InMotion Hosting · [United States / remote policy] · Full time · Target start: Q1 2027

We’re hiring a President / COO to take over a plan already in motion, run it with discipline, and help our team push our performance to the next level.

Company Overview

InMotion Hosting has served customers for 25 years and has earned its place in the market as a reliable, people-first service company. We’re a profitable 200+ person mid-market recurring-revenue business serving small and mid-sized businesses.

Hosting brings in a large share of our revenue and is an important part of the business. AI is opening new ways to grow hosting, though we expect Cloud and Infrastructure to grow faster.

We’re well positioned to grow:

Our own infrastructure. Bare metal and Cloud, sold from four data centers around the world.
Real AI depth. From AI software factories, to AI in the loop systems, to running AI on our own GPUs, to selling AI infrastructure, we have depth and are investing further.
Talented people across the company.

We are now looking to add a strong and consistent execution champion to sharpen our execution cadence and ownership across teams.

Position Summary

The President / COO will run InMotion day to day and own the P&L. The job is to execute first, then learn, and gain a deep understanding of the business before helping shape the vision and strategic direction for the Company’s next stage of growth.

For your first 1–2 years you own the execution of the existing plan.

Our current founding President will be moving to be our CEO and will actively support you in the transition plan before he is fully focused on GTM Sales, Product, Strategy, Board duties, and his overall leadership responsibilities with his other companies.

A key item. We have an organized succession plan for our founders and if you grow the business substantially over several years, there is a clear path for executive advancement.

Transition Plan

You’ll take over the plan in stages over about four months, with the CEO and Board beside you until handoff.

Shadow (start to month 2). You attend every KPI and OKR meeting and learn the team, customers and cadence. OKRs are already in use: our HR Director, Board Chair and current President champion them, with help from an external OKR executive coach. We’ll revisit the OKRs with your input after you’re hired.

Co-run (months 2–4). You chair the operating cadence and own the next quarter’s OKRs. The CEO supports you and the Board approves plan-level changes. Any early seat or performance problems are surfaced and resolved with help from the CEO and Board.

Handoff (about month 4). You own the 2027 plan, the operating cadence and the leadership team. The CEO moves to monthly or quarterly Board-level review.

Scale (balance of 2027). You standardize the motion and surface seat concerns for advice on how to execute your changes. You have formed a view on what parts of the business are underfunded or overfunded and what org structures are not optimal. You present your recommendations to the Board and execute the agreement.

In Q4, you co-develop the 2028 plan with the Board.

Mature (2028). You run the 2028 plan by the numbers.

Responsibilities: Years 1–2

The Board has set our 2027 goals based on what we believe the market will support once our execution has improved.

Hit the numbers. Own the 2027 plan’s revenue, EBITDA and OKR targets, with budget authority within Board-approved limits and a working partnership with the CFO.
Run the cadence. Chair the KPI and OKR meetings, enforce the Business Operating System, document goals, and follow up after every meeting.
Shape the team. Make seat-versus-person decisions, and hire and develop the leaders the plan needs.
Stay close to customers. Own executive customer relationships and escalations for InMotion.
Carry our AI philosophy into the work. AI should raise what our people can do, not replace them. Build that into goals, training and how the team works.

Longer-Term Responsibilities

As execution becomes reliable, you take a growing role in shaping InMotion’s next vision, then own it. That means shaping new products, moving them from early adopters to the mainstream market, and building global sales and support that follow the sun.

Qualifications

Required

Senior operating leadership (President, COO, or GM of a large division) in a recurring-revenue (MRR) business. This one is not negotiable.
Your last two companies were in or near our market: B2B technology such as hosting, cloud, infrastructure, telecom or security, ideally serving SMB or mid-market clients.
Technically sound. You can hold a credible conversation about cloud and infrastructure with our engineers and customers.
You’ve run KPI cadences, OKRs and a business operating system, and enforced them.
Global sales and support. You’ve run a division that sold and delivered across countries.
A track record of hitting revenue and EBITDA targets.
You use AI in your own work and view it as a force multiplier for human talent, not a substitute or replacement for it.
Strong execution sense, think PE-backed or PE-style experience: hold periods, hard targets, regular Board reporting.

