Chief Executive Officer - Trades Mosaic

Chief Executive Officer

Trades Mosaic | Mid-Atlantic / Southeast

Location: Mid-Atlantic preferred, including DC, Baltimore, or Richmond corridor. Remote considered for exceptional candidates. Regular travel to markets in MD, VA, NC, and FL.

Reports to: Founding Director and Board of Directors

Direct reports: Brand General Managers and Chief Financial Officer

Type: Full-time, Executive

Compensation: $185,000 to $200,000 base performance bonus meaningful equity participation

Start: ASAP

ABOUT TRADES MOSAIC

Trades Mosaic is a home-services acquisition platform building a portfolio of skilled-trades businesses across HVAC, plumbing, and electrical.

We use a brand-preservation, hub-and-spoke model. We acquire established local businesses, keep their names and community reputations intact, and give them access to shared systems, capital, back-office infrastructure, and talent.

The brands stay local. The engine is centralized.

Today, the platform operates four brands, all standardized on ServiceTitan, with an active acquisition pipeline and a defined value-creation plan.

THE MANDATE

The job is straightforward to describe, but difficult to execute:

Scale the platform from under $10M to $50M in revenue.

This is not a general leadership role. It is a specific, measurable, capital-intensive scaling mandate driven primarily by acquisition, executed on a defined timeline, and ultimately measured by enterprise value created.

You will work directly with the Founding Director and Board of Directors to:

• Source, structure, negotiate, and close acquisitions at a sustained pace, with multiple transactions per year.

• Integrate acquired businesses without damaging what made them successful.

• Build and maintain the capital relationships needed to fund acquisitions, including lenders, seller financing, and equity partners.

• Build an organization that can operate without depending on any one individual.

• Prepare the platform for a sale to a private equity or strategic buyer and lead the process when the time comes.

If you have done this before, the mandate should feel familiar. If you have not, this is probably not the right seat.

WHAT SUCCESS LOOKS LIKE

We measure this role by outcomes, not activity.

Within 18 months, success looks like:

Acquisition

• 5 to 10 platform or tuck-in acquisitions closed at or below target multiples.

Integration

• Every acquired brand operating on the shared platform and operating standards within 100 days.

• Minimal post-close revenue leakage, with a specific target established during onboarding.

Organic Growth

• 10% same-store revenue growth across existing brands.

Margin

• Consolidated EBITDA margin of 20% .

• Daily visibility into job-level gross margin across every brand.

Recurring Revenue

• Membership and service-agreement revenue growing from near-zero to at least 5% of consolidated revenue.

Capital

• A committed acquisition facility or banking/capital partnership sufficient to fund the next phase of acquisitions.

Leadership

• Every brand has a clearly accountable leader and documented operating systems.

• No material key-person dependency in diligence or day-to-day operations.

Exit Readiness

• Clean multi-entity financials.

• Quality-of-earnings-ready books.

• A clear buyer-facing equity story.

• Transferable systems and leadership that support a premium valuation.

WHAT YOU WILL OWN

Integration

Build and continuously improve a repeatable integration playbook covering systems conversion, ServiceTitan, pricing, staffing, culture, customer retention, financial consolidation, and operating standards.

The goal is not to make every brand look identical. The goal is to make every brand operate with the same level of discipline.

The Operating System

Establish a common standard across the platform, including:

• EOS or similar operating discipline

• ServiceTitan configuration and adoption

• KPI scorecards

• Job costing

• Pricing

• Field performance standards

• Financial reporting

• Accountability rhythms

Local brand identity is preserved. Operating standards are not optional.

Talent and Leadership

Build the leadership bench required to scale the platform.

That includes recruiting, developing, and holding accountable the General Managers and functional leaders who will eventually run the business without depending on you.

You should be thinking about the organization required at $50M and beyond, not just the organization we have today.

Exit Preparation

Build the business with the eventual buyer in mind.

You will own readiness around:

• Quality of earnings

• Data room preparation

• Add-back defensibility

• Customer concentration

• Transferable systems

• Management depth

• Financial reporting

• The equity story that supports multiple expansion

Board Partnership

Maintain a direct, transparent relationship with the Board.

