Job intelligence
Chief of Staff to the CEO
Mozilla
Before relying on the listing: Confirm Application closing time with the employer or source. See verification questions
Executive opportunity brief
The decision in one screen
A compact evidence-first read of compensation, flexibility, mobility and what still needs verification. No universal quality score is used.
Fast read
Opportunity DNA
The strongest upside: pay compares strongly with similar current roles. The main trade-off: location rules could change the fit.
Around the 98th percentile within 425 comparable USD salary observations.
Geographic eligibility is restricted to a country or region.
The listing does not make the minimum education or experience threshold clear enough yet.
Sponsorship and relocation support are not clear from the current listing.
Part of the application route can be assessed, but the full external process may contain additional steps.
At least one recent enabled source can still renew this vacancy.
This fingerprint summarizes what is clear, constrained or still unanswered in the current listing. It is a reading aid, not an overall job score.
Decision evidence check
4 of 5 core facts stated
This checks whether the listing states the facts that commonly change an employment decision. It measures disclosure completeness, not whether the opportunity is good or bad.
Facts already stated
- Compensation
- Work arrangement
- Advertised location
- Employment type
What to verify next
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
Advertised location is not proof of work authorization, sponsorship, or legal eligibility. Unknown information is not a negative score; verify those questions separately.
Decision levers
What could make or break the fit?
Reasons to look closer
- Pay compares strongly with similar current roles: The annualized midpoint is around the 98th percentile among 425 comparable USD salary observations.
Trade-offs to weigh
- Location rules could change the fit: Geographic eligibility is restricted to a country or region.
Questions worth asking before you invest more time
- Confirm whether a degree is actually required, preferred, or replaceable with equivalent experience.
- Confirm the actual minimum experience requirement rather than assuming preferred background is mandatory.
- Ask whether visa sponsorship is available before investing significant time in the application.
These questions come from details the listing leaves open. An unanswered point is not treated as a disadvantage.
Opportunity neighborhood
Keep your options open
These live roles sit close enough to this opportunity to make useful comparison points. Look across several employers before deciding what pay, flexibility or access trade-offs you are willing to accept.
Strategic Alliance Director
Socure · USA
Why it is nearby: Same seniority band · Same country · Similar work arrangement
About 37% lower advertised midpoint
Associate Director, Paid Search B2B
Wpromote · USA
Why it is nearby: Same seniority band · Same country · Similar work arrangement
About 62% lower advertised midpoint
Global Director - General Ledger
CAI · USA
Why it is nearby: Same seniority band · Same country · Similar work arrangement
About 51% lower advertised midpoint
Director, Strategic Partnerships
Flex · USA
Why it is nearby: Same seniority band · Same country · Similar work arrangement
About 11% lower advertised midpoint
This neighborhood is drawn from current inventory in the same broad occupation. Similarity is based on explicit listing facts; missing details do not count against a job.
Role market context
How much current choice is visible around this kind of work?
This compares the vacancy with current High Paid Job inventory in the broad Executive leadership roles family. It describes visible choice and disclosure, not future demand or career quality.
200 most recent current roles sampled for the disclosure measures below.
Distinct employers in the bounded current sample, not an estimate of all employers hiring in the market.
Current sampled roles stating at least four of the five Core Decision Facts.
Requires a numeric amount, explicit ISO currency and supported pay period.
Listings with explicit enough remote, hybrid or on-site evidence to classify.
Missing deadline evidence remains unknown and is not interpreted as an open-ended application window.
Currencies with explicit pay evidence in the sample: USD (69) · EUR (4) · CAD (1) · CHF (1). Raw amounts across different currencies are not compared.
This describes current visible High Paid Job inventory in the same broad occupation family. Percentages use a bounded recent sample and are not a forecast, a complete labor-market census or an employer-quality measure.
Constraint opportunity lab
What changes the size of the current opportunity pool?
Each line applies one stricter evidence-based constraint to the same bounded current role-family sample. It helps you see the trade-off in visible choice without deciding which trade-off is right for you.
Counts only affirmative or possible sponsorship evidence, or relocation explicitly offered. Unknown is not treated as no.
Only same-currency opportunities with usable annualized pay enter this comparison. Other currencies are not converted or treated as lower.
