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.

$100,000 - $150,000 yearly plus performance-based bonuses

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

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

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.