Role Snapshot

Chief Executive Officer (CEO) leading a distributed energy services and power infrastructure organization. This hybrid U.S.-based executive role focuses on strategy, operational resilience, digital modernization, and strong Board governance.

Location & Eligibility

U.S.-based role (hybrid): candidates must reside in the United States and be authorized to work.
Requires a combination of on-site executive presence and remote leadership.
Periodic travel, Board participation, and cross–U.S. time zone availability required; expect up to 30–40% domestic travel on average (may include evenings or occasional weekends).
Final candidates may be subject to background checks appropriate to the role and the jurisdiction. Where screenings are required, candidates will be notified in advance, asked to provide documentation, and consent will be requested. All checks will be conducted in compliance with applicable local, state, and federal laws.

Primary Office Location & On-site Expectations

The primary office is located in Phoenix, Arizona. The Chief Executive Officer is expected to maintain a regular on-site presence to lead executive operations, collaborate with leadership teams, and support key strategic initiatives. Limited travel to project sites and industry engagements may be required.

Industry & Sector

Energy Services and Power Infrastructure — mission-critical services supporting distributed operations nationwide, focused on continuity, resilience, regulatory compliance, and secure infrastructure management.

About The Company

We provide specialized electrical services, system maintenance, and mission-critical power solutions to commercial, industrial, and infrastructure clients. Headquartered in Phoenix, Arizona, the company prioritizes reliability, safety, and operational continuity.

Mission: Deliver safe, dependable, and high-performance power solutions that strengthen communities and industries.
Values: Safety, operational excellence, integrity, accountability, sustainability, and strong customer partnership.
Operations: Scalable workforce model supporting regional and multi-state projects in regulated and high‑reliability environments where uptime and compliance are essential.
Culture: Performance-driven and collaborative, with emphasis on transparency, professional development, and continuous improvement.

This role offers the opportunity to shape long-term strategy, drive operational excellence, and advance modernization initiatives during a pivotal growth phase.

About The Role

The CEO sets strategic direction and ensures sustainable growth by leading operations, technology, finance, compliance, and workforce strategy while partnering closely with the Board.

Drive innovation, operational resilience, and digital modernization across a distributed service environment.
Ensure governance alignment, strong financial performance, and effective risk management.

Reporting Relationship

The CEO reports directly to the Board of Directors, with regular updates on strategic initiatives, operational performance, and financial results. The CEO will also engage with the Board Chair on key decisions and long-term organizational direction. Direct reports include members of the executive leadership team, with periodic interactions and cross-functional collaboration to ensure alignment on company goals. Regular reporting will occur in board meetings, quarterly reviews, and as needed for critical business matters.

Key Responsibilities

Accountable for safe, reliable, and profitable delivery of services through strategic execution, operational oversight, and strong governance. Major responsibilities include:

Strategic Leadership
- Set and execute the long-term strategic plan, including growth, M&A, and market expansion decisions that create sustainable value.
Board & Governance
- Partner with the Board on strategy, performance metrics, and risk oversight; maintain transparent reporting and compliance with legal/regulatory standards.
Operational & Financial Performance
- Optimize operations and capital allocation to improve margins, efficiency, and resilience; lead crisis response and business-continuity planning.
Technology & Security
- Guide enterprise technology modernization, cybersecurity posture, and infrastructure security initiatives.
People & Culture
- Build and mentor an effective executive team; promote a safety-first, high-performance culture across a distributed workforce.
External Relationships
- Develop and sustain strategic partnerships with customers, regulators, industry groups, and other key stakeholders.

Required

Skills & Qualifications

10+ years of progressive executive leadership with at least 5 years in a C-suite role and P&L responsibility.
Proven experience leading distributed or multi-site operations in energy, utilities, infrastructure, or other regulated sectors.
Demonstrated results in driving growth, cost improvements, and measurable financial performance.
Board-facing governance experience, including strategy development and risk management.
Strong knowledge of regulatory compliance, enterprise risk management, and cybersecurity for mission-critical systems.
Ability to lead hybrid, geographically dispersed teams and communicate concisely with stakeholders.
Ability to undergo role-appropriate pre-employment screenings as required by law and position. The specific checks required will depend on the role and the candidate's location; candidates will be notified in advance and consent will be requested.