A much stricter subset: only listings with explicit worldwide-remote evidence remain.
Counts roles explicitly classified as worldwide remote, region-restricted remote or remote with restrictions still unclear.
Shows the subset with enough stated evidence for a more informed first comparison.
Requires amount, explicit ISO currency and a supported pay period. Missing pay evidence remains unknown.
Uses only roles where a country is known. Roles without country evidence are excluded from this denominator.
Uses only roles with a stated employment type.
These are counterfactual filters over a bounded sample of current HPJ inventory in the same broad occupation family. They show how visible choice changes when one evidence-based constraint is applied; they do not tell you which constraint you should choose or predict hiring outcomes. The calculation uses the 200 most recent current roles from 1790 visible roles in this broad family.
Salary transparency context
Is pay disclosure typical for this kind of role?
This listing states usable structured compensation. About 38% of the bounded current role sample does the same.
Compensation counts only when amount, ISO currency and supported pay period are all known.
Pay disclosure is limited in the current role sample.
This employer’s current pay-disclosure rate is broadly similar to the current same-role sample.
This compares salary-disclosure behavior in current visible listings. It does not compare raw salary amounts across currencies, infer undisclosed pay as zero, or rate employer quality.
Private offer & negotiation lab
Turn an offer into evidence, not guesswork
Enter an annual base offer and, if you want, your own target. HPJ compares only within one explicit currency and never chooses a target for you.
Negotiation evidence available: advertised pay range, current same-currency market context, strong decision evidence.
Enter an annual base offer to compare it with explicit same-currency evidence. HPJ will not suggest a target for you.
Review the full package · 10 terms
Mark what is confirmed, what needs clarification and what you want to prioritize. These choices and notes stay in this browser.
Usable advertised compensation is available.
Variable compensation is mentioned; verify amount, formula, target and eligibility.
Equity or long-term incentive language is mentioned; verify grant type, vesting and valuation basis.
Retirement or pension benefits are mentioned; verify employer contribution and vesting.
Health-benefit language is mentioned; verify coverage, dependants and employee cost.
Paid-leave language is mentioned; verify the exact entitlement and carry-over rules.
A work-arrangement signal is available; verify schedule details before relying on it.
Relocation support not established
Sponsorship not established
A review cycle is mentioned; verify timing and whether compensation can change at that review.
Questions worth taking into the offer conversation
- Is there a bonus, commission or other variable-pay component, and how is it calculated?
- If relocation is relevant, what expenses, timing and repayment conditions are covered?
- What exact sponsorship or work-authorization conditions apply to this role?
- When is the first performance and compensation review after joining?
- Is there a firm application deadline, a rolling review window or no stated closing date?
Occupation intelligence
What broader career references connect to this role?
HPJ uses broad comparison families for current-market analysis. External taxonomy results are reference candidates for that broad family, not a declaration that this vacancy has been authoritatively classified into a specific occupation.
European occupation references
- chief operating officer
- brokerage firm director
- chief executive officer
- gambling manager
- animal facility manager
This service uses the ESCO classification of the European Commission.
U.S. occupation references
- Chief Executives 11-1011.00
- Chief Sustainability Officers 11-1011.03
- Fashion Designers 27-1022.00
- General and Operations Managers 11-1021.00
- Sales Managers 11-2022.00
This site incorporates information from O*NET Web Services by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). O*NET® is a trademark of USDOL/ETA.
Career reference research
Skills worth investigating
Official occupational context, paired with exact phrases visible in this vacancy. It is not a skills test or an applicant-fit score.
ESCO · European occupation
chief operating officer
Usually essential in this ESCO occupation
- establish collaborative relations
- marketing management
- make strategic business decisions
- financial statements
- ensure lawful business operations
- integrate strategic foundation in daily performance
- track key performance indicators
Context-dependent ESCO skills
- financial management
- implement operational business plans
- apply import strategies
- assume responsibility for the management of a business
- analyse financial performance of a company
O*NET · U.S. occupation
Chief Executives
O*NET occupation skills
- Judgment and Decision Making
- Complex Problem Solving
- Critical Thinking
- Coordination
- Management of Financial Resources
- Management of Personnel Resources
- Speaking
- Systems Evaluation
Build my private skill preparation brief Your evidence · Practice · Interview questions
Plan how you might demonstrate or investigate occupational skills. These are broad-family reference examples, not confirmed vacancy requirements. Nothing you enter is sent to High Paid Job.
