemingly every week. But this isn’t the end of the Chief of Staff story—the role is already coming back in 2024, with almost double the growth of last year.

For those aspiring to this role, the lesson is clear: look to smaller, fast-moving companies. These are the places where Chiefs of Staff are not just needed but indispensable, where you’ll be called on to think strategically and execute flawlessly.

For companies seeking to hire, this role is no longer a luxury—it’s a necessity. Smaller firms need Chiefs of Staff who can do it all, while larger firms may start to use them in more specialized ways. Either way, the Chief of Staff is needed, and those who understand that will be more nimble and effective than their peers.

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This chart reveals a story of diverse origins—how leaders from a broad range of functions are ascending to one of the most strategic roles in today’s organizations. Over 7,200 new hires in 2024 paint a clear picture: the path to Chief of Staff is not linear, and the role itself is a reflection of modern business complexity.

Operations and management are, unsurprisingly, the largest sources. Nearly 12% of Chiefs of Staff come directly from the C-suite, and another 10% from VP roles in this function. This makes sense—those who run the internal mechanics of a business are primed to step up, aligning leadership with execution. The critical takeaway here? Operational expertise is not just relevant, it’s the fast track to the CoS role.

Most curious is the idea that CXOs might become CoS later in their career. Our data shows the following breakdown of CXO to CoS by company size:

• Headcount <1000: 88%
• Headcount <500: 83%
• Headcount <100: 67%
• Headcount <50: 60%

The data shows that more than half of CXOs who transition to Chief of Staff roles do so at companies with fewer than 50 employees, a compelling insight that suggests many of these individuals could be former founders or early-stage executives who were acqui-hired. In such small organizations, former CXOs often take on the CoS role to provide operational structure, strategic alignment, and growth leadership without needing the formalities of traditional executive titles (or the fear of being leveled in the future). These leaders are uniquely equipped to manage the chaos of rapid scaling, leveraging their previous experience in driving strategy while adapting to a more hands-on, flexible approach. The trend highlights how, in smaller companies, the CoS role may act as a bridge between visionary leadership and day-to-day execution, enabling businesses to maintain agility while scaling.

But here’s the unexpected part: go-to-market (GTM) functions, including sales and marketing, are a growing feeder for CoS positions. Staff, managers, and directors from these teams represent nearly 15% of new CoS hires. This signals that the modern Chief of Staff needs more than operational prowess—they must understand how market dynamics and customer-facing initiatives play into broader company strategy. This is true because most companies are fighting for profitability in the face of severe economic headwinds; the CoS can no longer be a cost-center but must drive revenue.

Engineering and product roles are also emerging as key sources of CoS. Roughly 12% of new hires came from these functions, reflecting the rising demand for technical expertise in leadership. As businesses have become more tech-centric, having a Chief of Staff who understands innovation cycles and product development has become critical.

For those aiming for the role, the chart highlights a crucial point: versatility matters. Experience in operations is valuable, but exposure to commercial, technical, or financial skills can give candidates a significant edge.

For companies hiring, this chart tells them not to limit their search to traditional backgrounds. Whether they need someone with deep operational roots or a more specialized lens on product or sales, Chiefs of Staff are evolving into hybrid leaders capable of driving diverse, complex agendas.

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The chart reveals an intriguing pattern: companies seeking Chiefs of Staff are targeting a specific echelon of organizations that have honed strategic thinkers. McKinsey & Company tops the list, contributing 1.2% of all external hires for the role in 2024, followed closely by Microsoft, Deloitte, and Google. Consulting firms like McKinsey, Boston Consulting Group, and Bain dominate the upper tiers, reinforcing the idea that companies are hungry for Chiefs of Staff who excel in problem-solving, systems thinking, and influencing leadership—all hallmarks of a consulting background.

While people commonly think that a consulting or other professional services background is required for a CoS role, the regular suspects in these industries only account for a handful of percentage points in the chart. What is not captured is the 90%+ of firms that feed the CoS role; indeed, the CoS background is far more varied than we’ve come to believe.

With that said, we’ll continue to see increasing cross-pollination between consulting, banking, and tech, unlike the early 2010s when consultants and bankers were shunned in tech. But we’ll also see more and more industries represented as pathways into the CoS role. 