Bring clear reporting, clear numbers, and clear answers. When something is not working, the expectation is to surface it early and fix it.

WHAT YOU WILL SHARE

The Acquisition Engine

You will work alongside the Founding Director on the full acquisition lifecycle:

• Investment thesis

• Target identification

• Proprietary outreach

• Broker relationships

• Valuation

• LOI

• Diligence

• Deal structure

• Financing

• Negotiation

• Closing

You are expected to be a dealmaker, not someone who simply oversees an M&A team.

Capital Formation

You will help build and maintain the capital stack required for the acquisition strategy.

This includes relationships with:

• Banks and other lenders

• SBA lenders

• Seller-financing sources

• Equity partners

• Other acquisition financing providers

You will work closely with the Founding Director to develop and maintain these relationships.

WHAT WE'RE LOOKING FOR

Required

• You have personally led or materially co-led at least 4 completed acquisitions, from investment thesis through closing. Experience as an investment banker, consultant, attorney, or advisor alone does not qualify.

• You have integrated acquired companies onto a common operating platform and can speak specifically about what went wrong, what you learned, and what you would do differently.

• You have scaled a multi-site services business from under $10M to $50M in revenue, or have led a comparable stage of growth within a larger platform.

• You have participated materially in a liquidity event, including a sale to private equity or a strategic buyer, recapitalization, or comparable transaction.

• You have owned a full P&L at a platform or multi-entity level.

• You understand unit economics at the operating level, including gross margin per job, labor efficiency, revenue per technician, CAC, and customer lifetime value.

• You have established capital relationships and a demonstrated ability to raise acquisition financing.

• You are comfortable operating without a large corporate infrastructure. This is a lean platform where you will personally do work that a much larger company's CEO would delegate.

Strongly Preferred

• Experience in home services, skilled trades, or another multi-location field-services business, including HVAC, plumbing, electrical, restoration, facilities, dental, veterinary, med spa, landscaping, pest control, or auto services.

• Prior CEO or senior operating experience in a private-equity-backed platform or buy-and-build business.

• ServiceTitan or comparable field-service management software experience.

• Experience with EOS, Traction, or another structured operating system.

• Existing relationships with business owners, sellers, brokers, or intermediaries in the trades.

WHAT THIS ROLE IS NOT

We would rather be direct now than waste your time later.

This is not a caretaker role. There is no mature organization to steward. There is a platform to build.

This is not a corporate role. There is no large staff, committee structure, or established process for everything you will be asked to do.

This is not a search-fund or self-funded searcher opportunity. You are not expected to contribute capital. This is an executive hire with meaningful equity participation.

This is not a purely operational role. If you are an excellent service-business operator but have never acquired a company, you may be a strong GM candidate, but this is probably not the right position.

This is not an unaccountable role. The Board is active and engaged. Performance will be measured against the scorecard above.

COMPENSATION & EQUITY

We believe the person in this seat should be rewarded primarily for the value they create.

• Base salary: $185,000 to $200,000

• Annual performance bonus: Tied to consolidated EBITDA and acquired revenue targets

• Equity participation: 5% to 7%, with vesting tied to tenure and acceleration upon a qualifying liquidity event

• Benefits: Health insurance, 401(k), and PTO

HOW TO APPLY

We are intentionally asking for more than a resume.

Send your application to recruiting@tradesmosaic.com with:

1. Resume
2. Deal sheet

List every acquisition you have led or co-led, including:

• Target revenue at acquisition

• Purchase structure

• Capital source

• Your specific role

• Outcome, such as integrated, divested, sold, or written off

One page is sufficient.

1. Short response

In under 400 words, answer:

What is the single biggest reason buy-and-build platforms fail between $10M and $100M in revenue, and what did you personally do about it the last time you saw it happen?

We read every complete submission.

Candidates who make it through the initial screen should expect a detailed conversation about a real deal currently in our pipeline.

If you have built and scaled an acquisition-driven services platform before, we would like to hear from you.