Private to this browser. Up to 20 reference skills; not a qualification assessment or hiring prediction.
Useful next question: Which of these occupational reference skills does the hiring manager actually expect for this specific role, and what evidence would demonstrate them?
These skills belong to one reference occupation selected for HPJ’s broad career family, not a verified classification of this vacancy. Text overlap only means a phrase appears in the available listing text; it does not establish an employer requirement, your proficiency, or a qualification gap. A missing mention is unknown, not a deficit.
Skill bridge
What does this role connect to?
The available listing text does not contain enough recognized skill language for a useful skill bridge yet.
Skill signals come from explicit text mentions. A mention is not automatically a requirement, and absence from the current top-skill list does not make a skill rare or unimportant. The current career comparison draws on 120 sampled listings; 76 contain a recognized skill signal.
Application Decision Lab
Turn the listing into a preparation plan
Separate what the listing actually states from what you still need to prepare or verify. Your selections and short notes stay in this browser and are never submitted to High Paid Job.
Questions worth resolving before you rely on the opportunity
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
- Work authorization / sponsorship: If sponsorship or work authorization matters to you, what exact immigration or employer-sponsorship conditions apply to this role?
- Application process: What interview, assessment, portfolio, reference or screening stages are part of the hiring process?
Decision analysis
What the listing really tells you
The headline alone does not tell the whole story for Chief of Staff to the CEO at Mozilla. The clearest decision context comes from pay has a useful comparison point, work-location flexibility has usable detail, and the visible application effort can be estimated.
Pay has a useful comparison point
The annualized midpoint sits near the 98th percentile within 425 comparable USD salary observations. Treat that as current advertised-pay context rather than a forecast of take-home or total compensation.
Work-location flexibility has usable detail
The work-location pattern is “Remote with some uncertainty or restrictions”, with Remote Freedom at 62/100. One practical limit to notice is geographic eligibility is restricted to a country or region..
The visible application effort can be estimated
Provider-mediated application path. The external application may contain additional steps that are not visible from the listing itself.
Source continuity adds useful context
The opportunity currently has 1 renewable source path across 1 source classes. Multiple independent paths can strengthen continuity, but they are not a substitute for checking the application destination.
How this analysis is assembled
The brief pulls together the parts of the vacancy that can be compared reliably today. Gaps in the listing remain visible instead of being filled with assumptions.
Analysis evidence coverage
How much analysis can the current evidence support?
Uses the explainable High Pay Score within the job’s current occupation/seniority/currency comparison sample.
Measures observable location flexibility and explicit restrictions; it does not determine whether remote work is personally desirable.
The configured source supplied structured salary fields, a usable currency and a focused comparison value.
The source posting date is today.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
There is no universal opportunity score because pay, flexibility and access matter differently to different people. Compare Jobs lets you weight the evidence around your own priorities.
Decision checklist
What is supported, uncertain or worth checking?
This checklist separates supported strengths, visible cautions and missing evidence. It is not an overall recommendation or guarantee that the job is suitable for you.
Supported strengths
- Advertised pay is above much of the current comparable disclosed-salary sample.
Visible cautions
- Geographic eligibility is restricted to a country or region.
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
Still unknown
- Visa sponsorship is not established by the available listing data.
Pay vs. barriers
Strong pay with stated barriers to weigh
Pay compares strongly, but qualification or location constraints are also visible. Higher pay does not erase those practical requirements.
Comparable disclosed-pay evidence places this job at about 98 / 100 within its current occupation/seniority sample.
1 explicit Remote Freedom restriction signal is present and is shown separately from qualification requirements.
- Education requirement is not established.
- Required prior-experience level is not established.
This section weighs pay context against clearly stated barriers without collapsing unlike requirements into one universal score. Degree, experience, licensing, clearance and location limits remain separate, and missing qualification details stay unknown.
Beyond the headline
Not enough evidence for a hidden-value finding
Potential hidden value appears only when several distinct non-pay advantages are actually supported. Missing requirements or benefits are never counted as positives.
