We have grown to eight million in revenue without a formal Integrator, and our leadership team reports directly to me as the Visionary. I know I need to add an Integrator to reach the next level, but how do I define the exact roles and responsibilities of this new seat before we start recruiting?

Question

Tyler Smith · Accepted Answer

Adding your first Integrator is a critical transition that requires moving from a hub and spoke model, where everyone reports to the founder, to a structured leadership team. To define this seat before you begin recruiting, you must first clarify the core responsibilities that make an Integrator successful.

The Integrator seat on your Accountability Chart must have five primary roles. These typically include leading, managing, and holding the leadership team accountable; executing the business plan; harmonizing the functions of the business; driving cross functional collaboration; and removing operational obstacles.

To define the exact expectations, run a dedicated thinking session. Ask yourself: what specific operational burdens must be removed from my plate so I can focus on big picture strategy? The answer to this question will help you draft the roles for your new Integrator.

Keep in mind that the Integrator must run the day to day operations. This means all department heads, such as Sales, Operations, and Finance, will transition to reporting directly to the Integrator rather than to you.

Before you publish this updated Accountability Chart, you must get your leadership team bought into the new reporting structure. Explain that this change is not a demotion for them, but a necessary evolution to scale the company and prepare for a eventual exit. Clearly defining the boundaries of the Integrator seat up front ensures a smooth transition when you bring the right person into the seat.