Acceptable Education and Equivalent Experience

Bachelor's degree in Business, Engineering, Finance, or related field typical; equivalent combinations of education and experience considered.

Preferred

Background in energy services, power infrastructure, or mission-critical operational environments.
MBA or advanced degree in Business, Engineering, Finance, or related disciplines.
Experience leading digital transformation, enterprise IT strategy, and infrastructure modernization.
Proven M&A and strategic expansion experience.

Required Skills / Keywords

Top concise keywords for search optimization and ATS matching:

CEO
Chief Executive Officer
Executive leadership
P&L management
Strategic planning
Operational resilience
Digital transformation
Enterprise IT
Cybersecurity
Regulatory compliance
Energy services
Power infrastructure
Distributed operations
Board governance
M&A (Mergers & Acquisitions)
Financial acumen
Crisis management
Workforce management
Hybrid leadership

Professional Attributes

Visionary leader who translates strategy into execution.
Executive presence with strong communication and stakeholder engagement skills.
High emotional intelligence and strong cross-functional collaboration.
Decisive, resilient, and adaptable in complex operational environments.
Committed to ethical leadership, governance integrity, and transparency.
Ability to balance innovation with operational stability.

Work Requirements

U.S.-based executive with authorization to work in the United States.
Hybrid schedule with executive travel and on-site leadership presence; typical travel expectation up to 30–40% domestically, subject to business needs.
Availability to support enterprise operations across U.S. time zones, participate in Board meetings, strategic planning sessions, and external stakeholder engagements (may include occasional evening/weekend commitments).
Final candidates may be subject to pre-employment screenings that are appropriate to the role and the candidate's location. Common checks include employment and education verification, criminal background checks, identity verification, and motor vehicle record checks where driving on company business is required. These checks will be applied only when necessary and in compliance with applicable laws.
Where permitted and relevant to the position, additional screenings such as credit checks or drug/alcohol testing may be required. Such screenings vary by jurisdiction and will only be requested when legally permissible and directly related to the role. Candidates will be informed in advance about any such requirements.
Candidates will receive clear information about the specific checks required for their candidacy, will be asked to provide necessary documentation and consent, and will be given the opportunity to discuss any questions or accommodations. The company will consider reasonable accommodations for candidates with disabilities in accordance with applicable law.
All screening activities will be conducted with respect for candidate privacy and conform to data protection and record-retention requirements set by applicable laws and company policy.

Benefits & Executive Support

Executive-level compensation and support include clearer, more specific guidelines to help candidates understand typical program design. Final details will be set forth in offer letters and plan documents and remain subject to Board approval and plan rules.