The annualized salary midpoint is at or above about 98% of the current comparable disclosed-salary sample.
Still check: The current application path is provider-mediated rather than directly classified as an employer-authorized or official route.
Hidden Value is an experimental evidence summary, not an investment-style score or guarantee of employability. It only uses explicit current listing evidence and does not infer that an unmentioned qualification is unnecessary.
Explainable opportunity highlight
Why this opportunity stands out
These are supported signals from the current listing and comparison sample—not a guarantee that this is the best job for you.
Its annualized salary midpoint is at or above about 98% of the current comparable disclosed-salary sample.
The source provides structured salary information with a comparatively focused range, improving the usefulness of pay comparisons.
The source posting date is today.
Compensation intelligence
How competitive is this pay?
Exceptional pay in current sample
The annualized midpoint is above the 75th percentile boundary of the current comparable sample.
The highlighted band is the middle 50% of the current comparable sample after the outlier guard. The dark marker is this job’s annualized salary midpoint.
Why this analysis?
- This score reflects the current advertised-pay distribution for comparable active jobs in the same currency. It measures pay position, not overall job quality.
- Salary confidence: High. The configured source supplied structured salary fields, a usable currency and a focused comparison value.
- Range quality: Focused salary range.
Employer compensation communication
Pay transparency at Mozilla
Mixed current pay transparency
This score uses the employer’s current visible listings and combines how often pay is disclosed with how useful those ranges are. Bonus, equity and benefit mentions are shown separately and do not raise the score.
This pattern comes from the employer’s current visible vacancies. It describes hiring and pay transparency in those listings, not employee satisfaction or a permanent judgement of the employer.
Current employer intelligence
Mozilla — current opportunity snapshot
Employer Evidence Profile
How often this employer’s current visible sampled vacancies state decision-critical information. These percentages describe evidence coverage, not employer quality.
Current sampled listings with advertised compensation evidence.
Current sampled listings whose work arrangement is clearer than unknown.
Current sampled listings with a supported country signal.
Current sampled listings with an explicit closing time.
Current sampled listings with a usable posting date.
Current sampled listings that explicitly indicate confirmed, possible or unavailable sponsorship evidence.
Current sampled listings with an explicit relocation signal.
Low coverage means the current visible listings state the information less often. It does not prove that the employer lacks the policy, benefit or support.
Common current occupation families: Software engineering (30) · Data & AI (7) · Sales (5)
Visible seniority mix: Senior / lead (52) · Leadership (7)
Current employment-type mix: Full time (28) · Contract (15)
Most visible hiring countries in this sample: Germany (13) · United Kingdom (9) · Canada (4) · France (4)
Other current roles from this employer
Senior Software Engineer, Add-Ons
Senior / lead · On-site / hybridContract Staff Software Engineer - Performance Graphics (C++,Rust, WebGL)
Canada
Senior / lead · Region-restricted remoteContract Staff Software Engineer-FireFox Layout
Canada
Senior / lead · Region-restricted remoteiOS Software Engineer
Germany
Seniority not clearly specified · Remote — restrictions unclearThese are other current vacancies visible from the same employer, not endorsements or evidence of future hiring plans.
Current disclosed salary medians by currency
- EUR 77,750 median · 20 disclosed salaries
- CAD 158,786 median · 5 disclosed salaries
Questions worth asking this employer
- What compensation range applies to this role, and which parts of total compensation are fixed versus variable?
- If work authorization matters to you, what sponsorship policy applies to this specific role and location?
- If a move is required, is relocation assistance available for this position?
- What is the expected application and interview timeline if the listing does not state a closing date?
These questions are prompted by missing or thin evidence in the employer’s current visible vacancies. Missing evidence is not treated as a negative judgement.
This employer snapshot uses the employer’s current visible listings. Remote and sponsorship rates use only vacancies with explicit evidence, while missing information stays unknown. Salary medians are shown separately by currency and need at least five disclosed salaries. Zero confirmed sponsorship means none was explicitly found in this sample, not that sponsorship is unavailable.
This snapshot describes the employer’s current visible vacancies—things such as pay disclosure and work arrangement. It is not an employee-satisfaction or hiring-quality rating, and different currencies stay separate.
