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Entry Level Chief Performance Officer Jobs (NOW HIRING)

Civil CFO

Fractional CFO

Dallas, TX

$305K/yr

What Civil CFO Does We serve 8-figure construction firms -- typically stuck around 3% net margin ... This is the standard your performance will be evaluated against. KEY ROLE DETAILS This is a W2 role.

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Chief Financial Officer

Chicago, IL · On-site

$150 - $250/hr

Your Role The Chief Financial Officer (CFO) at Near North Health will spearhead the organization ... Candidates who meet the minimum requirements will typically start at the entry level of the range ...

Fogg Remington EyeCare

Chief Operating Officer

Fresno, CA · On-site

$100K - $130K/yr

The COO is a key driver in quality assurance to optimize patient care, enhance the patient ... Conduct regular performance evaluations and provide feedback to enhance employee performance and ...

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How much do entry level chief performance officer jobs pay per year?

As of Jul 21, 2026, the average yearly pay for entry level chief performance officer in the United States is $151,203.00, according to ZipRecruiter salary data. Most workers in this role earn between $111,500.00 and $185,000.00 per year, depending on experience, location, and employer.
What are the most commonly searched types of Chief Performance Officer jobs? The most popular types of Chief Performance Officer jobs are:
Entry Level Chief Performance Officer jobs near you
Infographic showing various Entry Level Chief Performance Officer job openings in the United States as of July 2026, with employment types broken down into 1% As Needed, 93% Full Time, 5% Part Time, and 1% Contract. Highlights an 92% Physical, 3% Hybrid, and 5% Remote job distribution, with an average salary of $151,203 per year, or $72.7 per hour.

Fractional CFO

Civil CFO

Dallas, TX

$305K/yr

Full-time

Posted 13 days ago

Job description

Description

This is not a typical Fractional CFO role.
We work with 8-figure construction firms that want real financial leadership — not reports, not vibes, and not excuses. If you want to drive decisions, challenge owners, and be measured by outcomes, keep reading.

What Civil CFO Does
We serve 8-figure construction firms — typically stuck around 3% net margin — that want to build durable, profitable businesses. Our CFOs:
  • Spend most of their time looking forward, not explaining the past
  • Help owners make real decisions about pricing, cash, growth, and risk
  • Translate financial complexity into simple, actionable business logic
  • Push back when owners are about to do something financially dangerous
  • Turn insight into execution, not decks and dashboards
This is real work with real consequences.

The Standard We Hold Our CFOs To
You will be evaluated on how consistently you demonstrate these six principles:
  1. Future First. We obsess over where clients are going, not where they've been. History is an input, not the main event.
  2. Rough Right Over Precisely Wrong. We operate in a world of imperfect data. We value decision-grade financial intelligence over audit-grade perfection.
  3. Speak Human. Financial acumen is useless if the client doesn't understand it. We refuse to hide behind jargon. If the client doesn't get it, we failed — not them.
  4. Challenge the King. We are paid to be partners, not "Yes Men." We are loyal to the business and its people, not anyone's ego. We deliver hard truths with empathy but without equivocation.
  5. Architect of Value. An accountant saves money; we find ways to make money. We hunt for pricing power, margin expansion, and capital efficiency — and we do it by understanding how the business actually operates. We believe that financial insight disconnected from operations is close to useless. We connect the numbers to the work so that our recommendations turn into action on the ground.
  6. Propensity for Action. We judge ourselves by what gets done in the client's business, not the beauty of our models. Insight without implementation is failure.
  7. Fractional Mindset. We create outsized impact with limited hours and no org‑chart authority. We think and act like owners of a portfolio of businesses, not employees of one. We ruthlessly prioritize the few moves that matter, design around existing teams and systems, and drive change through clarity and influence instead of control. Constraints on time and access are assumptions of the job, not excuses.
These are not values on a wall.
This is the standard your performance will be evaluated against.

KEY ROLE DETAILS
This is a W2 role. Full-time, W2 — not a 1099 side hustle. If you're looking for part-time or subcontractor work, don't apply.

Clients are 8-figure construction firms. We only work with 8-figure construction companies. If you don't have extensive experience as a full-time CFO in construction or the trades, this role isn't for you.

Primarily remote, with occasional travel. HQ is in Dallas, TX. Most of the team is remote, but there is light travel — you'll lead a 2-day onsite onboarding with each new client, attend quarterly team meetings at HQ, and occasional other travel. If 100% work-from-home is your jam, you won't enjoy it here.

You will be coached, challenged, and held accountable. We push, challenge, and equip our CFOs to be the best — and we hold everyone to the highest standards. B-players don't last here. If you don't like coaching or accountability, this isn't for you.

IS THIS YOU?
This role is NOT for you if…
  • You want flexible advisory work with low accountability
  • You need perfect data before making recommendations
  • You avoid hard conversations with executives
  • You equate CFO work with reports, decks, or dashboards
  • You expect clients to execute because of your title
  • You're optimizing for lifestyle over impact
People who thrive here tend to be…
  • Comfortable operating with limited time and imperfect information
  • Willing to be challenged internally and externally
  • Clear thinkers who simplify complexity quickly
  • Calm, direct, and steady in uncomfortable conversations
  • Motivated by results, not optics
  • Energized by a high bar and real accountability

OUR HIRING PROCESS
We run a deliberately rigorous hiring process. Most candidates do not make it through. The process includes:
  1. A written application
  2. Live screening conversations
  3. A real-world case study
  4. An in-person interview day consisting of 3 rounds of interviews with various members of our team.
Our hiring protocol is intentionally thorough. That's how we make sure only A-players make it on our team. If that process feels too heavy, it's a good signal you won't enjoy the work here.
If you've read this far and feel energized rather than intimidated, we'd like to hear from you. 
The application should take 15–20 minutes — please take your time.