Character and Working Style

A principled, authentic, and accountable servant leader. This is required at all times.
You want the people around you to succeed, and you commit time to them.
You communicate often, inside the company and out.
You know your weak spots and are open on how to solve them.
You work well with an engaged Board and CEO.

Employment History

We prefer six or more years at each of your last two companies, and four years is the minimum. If you have a shorter stint, explain it up front in your cover letter (a sale, an acquisition, a planned exit). We welcome operators who have proven success at executing defined 3–5 year growth roadmaps.

Compensation

$300,000+ base salary, plus performance-based incentives.

Hiring Process

Time. We expect you to take the time to make sure the fit is right on both sides.
Interviews. Top candidates will have access to leaders throughout the organization. Multiple calls, in person, real world discussion, references, etc.
The 2027 plan. Finalists see our 2027 KPIs and OKRs and walk us through how they’d drive them from day one.

How to Apply

Provide a resume and a 1-2 page cover letter.

The below is intended for ease of including the video content as context within your own AI chat as you evaluate this role.

Todd Robinson – InMotion (00:02.784)

All right. So today I have the great pleasure of announcing a new role that we are hiring for. It is the president and COO role. And I am very excited. Sometimes people go, hey, is there something going on over there? And in fact, for us, it’s an exciting move for us to be able to take as a company, probably one we should have taken maybe a little bit earlier. and but in this case, I’m very excited myself. I’m going to be really just wearing the CEO hat and more focused on product.

and engineering and sales. And I’m really excited to have this role opening up. The board is fully supportive of this and is gonna help us navigate this together. So myself obviously out here looking for a great match for myself for this president and CEO role. the the job posting’s been up for a a little bit and so if anybody has already applied, I’d appreciate you watching this anyways, because I think it’ll save you some time and it should help you be able to assess if you know we would be a fit.

Continue in the process. So, yeah. So, for me, a little history, 25 years in and a hosting company that also has great depth and capabilities in other areas. So, cloud, for example, we have fundamental understanding all the way down into the data center. We have four data centers spread around the world, two here in the United States, one in

the Netherlands and one in Singapore. And we also have like great depth, you know, all the way down to GPUs, cloud infrastructure, automated bare metal, you know, power and cooling, th these kinds of things. and couple that with a greater understanding of the power of AI, we run a labs group and we have a set of our engineers that have kind of advanced to that highest level of AI fluency.

And then we have complementary companies that I also run that can bring in other expertises from their focus areas. So when I think of the opportunity that’s in front of us, I think InMotion has a great path to follow right now. And our customers are in these marketing departments and they’re in these founder-led companies that and and and within agencies.

Todd Robinson – InMotion (02:15.032)

That have huge opportunity that AI is bringing to us. And we and when I look at the capabilities that we as a company have, I think and the philosophy that we have, I think there’s no question we can take advantage of this and grow our people at the same time, be very, very useful for our customers and help them navigate this next couple of years. and and I think what’s holding us back is some missing execution fundamentals and also myself just being spread a bit too thin, and then also some just some help, I think.

making sure that we’re proactively needs assessing the the leadership and the teams and making sure that we’re being smart about how we’re kind of allocating our money and making sure there’s accountability very clear. And so we are an OKR company, but only like partially implemented. and to even today though we’re we’re working on fixing that. We’ve got a coach in, we’ve assigned a you know a lead for that work. but we we definitely feel like in this role, this president COO role,

the execution gene is a big part of what will lead to our success. So I think for me, I I was hoping today to describe a little bit about like the opportunities, where we are with a few things. And hopefully I won’t run on too long, maybe 15 minutes, but I tend to run long. So my apologies. But I hope you stick stick with me in here and it’ll give you a good sense of what we’re trying to accomplish. So yeah, I’d mentioned the this opportunity. we’re really trying to double the size of the business or and we have our eyes kind of

firmly set on a hundred million. but we also are looking to make these steps. so you know 6065 is really kind of our next marker point. And it’s a business with 200 plus people in it. And so I think that those it’s we’re perfectly capable of being able to do this. and again with the depth of experience we have, the ability to bring and trade in not trade in, but help educate and cross pollinate from some of the other businesses. And again, just the depth of experience that we have.