Work-location intelligence
Remote Freedom
Remote with some uncertainty or restrictions
Why this score?
- The role is remote but the source identifies a country or regional restriction.
Location restrictions detected
- Geographic eligibility is restricted to a country or region.
Remote Freedom measures observable location flexibility only. Unknown work-location information remains unscored. Timezone wording is penalized only when it appears restrictive; general collaboration across time zones is not treated as a restriction. A score does not guarantee legal work eligibility, payroll availability or visa sponsorship.
International applicant intelligence
Visa & relocation signals
Sponsorship status is shown only when the listing provides clear enough wording. Employer history or headquarters location is not used to guess an answer.
The available listing details do not contain a clear enough sponsorship statement.
The available listing details do not contain a clear enough relocation statement.
Tradeoff check
What’s the catch?
These are visible conditions worth checking before treating the headline compensation as the whole story:
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
Current alternatives
Better-paying alternatives
These current roles show a materially higher annualized salary midpoint in the same broad occupation and currency. Similar seniority, country, work arrangement, employment type and recency are preferred where possible; higher pay alone does not make an alternative a better fit.
Area Vice President, Public Sector
Sierra · USA
Region-restricted remoteWhy comparable: Same seniority band · Same country · Similar work-location arrangement
Global Account Director
Fieldguide · USA
Region-restricted remoteWhy comparable: Same seniority band · Same country · Similar work-location arrangement
Senior Director, Digital Advertising
Veeam Software · USA
Region-restricted remoteWhy comparable: Same seniority band · Same country · Similar work-location arrangement
Check: The alternative has a broad advertised salary range.
Alternatives are drawn from the current inventory rather than presented as application recommendations. A pay difference needs to be meaningful—about 3% or more at the midpoint—and different currencies are not compared.
Application-path intelligence
What can we see about the application process?
Provider-mediated application path
The current application path comes through a publisher or aggregator. The destination may still lead to an employer-authorized hiring system, but that is not clear enough to assume.
Current destination: jobicy.com · HTTPS
No additional required application step is clear in the available listing text. This does not mean the external application is one-click or friction-free.
Application effort is estimated from visible listing and source details. Optional steps are kept separate from mandatory ones, and the external form may contain additional requirements that are not visible here.
Application safety context
Application safety check
Basic application-safety context available
The current application destination has a basic transport-safety signal such as HTTPS. This does not verify the employer, vacancy, recruiter or application process.
Evidence checked: Source provenance · Application destination · Listing wording
Observable transport-safety signals
- The available application destination uses HTTPS.
Before you share money or sensitive information
- Confirm the vacancy on the employer’s official careers site when practical, especially if a recruiter contacts you outside the listed application path.
- Check that recruiter email domains and application destinations are consistent with the employer or an identifiable recruiting provider.
- Do not pay application, processing, training or equipment fees merely to be considered for a job.
- Do not send cryptocurrency, gift cards, online-banking credentials or PINs as part of an application.
- Treat unusually fast offers or interviews conducted only through informal messaging channels as reasons to verify the employer independently.
This is a limited safety screen, not employer verification and not a fraud determination. Never send money, cryptocurrency, passwords or sensitive banking credentials merely because a listing appears on a job platform.
Original listing details
The section below comes from the listing source. The decision sections above use the job’s structured pay, location, qualification, mobility and application details to give you additional context.
Mozilla Foundation is a non-profit building a better technology future — powered by people, open by design, fueled by imagination.
We deliver people-first alternatives to today’s extractive systems. We build side by side with developers, innovators and advocates, united in the belief that a better technology future is not only possible — it’s ours to create!
Team
Our CEO is increasingly focused outward on the Board, funders, partners, and public conversations that will shape the Foundation’s next chapter. This newly created Chief of Staff role exists to extend the CEO’s reach inside the organization and make that outward focus possible.
Reporting directly to the CEO, you’ll serve as the CEO’s strategic partner, internal proxy and trusted extension of their leadership. You’ll hold the CEO’s strategic agenda, translate the CEO’s priorities into organizational alignment, represent the CEO internally where needed, and make decisions on the CEO’s behalf within clearly delegated authority. You’ll determine what reaches the CEO, prepare the CEO for consequential moments, and escalate only what requires the CEO’s judgment.
