Founder
Vision, mission, brand, capital relationships, strategic sales, enterprise architecture and founder-reserved matters.
Executive opening · South Florida
President & Operating Partner — Co-CEO Track
I am looking for a true operating counterpart—someone capable of challenging me, keeping pace, developing leaders and turning the Quick & Easy mission into disciplined company-wide execution.
Theodore Keith Griffin Jr. · Founder & President
The mandate
An equal operating standard—not competing control.
Quick & Easy is recruiting one senior operating executive to build beside the founder and turn an ambitious South Florida automotive platform into a disciplined, scalable company. This is not an assistant role and the Co-CEO title is not granted on arrival. The selected executive enters a paid 90-day operating period as President & Operating Partner, with written authority, measurable outcomes and direct access to the founder. After documented performance, the company may consider a board-approved Co-CEO appointment and performance-vesting equity under separate signed agreements.
Operating partner
Weekly execution, leadership cadence, staffing delivery, service capacity, operating budgets within written limits and accountable follow-through.
Joint or board
Annual plan, executive appointments, material debt, equity, acquisitions, major capital commitments and any Co-CEO appointment.
What the work requires
Bring structure to intensity.
The strongest candidate will be calm under pressure, direct in disagreement, financially disciplined, people-centered and relentless about documented follow-through.
- Translate the founder's direction into a weekly operating plan with accountable owners, deadlines, constraints and proof of completion.
- Own the company operating cadence across staffing, member activation, service capacity, quality, customer stewardship and cross-team handoffs.
- Maintain a 13-week cash, payroll and capacity view and stop commitments that are unsupported by collected cash, qualified people or safe delivery capacity.
- Build leaders who can make clear decisions, surface problems early and operate without routing every routine question back to the founder.
- Challenge the founder directly and constructively, document disagreements and carry out the final authorized decision with integrity.
- Protect customer, employee, investor and company information while strengthening compliance, internal controls and decision evidence.
- Separate paid memberships, activated members, assigned rosters and available service hours so growth never disguises a fulfillment gap.
Paid 90-day operating period
Proof before permanent power.
Days 1–30
- Deliver a written operating audit covering cash, commitments, people, service capacity, systems, customer lifecycle and the Miami Gardens launch path.
- Install a daily issue review, weekly leadership meeting, decision log and 13-week cash-and-capacity plan with named owners.
- Move routine coordination away from the founder without taking authority that has not been delegated in writing.
Days 31–60
- Run the first-wave hiring, onboarding and management cadence against actual payroll, demand, safety and customer-service constraints.
- Produce one reliable membership-to-service-capacity model by county and a corrective plan for any oversold or under-supported promise.
- Demonstrate direct, calm leadership through at least one meaningful conflict, missed commitment or operating exception.
Days 61–90
- Deliver a board-ready operating review showing verified revenue, cash, margin, staffing, capacity, quality, customer and execution results.
- Present the next 12-month operating plan, leadership structure, budget and expansion gates with risks stated plainly.
- Complete the human governance review for continued employment, authority, bonus eligibility, equity consideration and any Co-CEO appointment.
Selection process
Every finalist faces the same evidence standard.
- 1
Application review
Evaluate relevant operating scope and the five written leadership responses. Protected characteristics are not collected or scored.
- 2
Founder interview
Test mission alignment, direct communication, conflict behavior, pace and the ability to turn vision into an executable operating plan.
- 3
Structured panel
Use the same six weighted criteria, questions and evidence standard for each finalist.
- 4
Paid operating case
A finalist may complete a time-bounded paid exercise using a synthetic business case. No unpaid custom work or live operating authority.
- 5
References and diligence
With permission, verify relevant leadership scope, results and professional conduct. Any regulated screening uses a separate lawful consent process.
- 6
Written offer and 90-day period
Define salary, bonus measures, authority, confidentiality, governance and review gates before employment begins.
100-point scorecard
Capability is scored. The decision stays human.
Execution and operating systems
25 pointsScaled work, operating cadence, commitments closed and systems that survived beyond the candidate.
Financial and capacity discipline
20 pointsCash planning, budgets, margins, risk thresholds and honest separation of actuals from forecasts.
People leadership
20 pointsLeaders developed, standards enforced, conflict handled and teams strengthened without fear or favoritism.
Customer and growth stewardship
15 pointsGrowth connected to delivery, retention, customer trust and measurable unit economics.
Founder partnership
15 pointsDirect disagreement, emotional steadiness, decision clarity and ability to lead beside a founder.
Integrity and risk judgment
5 pointsTruthful reporting, confidentiality, lawful conduct and willingness to stop unsafe or unsupported commitments.
Compensation and governance
A serious offer with earned upside.
Full-time salaried executive employee. Anticipated base salary: $140,000–$180,000 per year, based on demonstrated scope and experience. Eligible for a performance bonus targeted up to 20% of base salary under written, board-approved measures. A potential performance-vesting equity grant may be considered after the 90-day review and requires separate board, legal, tax and securities documentation. The 90-day operating period is paid at the agreed base salary. The Co-CEO title, officer authority, bonus and equity are not automatic or guaranteed. Final terms are provided in a written offer after funding and governance review.
Final authority, equity and officer terms require written corporate approvals. No verbal discussion, score or job title transfers ownership or founder-reserved authority.
If you can lead beside the founder, show the evidence.
Quick & Easy intentionally welcomes qualified women and leaders from backgrounds underrepresented in automotive. Every applicant remains subject to the same job-related requirements and human review without regard to sex or another protected characteristic.