It really feels like just a few missing pieces is going to unlock this for us. So and again, the industry we’re greatly positioned to be able to do this. So a few other things that are in there. yeah, international, as I had mentioned, we have a follow the sun. mostly from a support standpoint and an infrastructure standpoint, the data centers, we really need to get our global sales strategy down. So that’s a component inside of here that we’ve also got to leverage. There’s great openings in front of us for this. So yeah, I think

Todd Robinson – InMotion (04:42.284)

I want to keep running through maybe even the challenge a bit more. I want to be able to describe what, you know, what might the 30, you know, the 90 days, the the the 2027 may look like. but to be fair, like I think when when I look at the plan, we’re really counting on this person to also be able to carry the execution plan for this. So no question you’re gonna be an OKR person.

you’re gonna be big on cadences, you’re gonna be able to do the quarterlies and the yearlies and the and the monthly check-ins. You’re gonna help me do that when I’m when I’m straying. So when I’m in product or engineering mode or sales mode and and you need to bring me back and make sure that I’m doing my part, no question. help the board out too. You know, the board is a homegrown board. and so help there is is definitely necessary. And the board’s very open to that, wants to essentially do a better job as a board execution-wise.

So I think in the first 90 days, you’re definitely going to be getting familiar with the KPIs, you’re looking at the OKRs, you’re going to be, you know, sending down lots of meetings to f to get a sense of how it’s flowing. you’re gonna be in there learning the cadence and the customers. but but I would expect you to probably start to take over pretty quickly, especially in the cadences that we’re not as strong in. So I think there’s no question the team has a lot of appetite for this to happen.

so the first 90 days should be pretty straightforward. It might be what you would expect. as we get into 2027, we have what we believe is a really solid growth strategy for this. there’s definitely going to be some seat adjustments. You know, these are true, no question. and we’ve got to look at what we’ve underfunded and overfunded within the different departments. and I’m a big fan at this stage, particularly in for Inmotion, is making sure we are.

Proactively removing some of the older, let’s call it technical debt, but by first asking whether it belongs at all and if there’s an opportunity to simply delete some of these things. So we did that recently with some of the ways that we were presenting products on the website, simple things like that. But sometimes those things will hold you back and they they don’t even need to be didn’t need to exist. So first first first principle stuff and and those areas I think will be really positive for us. So definitely.

Todd Robinson – InMotion (06:58.042)

a bit of first principle thinking. I’m an engineer myself, and I know for us working together, it’s gonna be really important that there’s certain things that align. And I’m definitely an engineer at heart and first principle driven, no question. So and I would like to be better at that. and so I think actually as I get more time by having a good partner come in and help me, I think that that’s I’m I’ll be able to shine a little bit more in some of the areas that I know are my particular specialty. So

definitely what the something, you know, something that we want to have out front is what are, you know, kind of the expectations, what does success look like? What’s the board and myself going to be looking at this? of course, we have revenue numbers, we have evident numbers, we have our OKRs that we believe are important. we have, like I mentioned before, we want to get our make sure that we’re funding correctly, over or under, and making sure we take a square look at that. maybe some org structure tweaks are definitely gonna be in there. We understand that.

yeah, I think I’m trying to think of what else I need to lay out to make sure that we will have a great partnership. You know, so for me, I absolutely want someone that trusts me, that I trust as well. And so during the hiring process, you know, unfortunately it’s gonna take a little bit of those those two those things don’t come overnight. and so I’d like to get a chance to work with work with somebody, understand them, meet them in person, yeah, the good old fashioned way. So hopefully that lays out a little bit.

