Job Details

We are hiring a Chief Operating Officer to serve as the 2 leader of Law Mother and take ownership of building the operational structure, leadership systems, and execution engine required to support the firm's next phase of growth. This role exists to evolve Law Mother from a high-performing, founder-led business into a scalable, structured organization capable of sustained multi-state expansion. Following a structured onboarding and immersion period of approximately 90 days, where you will work closely with the founder, leadership team, and key departments to gain a deep understanding of the business, you will transition into full ownership of building and leading the firm's operational structure. Open to periodic (quarterly) travel to ensure strong in-person leadership and collaboration This is not a role where you personally execute every function. Instead, you will: Design and install a clear operational structure across the firm Define who owns what, how success is measured, and how performance is managed Build a system where teams and leaders are accountable for outcomes Operate as the integrator of the firm's revenue and operations systems, ensuring growth, capacity, and execution are aligned Lead marketing and sales team in the execution of growth initiatives, including expansion into Michigan and Florida Manage AI integration Please Submit a Video Cover Letter: Please submit a 60 second video cover letter to Camila@Lawmother.com We're Building Something Different Law Mother is an estate planning and elder law firm on a mission to make generational wealth accessible to everyday families. We have over 3 million social media followers, a nationally recognized founder, and a growing practice across Colorado, Michigan, and Florida. While we are committed to growth, our dedication to client service and maintaining a high standard of execution must be maintained as we grow. We're not a stuffy law firm. We're a brand with a law firm inside it, and we're growing fast. Compensation: $100,000 - $150,000 yearly plus performance-based bonuses Responsibilities: What You'll Lead & Build Operational Leadership & Firm Execution Lead the firm's day-to-day operations through a structured leadership system Establish a consistent operating rhythm (meetings, scorecards, reporting cadence) Manage AI integration. Ensure each department has: Clear ownership Defined responsibilities Measurable outcomes Reduce reliance on the founder for day-to-day execution and decision-making Revenue & Sales System Leadership Own the performance and scalability of the firm's revenue engine, including: Lead intake Strategy session conversion Sales capacity and throughput Alignment between sales and fulfillment Act as the operator responsible for revenue system performance (without personally selling), ensuring: Each stage of the pipeline has clear ownership Conversion metrics are defined, tracked, and actively managed Performance issues are identified and addressed quickly Partner closely with attorneys and intake leadership to: Improve conversion consistency and client experience Ensure sales activity aligns with operational capacity Address gaps between what is sold and what is delivered Establish accountability for revenue-driving roles by: Defining expectations for consult conversion and performance Implementing reporting that ties individual performance to firm outcomes Ensuring consistent follow-through and pipeline management Identify and resolve bottlenecks across the full revenue cycle: Lead quality - intake - consult - engagement - fulfillment Apply and adapt the firm's revenue system to support expansion into Michigan, ensuring that lead flow, conversion, and capacity are aligned within a new market Ensure the firm can scale revenue without creating operational breakdowns Accountability Structure, Team Performance, and Leadership Development Design and implement a firm-wide accountability structure, including: Clear reporting lines Defined ownership across all roles and functions Department-level accountability for results Build and implement: Strong job descriptions Role-specific KPIs Performance expectations across all teams Establish and reinforce a culture of accountability where all team members are clear on expectations and consistently responsible for outcomes Ensure that ownership of outcomes is distributed across the organization, not centralized, by clearly defining who is responsible for driving each key metric Foster a culture of leadership development throughout the leadership team and other levels of the organization Systems, SOPs & Execution Discipline Audit and refine existing SOPs across departments Ensure SOPs are not simply documented, but: Understood Adopted Maintained and improved over time Establish ownership of SOPs at the department level Create a system where processes are consistently followed and evolve with the business Expansion Execution Michigan will serve as one of the firm's first scaled markets and a proving ground for building a repeatable model for future expansion Own the operational and revenue system execution of expansion across Colorado, into Michigan, and Florida Translate the firm's existing model into a repeatable, scalable structure that can function effectively in a new market Determine and implement: Market-specific operational infrastructure (virtual vs. in-person workflows, signing logistics, personnel) Hiring and team structure required to support local demand Adjustments to intake, sales, and delivery processes based on market dynamics Ensure expansion is not simply growth, but replication of a functional system, including: Clear ownership across roles Defined metrics and accountability Alignment between sales and fulfillment Identify and adjust internal systems, roles, and processes to support multi-market scalability Ensure expansion occurs without creating breakdowns in client experience, team performance, or operational consistency Founder Transition Absorb operational decision-making currently handled by the founder Become the primary leader for day-to-day execution and team alignment Allow the founder to focus on: Vision Brand Strategic growth initiatives Organizational Development As the firm grows, assess and evolve: Team structure Leadership capacity Communication flow across departments Ensure the organization develops in a way that supports: Alignment Scalability Long-term team effectiveness What Success Looks Like in 2026 A clear accountability structure exists across the firm Every role has defined ownership and measurable KPIs Revenue performance is consistent, predictable, and aligned with the firm's operational capacity Intake, sales, and operations are aligned and functioning as a system SOPs are actively used and maintained across departments Michigan and Florida's expansion is executed as a successful model for future market growth The firm operates smoothly without the founder's involvement in daily decisions Qualifications: Please Submit a Video Cover Letter: Please submit a 60 second video cover letter to Camila@Lawmother.com Ideal Candidate 5 years in operations leadership (COO, Integrator, or equivalent) Proven experience scaling a service-based business (law firm strongly preferred) Experience building structure in a fast-growing or evolving environment Strong Understanding Of: Sales and Marketing systems (intake, conversion, pipeline management) Operational infrastructure Team accountability systems AI systems and processes Demonstrated Ability To: Define roles and ownership across teams Build and implement KPI-driven performance systems Align revenue and operations to support growth Comfortable Leading: Attorneys Operators Support staff across functions Decisive, structured, and execution-focused Bonus Qualifications: Experience with estate planning or legal services Experience with multi-state expansion Familiarity with EOS, 90, or similar operating systems About Company Law Mother is an estate planning and elder law firm on a mission to make generational wealth accessible to everyday families. We have over 3 million social media followers, a nationally recognized founder, and a growing practice across Colorado, Michigan, and Florida. While we are committed to growth, our dedication to client service and maintaining a high standard of execution must be maintained as we grow. Core Values: Clients First: We listen before we talk. Estate planning is personal, so we focus on building relationships. Do the Right Thing: We do what we say we'll do. We own our mistakes. Onward and Upward: We look for better ways to do things. High Vibe Tribe: We have fun at work and support each other. That positive culture shows up in how we treat clients. WHLAW2 Compensation details: 100000-150000 Yearly Salary PI428f5ac7f9d2-25448-40404770a25371ca-cde7-4fb6-ba87-2cf40b156c8b