Base & Annual Incentive: Competitive base salary with an annual performance-based incentive. Typical annual incentive targets for this level of role range from 30%–75% of base salary (target), with opportunity for above-target payouts based on achievement of stretch objectives and Board discretion. Specific target and payout curves will be defined in the offer.
Long-Term Incentives / Equity:
- Eligible executives are typically considered for long-term incentive awards delivered as a mix of time-vested Restricted Stock Units (RSUs), stock options, and/or performance-based equity (PSUs or performance stock units), subject to the companys equity plan and Board approval.
- Typical vesting schedules: four-year vesting with a one-year cliff for time-vested grants, and multi-year performance measurement periods for performance-based awards. Some awards include a mix of time-vested and performance-vested tranches.
- Target grant sizing for CEO-level roles commonly falls in a range expressed as a percentage of base salary or as a target LTI value; for planning purposes, this commonly ranges from approximately 50% to 150% (or higher for exceptional hires) of base salary depending on role, experience, and market competitiveness. The actual award type, size, and mix will be detailed in the offer and award agreements.
- Change-of-control provisions and acceleration: executive awards frequently include double-trigger protections (e.g., acceleration on a qualifying change-of-control plus termination under specified conditions). Specific acceleration and severance terms are governed by award documents and any executive employment or severance agreements.
Retirement Savings (401(k)):
- Employer contribution design: a commonly used structure is a dollar-for-dollar match on the first 3% of eligible pay plus a 50% match on the next 2% (resulting in a total employer match up to 4% of eligible compensation). This is the typical target company contribution; some executive offers may include customized additional contributions or discretionary profit-sharing credits depending on level and negotiation.
- Vesting: company contributions are generally subject to a customary vesting schedule (e.g., graded vesting over three years—33%/33%/34%), although executive hires may negotiate modified vesting in the offer.
- Plan features: the 401(k) plan generally supports pre-tax and Roth contributions where permitted; details and limits are set in the plan document.
Health & Insurance:
- Comprehensive medical, dental, and vision coverage with employer-paid or employer-subsidized premiums. Typical employer contribution levels for employee-only coverage are generally in the range of 80%–100% of the employee premium; dependent coverage subsidies vary by plan (often 40%–70% of dependent premiums). Exact plan options, premium cost-sharing, and out-of-pocket limits will be provided during benefits enrollment and in the benefits summary.
- Executive supplemental options: executives may have access to enhanced plan tiers, supplemental executive disability coverage, and executive medical plan features subject to eligibility rules.
PTO & Leave Policy (Executive Outline):
- Vacation: typically 20925 vacation days per calendar year for executive roles (may be pro-rated in the first year), accrued monthly or available up front per company policy.
- Holidays: approximately 10 company-paid holidays annually.
- Sick/Personal Days: a separate allocation (commonly 5 paid sick/personal days) or combined with PTO per plan design.
- Carryover & Payout: limited carryover is often permitted (e.g., up to 5 unused vacation days carried into the next plan year) or payout at year-end subject to plan rules; specifics will be clarified in the formal plan document.
- Parental Leave: paid parental leave generally available (commonly up to 8929 weeks fully paid for primary caregivers; up to 4929 weeks for secondary caregivers), with some flexibility for longer unpaid or partially paid leave in accordance with company policy and federal/state law.
- Bereavement & Family Leave: bereavement leave (commonly 3929 days) and other family/medical leaves provided per company policy and in accordance with applicable law.
- Short-Term & Long-Term Disability: short-term disability typically replaces a portion of base pay (commonly ~50%92960% for an eligible period), with long-term disability options available per plan terms. Exact benefit levels and waiting periods are defined in plan documents.
- Sabbatical: eligibility for extended leave or sabbatical may be available for senior executives after a prescribed period of service (e.g., 5+ years), subject to Board or HR approval.
Executive Severance & Change-of-Control: Executive-level severance provisions are generally available and negotiable at hire; typical arrangements may include a severance period tied to months of base salary and continuation of certain benefits. Change-of-control protections (including equity treatment) are defined in award documents and any executive agreements.
Additional Executive Support: professional development, executive coaching, leadership programs, executive technology and administrative resources, and access to Board-level support services.

Note: Specific benefit levels, eligibility, plan documents, and legal terms govern final entitlements. All percentages, ranges, and examples provided above reflect typical program designs used for executive roles and are illustrative; exact retirement contribution formulas, equity award details, PTO rules, and leave entitlements will be confirmed in the formal offer and applicable plan documents.

Compensation Range

We are committed to offering competitive, market-aligned compensation for executive roles. Target total compensation for this position typically includes base salary, annual incentive, long-term equity awards, and executive benefits.

The expected base salary range for this position is $225,000 – $325,000 annually, with performance-based bonuses and long-term incentive opportunities based on company performance and individual contributions. Additional executive benefits include comprehensive health coverage, retirement savings plans, and other perks aligned with the leadership role.

Equal Employment Opportunity (EEO) / Non-Discrimination Statement

We are an Equal Opportunity Employer. We believe in creating a diverse and inclusive environment where all employees are respected and valued. We do not discriminate based on race, color, religion, gender, gender identity, sexual orientation, national origin, age, disability, or any other legally protected status. We are committed to providing equal employment opportunities to all individuals and to fostering a workplace where everyone can thrive and contribute to our success.

Skills: operations,leadership,infrastructure,materials,enterprise,application,compliance,strategy

PARAGON POWER, LLC

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