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Hiring an Executive Assistant: Job Description Template

By Ammar Ahmed


Are you tired of being bogged down by administrative tasks? An executive assistant can take the burden off your shoulders. They can help you save time, improve efficiency, and free you up to focus on the more important aspects of your job.

The hiring process can be daunting, but it doesn’t have to be. This article will walk you through the steps involved in hiring an executive assistant, from writing an effective Executive Assistant job description to conducting interviews.

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Responsibilities & Role of an Executive Assistant

As you search for the perfect Executive Assistant to support your executive team, it’s crucial to understand the breadth of this role. Recognizing what you should expect from an Executive Assistant can guide you in identifying someone who will truly enhance your team’s efficiency:

  • Calendar Management: Manages and optimizes schedules, ensuring a balance of meetings, events, and downtime.
  • Communication Liaison: Serves as the primary contact point, filtering communications and liaising with stakeholders to present only essential information.
  • Project Oversight: Handles specific tasks or projects, ensuring timely execution, and aids in task delegation among support staff.
  • Document Management: Prepares, proofreads, and manages documents to ensure they are polished and professional.
  • Travel Coordination: Manages all aspects of business travel, from bookings to crafting detailed itineraries.

How to Hire an Executive Assistant

Finding the perfect executive assistant can be a game-changer for your organization. To ensure a successful hiring process, follow these steps to discover top talent and make informed decisions:

1. Understanding Your Executive Assistant Needs

Start by defining what you expect from an Executive Assistant:

  • The level of responsibility and decision-making you’d like to delegate.
  • The types of tasks and projects they will oversee.
  • Specialized requirements like multilingual abilities, expertise in certain software, or international experience.

Determine if you need them full-time, part-time, or for a specific project duration. By clarifying these needs, you can design a more targeted job description.

2. Search for the Top Talent

With clarity on role specifics, initiate your search for executive support talent. Potential sources include:

  • Job Boards and Professional Networking Sites: To attract exceptional executive assistants, you can explore various channels. Consider posting job listings on reputable job boards like Indeed, Glassdoor, and LinkedIn.  
  • Remote and Freelance Platforms: With the increasing trend of remote work, platforms like Upwork and Fiverr offer a pool of remote executive assistants. This approach can be cost-effective and offers flexibility, catering to varied business needs.

3. Look for Professional Qualifications

When considering candidates for an executive assistant role, it’s essential to assess their professional qualifications to gauge their expertise, attention to detail, ability to manage high-level tasks, and dedication to supporting executives effectively. 

  • Certified Administrative Professional (CAP): This certification encompasses the vast responsibilities of administrative professionals today. CAPs have expertise in organizational communication, business writing, document production, technology and information distribution, office and records management, event and project management, and operational functions.
  • Microsoft Office Specialist (MOS): While this is more of a technical certification, an executive assistant with a MOS certification showcases their proficiency in Microsoft Office Suite. This includes tools like Word, Excel, PowerPoint, and Outlook, which are essential for managing documents, presentations, communications, and schedules.
  • Software Proficiency: Familiarity with platforms like Salesforce or HubSpot can be valuable if the executive assistant is handling communications or tracking relationships. Besides, platforms like Trello, or Asana can be essential if they’re assisting with project coordination.

4. Analyze Their Work Experience

When assessing someone’s experience and track record, it is important to dive deep into their professional history. Here are some questions to consider:

  • Have they supported executives in similar industries or companies of comparable size? This will give you an idea of their level of experience and expertise.
  • Can they handle the pressure and multitask effectively? This is important for any executive assistant, as they will often be juggling multiple tasks at once.
  • Do they have experience coordinating large events, managing complex travel schedules, or handling sensitive communications? These are all essential skills for an executive assistant, as they will often be responsible for planning and executing important events, managing travel arrangements, and communicating with clients and colleagues.

By asking these questions, you can get a good sense of whether or not the candidate has the experience and skills necessary to be a successful executive assistant.

5. Conduct a Comprehensive Interview Process

Conducting thorough interviews is essential in finding the right candidate for the job. During face-to-face interactions, ask scenario-based questions to assess the candidate’s problem-solving abilities, their approach to managing high-pressure situations, and their communication skills.