As a member of the Executive Leadership Team, you’ll partner strategically with other members of the ELT and work closely with the CEO’s Executive Program Manager to make sure the CEO’s time, priorities, and commitments stay aligned and moving.
You’ll also partner with the Foundation’s Investment Committee and its technical and strategic advisors, keeping their focus on the right questions, their recommendations aligned with the Foundation’s strategic priorities, and decisions moving efficiently from evaluation to funding.
Job responsibilities
Here’s what you’ll likely be focused on for the first 6 months:
- Building a strong working partnership with the CEO, aligning on priorities, ways of working and clearly defining the scope of your delegated authority.
- Establishing a trusted partnership with each member of the Executive Leadership Team, learning their priorities, pressures and ways of working.
- Developing a deep, cross-functional understanding of the Foundation’s work and how each function connects to the CEO’s priorities.
- Translating the CEO’s priorities into a concise, clear set of strategic outcomes that leaders understand and can use to guide the decisions they own, with a current view of what’s changing and which decisions are approaching.
- Defining with the CEO what truly requires their attention, and ensuring issues reach them decision-ready, with context, options and a recommendation.
- Getting up to speed with the Investment Committee and its advisors, and helping keep their focus on the right questions so decisions move efficiently from evaluation to funding.
As the Chief of Staff to Mozilla Foundation’s CEO, you will…
- Serve as the CEO’s thought partner in developing, pressure-testing and refining strategic priorities, synthesizing executive insight and external developments to anticipate what will need to be known or decided in the next 30, 60 and 90 days.
- Direct the CEO’s time toward strategy, external relationships, development, Board leadership and the Foundation’s highest-consequence decisions.
- Filter rather than forward, so significant shifts in strategy, material risks, major budget decisions and Board-level matters reach the CEO early, with context, options and a recommendation.
- Maintain a current view of the CEO’s top priorities, identify where work is drifting from strategic intent, and surface conflicts in priorities, resources or attention before they become emergencies.
- Enable the Executive Leadership Team to operate as one team around the CEO’s priorities, so the right issues reach the ELT at the right level and decisions and commitments are followed through.
- Partner with ELT members on cross-functional issues that need CEO-level alignment but not the CEO’s direct involvement.
- Represent the CEO’s position in internal discussions and make decisions on the CEO’s behalf within delegated authority, bringing anything beyond it back to the CEO promptly.
- Ensure the CEO enters every Board meeting, funder and partner conversation, speech and public engagement fully prepared, with concise briefings, organizational context and answers to likely questions.
- Identify external opportunities that warrant the CEO’s attention, and ensure commitments the CEO makes externally translate into clear internal follow-through.
- Steward alignment between the Investment Committee’s work and the Foundation’s strategy: keep its technical and strategic advisors focused on the right questions, surface gaps, risks or competing views, and bring forward matters that need the CEO’s judgment.
What this role is not
This is a role of influence. It exists to ensure the CEO can lead effectively through the Executive Leadership Team.
- The Chief of Staff does not manage the Executive Leadership Team or run the Foundation’s operations. Each executive leader owns execution and decisions within their area.
- This role does not make decisions beyond the authority the CEO has delegated. Anything outside that authority returns to the CEO.
- This role does not have any direct reports and also doesn’t manage the CEO’s calendar, scheduling or administrative support.
Your Professional Profile
- Significant, verifiable experience as a strategic partner at CEO or executive-team level, with a track record of leading high-stakes work and turning ambiguity into structure and action.
- Experience working across multiple legal entities is a plus, including navigating differences, building influence, and coordinating work across entities where relevant.
- A proven record of driving complex, cross-functional priorities from idea to execution by defining outcomes, ownership, milestones and decision points.
- Exceptional judgment and discretion, including handling confidential information and navigating complex executive dynamics with integrity.
- Demonstrated ability to influence without formal authority, build trust across functions and at the most senior levels, and give direct feedback with care.
- Outstanding written and verbal communication, with experience distilling complex information into decision-ready briefs, recommendations, presentations and executive communications.
- Strong analytical and strategic problem-solving skills: you frame the right question, gather the right information, test assumptions and recommend a practical path forward.