There’s are there are a few things though that are also culture-wise that are let’s just say, you know, there’s no question, no no BS kind stuff. So servant leadership, no, no question. one of our mantras is an honest desire to see people succeed. This could be our customer, this could be staff around us, this could be peers, this could be anything. and and you sometimes you have to take a breath and and make sure that that’s kind of really inside of your psyche. So if that isn’t

you know, we’ll bump heads in a way that’s probably not gonna be successful. and with the organization as well. And so most of the staff, well, I would argue all almost all have known that that that policy procedure, let’s say, that culture. And and so we stick to it. And it’s it is very, very important to the to the organization that that this this role also believes that. a note on AI as well, just to reiterate and I’m kind of

Todd Robinson – InMotion (09:19.628)

swing back to some of the opportunity that I see that we have is we believe firmly, I believe firmly, that AI is an enablement. It is not meant to replace. It is a wonderful calculator. It’s the most incredible calculator we could ever be faced with. But we thought that about many of the technology changes that have occurred over these years, you know, and I’ve been lucky enough to be part of. So for me, I think you you want to be sure that you yourself are embracing it, understand it, see how it’s plugging in and you’re

Consciously letting go of old habits, which is super hard. And for me is I have them just as well, right? So I I I have a lot that I fight to to let go. and so don’t be surprised when somebody like me says, you know, why are you building a deck? Like that we don’t build decks that way anymore. Like just ask and and make an app, maybe if that’s the easier way to communicate it. And certainly don’t be in there editing anymore. so there’s certain things like that that even me, like when I I I start my day or start.

This process a little and I have to stop for a second. Go, don’t do it that way anymore. That is a waste of time. It’s not going to set me up. But we have great engineers that are at that peak level who have made that transition. I myself built one of our software, a content factory that’s based upon our software factory system. And it is really very, very educational. So I definitely expect this role to be embracing of it, challenge their own work, but also to know that it’s meant to.

enhance what our teams can do and that our team and our and our customers can all take advantage of this to to grow and be a more competitive company than we’ve ever been before. So I hope that covers everything. compensation wise, you can see the numbers that are on the posting. but for the right candidate, you know, talk to me. this is something that I believe we want to be on the absolute same page and being on the same page means that you would be materially rewarded

with success of the business. So there’s no question that that’s important to me and and I will be aligned with requests that help you be aligned with that with that as well. So all right, I hope I covered everything and I’m gonna maybe throw I I’ll do some editing if I didn’t get it right. But again, I hope that you got a chance to stick with me here and that you do decide we might be a solid fit. Hit me up here on LinkedIn. That’s no no worries for a quick chat on LinkedIn just to see if there’s

Todd Robinson – InMotion (11:46.296)

kind of mutual starting interests. I’m happy if you if you want to share specific things with me and then I’m happy to carry that back into HR, our director of HR. She’s handling this role. and make sure that she’s in there spotting these things. And and again, I’m also okay to with quick conversations. But again, you you please do watch the video and maybe yeah say, hey, I watched that video and here’s the things that I’m thinking. and give me some of the background. I do have kind of a cutoff. if you haven’t

been with your companies, the recent companies for a decent a pa amount of time. unless it’s a short amount of time because you had great success and were acquired or or sold this or did something like that. That’s okay, of course. But for us, we’re really looking for someone that will be with us for the long haul and thinks about it that way and is willing to take the time to get to know me, to get to know the business and make sure that what we, what I think is a wonderful opportunity is real and that you would believe it as well, because it takes a bit of

this belief, right, to to make it true. So all right. Well sorry about running so long and I definitely appreciate y’all sticking out for for a bit. And I’ll I’ll drop the transcript of course in in one a in a in a page somewhere so that you can just scrape that into your favorite AI and maybe ask the script ask the ask that AI with my script included as to whether y’all might be a fit. So I know that may seem like a strange thing but I do that quite often and and inherit from

the recorded voice a lot and it’s very efficient. So anyways, all right. Thank you again and I will sign off now.