For aspiring Chiefs of Staff, the lesson is clear: focus on acquiring diverse experience that balances high-level strategy with on-the-ground execution. Whether you come from consulting, tech, finance, or another industry, the ability to apply problem-solving, systems thinking, persuasion, and influence will set you apart.

For companies hiring Chiefs of Staff, look beyond the traditional consulting or corporate pedigree. The best candidates are those who’ve thrived in environments where they had to balance competing priorities and lead through complexity. The next wave of Chiefs of Staff will need to be versatile, capable of managing ambiguity, and adept at turning vision into reality. 

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This chart, showing that 64% of Chiefs of Staff are external hires versus 36% promoted internally, speaks volumes about how companies approach this role. The fact that nearly two-thirds of Chiefs of Staff are recruited from outside the organization suggests that businesses are often looking for fresh perspectives—individuals who bring outside experience and a different lens to organizational challenges. It’s not just about leadership alignment, but about injecting new thinking into the C-suite. Companies likely see external hires as a way to accelerate innovation, add expertise from other industries, or introduce novel problem-solving skills from different environments.

However, with 36% of CoS roles filled by internal promotions, there’s clearly still value in leveraging internal talent—particularly those who already have intimate knowledge of the company’s culture and operational nuances. This internal pipeline might reflect a focus on nurturing high-potential employees into roles that require close alignment with leadership vision, positioning them to bridge the gap between strategy and execution seamlessly.

Looking ahead, as businesses face increasingly complex environments, we may see this ratio shift. Companies might lean even more heavily on external hires to bring specialized knowledge in fast-changing industries like tech, while smaller firms or more insular industries could favor promoting internally to ensure cultural and operational continuity.

For aspiring Chiefs of Staff, here’s the takeaway: if you're looking to transition into this role, external opportunities abound, particularly for those with diverse backgrounds. But don’t discount internal pathways—high-performers within organizations with a clear understanding of the internal landscape remain competitive candidates. You might be able to convince your leadership to test out the CoS role! 

For companies hiring Chiefs of Staff, the choice between promoting internally or recruiting externally should hinge on your needs. Do you need a fresh perspective to shake up the status quo, or an insider who can optimize existing processes? Understanding these dynamics will help you shape a CoS role that adds maximum value.

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The chart reveals that the Chief of Staff role is predominantly concentrated in the tech industry, which employs a significant 25.7% of all Chiefs of Staff—far more than any other sector. Following behind, banking and investment comes in at 17.6%, illustrating the demand for professionals who can align the vast hierarchies in financial firms. This tells us something crucial about the evolving expectations of the Chief of Staff role—it thrives in environments that require navigating fast-paced change, managing complex cross-functional projects, and aligning diverse teams with broader business objectives.

The distribution of Chiefs of Staff across industries shows where the role is most critical, with tech and finance leading due to their inherent complexities. Non-profits, defense, and consulting also stand out with significant representation, reinforcing the idea that strategic oversight, operational alignment, and cross-functional leadership are increasingly in demand in organizations facing tight budgets, regulatory scrutiny, or the need to drive innovation.

It’s also notable that some industries with inherently intricate operations—such as biotechnology, pharmaceuticals, and telecommunications—employ far fewer Chiefs of Staff. This suggests that there may be untapped potential for adopting the role to foster alignment, manage large-scale projects, or navigate regulatory landscapes more effectively.

For aspiring Chiefs of Staff, the tech and finance sectors offer the most opportunity, but those looking to carve out a niche might consider emerging industries where the role is less established.

For companies hiring Chiefs of Staff, understanding the complexity and demands of your industry is key. The sectors leading in Chief of Staff employment recognize the need for a role that balances strategy with execution, and organizations in other industries may need to follow suit if they want to keep pace in a rapidly changing market.

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This chart vividly maps the geographic concentration of Chiefs of Staff, showing that New York City dominates the landscape, with 16.1% of all active Chiefs of Staff located there. This reflects the city’s status as a global business hub, particularly in finance, tech, and media—industries that demand the strategic coordination a Chief of Staff can provide. The Bay Area, a tech epicenter, follows with 7.7%, highlighting the role's importance in navigating the fast-moving, high-growth nature of Silicon Valley startups and giants alike. Other notable cities include Los Angeles (4.7%), Washington D.C. (4.1%), and Boston (3.8%).