- Disciplined prioritization, with the agility to move between long-term priorities and time-sensitive issues without losing the thread.
- Direct experience supporting Board governance, fundraising or other high-stakes external relationships at an executive level.
- A track record of doing high-impact work out of the spotlight, measuring your success by the CEO’s and the team’s, and acting in the best interests of the CEO and the organization.
- A demonstrated commitment to Mozilla Foundation’s mission and to building an open, accessible and trustworthy internet.
- The ability to work across time zones and occasionally outside standard working hours for Board meetings, major events or urgent organizational needs.
- Comfortable traveling for Board meetings, leadership gatherings and major events.
We Are Excited To See Any Additional Experience With:
- Senior roles in nonprofit, philanthropic, technology or public-interest organizations.
- Supporting or advising investment, grantmaking or funding committees.
How We Work
A few things that are true about how we work at Mozilla Foundation. Here's a summary along with our expectation of how these should show up in this role:
- Move toward the hard thing: you surface conflicts in priorities, resources or attention early, and give the CEO and executives direct, actionable input, including what they may not want to hear. You disagree constructively in the room, not afterward, and you don’t wait for someone else to raise it.
- Stay curious and current: you stay close to what executives are seeing and what’s happening in our fields and communities, and turn it into the context the CEO needs. You pressure-test assumptions, including your own.
- Work in the open: you document decisions and the reasoning behind them, so executives and teams can follow how and why priorities are set. You favor shared channels over side conversations wherever appropriate.
- Focus and finish: you keep the CEO’s agenda focused on what matters most, make deliberate choices about what does and doesn’t need the CEO, and make sure decisions and commitments are seen through.
- Flex with purpose: you move between long-term priorities and time-sensitive issues as context shifts, and adapt how you work with each executive. Flexibility isn’t about being agreeable; it’s staying responsive while holding to the mission and the CEO’s priorities.
- Lead with care: you hold a high bar for the work while treating people as whole humans. You extend good faith to fellow executives, respect that each owns their area, and talk directly to the person who can solve the problem.
Salary and Benefits Information
Mozilla Foundation is dedicated to fair and equitable compensation for our staff. We aim to pay a competitive and market-based salary based on the responsibilities and requirements of the role. We do not ask for, or take into account, salary histories in our offer process.
The starting salary ranges for this role are listed below.
- Germany: €206,448.00 – €232,253.22
- UK: £181,764.00 – £204,483.81
- Canada: $356,400.00 – $400,948.65
- US: $264,000.00 – $296,999.00
We also offer the following benefits:
- Private Medical Insurance
- Extended Sick Leave
- Global Employee Assistance Program (EAP)
- Retirement Plan contributions
- Paid Time Off: 20 days annual leave + sick days and your birthday
- Company Holidays + EOY Shutdown
- Wellness budget
- Professional Development budget
- Top up program for Pregnancy and Parental leaves
Benefits are subject to change at any time at the discretion of Mozilla Foundation.
Mozilla Foundation Hiring Practices
Mozilla understands that valuing diverse creative practices and forms of knowledge are crucial to and enrich the company’s core mission. We encourage applications from everyone, including members of all equity-seeking communities, such as (but certainly not limited to) women, racialized and Indigenous persons, persons with disabilities, and persons of all sexual orientations and gender identities and expressions.
We are an equal opportunity employer and value diversity. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.
We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation at accommodation@mozillafoundation.org.
#LI-REMOTE
Listing provenance
Where did this job come from?
See where this vacancy came from and whether more than one current source can still support it. Source names help with traceability and attribution; they are not endorsements or guarantees.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
- Continuity
- One recent renewable source
- Source-class independence
- One renewable source class
- Last source observation
- Observed very recently
This records when High Paid Job last observed the vacancy in source evidence. It confirms source presence, not that the employer edited the vacancy at that time.
- 1 enabled source recently observed this vacancy.
Source confidence is about traceability and continuity. It is separate from application safety and should not be read as an employer reputation rating.
The vacancy is supplied by an external job publisher. Source information helps show where the listing came from; it is not a guarantee about the employer or vacancy.
Listing source: Jobicy. Destination: jobicy.com. The application opens in a new tab so you can keep this report open.