Executive Integrator (Second-in-Command)

Description

Summary: Seeking an Executive Integrator, a true second-in-command, to build disciplined execution and operational excellence within an immigration law firm dedicated to fighting deportation. Highlights: 1. Lead operational execution with high autonomy, shaping firm's scaling strategy 2. Design and implement operating systems, KPI architecture, and accountability 3. High-stakes work supporting a mission to keep families together **Executive Integrator (Second\-in\-Command)** Raleigh Immigration Law Firm \| Latin America–Based Executive Role$75,000–$100,000 USD \+ Performance Incentives We free people the U.S. government is trying to deport. We operate inside a chaotic and often illogical immigration system. Our internal operations must be the opposite. Raleigh Immigration Law Firm (founded in 2014; 25 staff; 95% LATAM\-based) is hiring an Executive Integrator — a true second\-in\-command who builds disciplined execution inside a firm that fights to keep families together. Since 2014, we’ve donated 10% of firm profits to immigrant\-focused organizations. This is high\-stakes work. The firm is building the operational discipline to match it. **Why This Role Exists** Deportation defense demands disciplined urgency. Clients’ freedom depends on speed and precision. The firm’s long\-term strategy has remained stable for years. Execution velocity is intentionally high, and ideas are expected to move quickly from concept to implementation. We’re scaling aggressively and intentionally. That requires operational discipline, accountability, and structure. We need a systems architect who creates clarity and predictable execution — not through control, but through design. If you see disorder and instinctively think, “There’s a cleaner way to run this,” keep reading. **What You Will Own** You will design and implement the firm’s operating system, including KPI architecture, management cadence, and cross\-functional accountability. You’ll oversee everything operational except the practice of law: * Production flow \& capacity management * Systems design \& workflow discipline * Financial reporting \& profitability tracking * Define and oversee executive reporting architecture and KPI dashboards * Ensure leadership cadence and KPI review structures drive accountability and measurable outcomes * SOP design, enforcement \& audit loops * Hiring, performance management \& termination * Vendor \& technology oversight * Translating strategic direction into measurable execution You will not be micromanaged. But your performance will be measured by outcomes **Authority \& Partnership** Quarter 1: Diagnose deeply. Ask hard questions. Quarter 2: Implement improvements with alignment. By Month 9: You lead operational execution with high autonomy. Major structural changes are developed and led by you, and finalized in collaboration with the founder to ensure strategic alignment and risk awareness. You meet frequently with the founder, who values pushback and disagreement. Candor and direct communication are normal here. This is a partnership in execution. Operational insight is expected to shape how the firm scales over time. **Who Thrives Here** You: * Have operated inside a professional services organization at scale * Have managed managers, not just individuals * Are financially fluent and metrics\-driven * Close loops relentlessly * Are comfortable making difficult personnel decisions * Are steady under direct communication * Balance empathy with firmness * Speak Spanish and English fluently * Do not need constant reassurance You believe operational excellence supports meaningful legal work. **Do NOT Apply If** * You confuse harmony with health * You avoid hard accountability conversations * You are uncomfortable pushing back on a founder * You prefer diplomacy over clarity * You want authority without measurable responsibility * You need consensus before acting **Compensation** $75,000–$100,000 USDBase \+ performance\-based incentives tied directly to operational outcomes. Compensation reflects the baseline expectations of this role. Performance incentives are directly tied to firm profitability, operational margin expansion, and throughput metrics. There’s no arbitrary cap on performance\-based upside. If you materially increase firm profitability and scalability, your compensation will reflect that impact at an executive level. **Application Process** * Visit raleighintegrator.com * Watch the Founder Video * Complete the Written Interview * Selected candidates will submit a short Loom video If building structure inside a mission that keeps families together energizes you, we’d love to hear from you. Job Type: Full\-time