What’s clear from this data is that Chiefs of Staff are clustering in major economic centers—places where industries are scaling rapidly and organizational complexity is at an all-time high. It’s no surprise that the largest share is in New York City, where financial firms, media conglomerates, and tech companies intersect, driving demand for high-level strategic roles that balance day-to-day operations with executive alignment.

As businesses increasingly operate on a global scale, expect this geographic concentration to slowly diffuse. Remote work trends and the need for agile, strategic leaders could push more Chiefs of Staff into smaller, secondary cities as companies embrace more distributed leadership models. This trend could bring new opportunities for talented individuals outside the traditional hubs to step into the role.

For aspiring Chiefs of Staff, this means New York and the Bay Area remain prime locations for opportunities, but expanding your reach into emerging cities with growing industries could offer unique advantages. For companies hiring Chiefs of Staff, this data highlights the importance of being competitive in these key markets, but also presents a chance to tap into the rising pool of talent in less traditional areas, offering flexibility and cost benefits while maintaining top-tier leadership.

Note: this chart focused on the US only, given the enormous fraction of global CoS that are US-based.

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This chart paints a striking picture of how Chiefs of Staff have navigated the job market over the past few years, especially after a turbulent 2023. In 2023, only 56.2% of Chiefs of Staff found new roles within three months—a sharp decline from the stability of previous years, where the figure hovered around 67%. Yet, 2024 shows signs of recovery, with 58.1% of Chiefs of Staff securing positions within the same timeframe.

The dip in 2023 likely reflects broader economic uncertainty, layoffs, and hiring freezes, with companies hesitating to fill non-revenue-generating roles during times of financial instability. The Chief of Staff role, often seen as a luxury that doesn’t directly drive revenue, may have been particularly vulnerable. However, the modest rebound in 2024 suggests companies are reawakening to the necessity of this role as the economic climate stabilizes. The increased hiring speed likely signals that businesses are recognizing the strategic value Chiefs of Staff bring—especially as organizations rebuild or adapt to post-pandemic realities. After all, the CoS can drive profitability via cost-cutting and efficiency.

Looking forward, we can expect this upward trend to continue. As companies embrace new, flexible business models and face ongoing complexity, the need for Chiefs of Staff will grow, driving faster re-entry into the job market for displaced leaders.

For those seeking Chief of Staff roles, the key takeaway is persistence—the market is bouncing back, and opportunities are re-emerging. For companies hiring Chiefs of Staff, 2024 is a pivotal time to attract top-tier talent from a candidate pool that may still be navigating the fallout from 2023’s disruption. Timing your hires to capture these leaders as they reenter the market could provide a competitive edge as the role becomes more crucial than ever.

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This chart tracks the average tenure of Chiefs of Staff, showing that, on average, Chiefs of Staff stay in their roles for around two years. What’s striking is the consistency of this figure across the 2019-2023 period, with some minor fluctuations but always hovering around the two-year mark. The tenure dips slightly during 2021 and 2023, likely reflecting the broader disruption in the job market and organizational instability due to the pandemic and its aftermath.

The Chief of Staff role is often designed to be temporary—a launching pad to higher executive positions or a strategic role for a specific organizational transition. Two years seems to be the sweet spot: long enough to drive meaningful change, but short enough to avoid role stagnation. This reflects the nature of the position—intense, high-impact, and often tied to a specific strategic initiative or leadership need.

Looking ahead, we can expect this two-year average to hold steady. As the business environment becomes increasingly complex, the role of the Chief of Staff may expand in responsibility but remain a transitional, high-intensity position. Companies may look to shorten the rotation further or extend it based on strategic goals, but flexibility will likely remain key.

For aspiring Chiefs of Staff, this means viewing the role as an impactful short-term opportunity to drive change before transitioning to another leadership position. For organizations hiring Chiefs of Staff, this tenure data reinforces the need to be strategic with succession planning, ensuring that as Chiefs of Staff rotate out, there’s a clear path for their next step—and for the next Chief of Staff to step in.

While the hiring landscape saw significant disruption in 2023, the rebound in 2024 indicates a renewed appreciation for the strategic value that CoS provide. With most hires coming externally, and tenure averaging around two years, it’s clear that this is a role built for flexibility and impact, often serving as a stepping stone to even greater leadership opportunities. If you're looking to pivot into a Chief of Staff role or optimize your current Chief of Staff career path, the Chief of Staff Network can provide the tools and support you need to succeed - sign up today!

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