Ask about specific experiences tied to their roles, such as times they had to manage conflicting appointments, organize large events, or deal with confidential information. Inquire about how they’ve contributed to streamlining executive processes or enhancing productivity in their previous roles, and their approach to resolving scheduling conflicts or communication barriers.

Given the close working relationship, also gauge cultural fit and personal chemistry.

6. Cross-verify their References and Conduct Background Verifications

Before making a final decision, make sure that you conduct reference and background checks to verify a candidate’s qualifications and character. Follow these steps for effective reference and background checks:

  • Legal and Ethical Aspects: Familiarize yourself with FCRA and EEOC guidelines to ensure compliance throughout the screening process.
  • Checking References Effectively: Reach out to previous employers or supervisors for insights into their work ethic, reliability, and interpersonal skills.
  • Evaluating Responses: Assess the feedback received during reference checks, looking for consistency and alignment with candidate qualifications.
  • Background Checks: You may also consider running background checks to ensure there are no red flags or discrepancies.
  • Documentation:  Keep accurate records of all references and background checks conducted for future reference and legal compliance.

Tips for Avoiding Red Flags During the Hiring Process of an Executive Assistant

When hiring an Executive Assistant, specific red flags could signal that a candidate may not be the right fit for this specialized role. Here are some profession-specific tips to help you avoid such pitfalls:

  • Lack of Technical Proficiency in Scheduling Tools: Executive Assistants often manage complex calendars. If a candidate is not familiar with advanced scheduling tools like Microsoft Outlook or Google Workspace, this can be a significant red flag.
  • No Experience in Confidentiality Management: Executive Assistants handle sensitive information. If a candidate can’t articulate how they have managed confidentiality in past roles or seems uncomfortable discussing it, consider it a warning sign.
  • Inability to Prioritize Tasks: This role involves juggling multiple responsibilities. During the interview, if a candidate struggles to demonstrate how they prioritize tasks effectively when things get hectic, that’s a red flag.
  • Absence of C-Level Interaction: Executive Assistants typically work closely with top-level executives. If a candidate doesn’t have experience interacting with C-level personnel, their suitability for the role may be questionable.

By keeping these specific red flags in mind during the hiring process, you can significantly increase your odds of selecting an Executive Assistant who is not only skilled but also a great fit for the demands of the role.

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Executive Assistant Job Description

An effective job description serves dual purposes: it helps you narrow down the pool to only the most qualified applicants, and it provides clarity and excitement for potential candidates. For a role as crucial as that of an Executive Assistant, it’s important to carefully craft a description that embodies both the tasks required and the values of your organization.

Below is a template to help guide you:

Download Template

Job Title: Executive Assistant

Company: [Your Company Name]

Location: [Your Company Location or ‘Remote’]

Type: [Full-time/Part-time/Contractual]

Salary: [$XX, XXX – $XX, XXX]

About Us:

[Brief description of your company, its vision, mission, and values. Help potential candidates understand your company’s culture and why it’s a great place to work.]

The Opportunity: 

The Executive Assistant will play a pivotal role in supporting [Executive’s Name/ the leadership team] by managing a variety of administrative tasks and projects. This position requires exceptional organizational skills, keen attention to detail, and the ability to navigate a fast-paced environment with grace and professionalism.

What You’ll Do:

  • Efficiently manage and prioritize the executive’s calendar, schedule meetings, and ensure they are well-prepared for all engagements.
  • Handle correspondence on behalf of the executive, filter emails, and relay pertinent information in a timely manner.
  • Organize, attend, and sometimes lead meetings; take minutes and ensure action points are followed up on.
  • Plan and arrange travel itineraries, including flights, accommodation, and transport.
  • Prepare reports, presentations, and other essential documentation as required.
  • Maintain the utmost discretion when dealing with sensitive company information.
  • Assist in or lead special projects as assigned, ensuring timelines and objectives are met.

What You’ll Bring:

  • Bachelor’s degree in business administration, office management, or a related field.
  • XX years of experience in an executive assistant role.
  • Strong organizational and time management skills.
  • Excellent written and verbal communication skills.
  • Exceptional proficiency in Microsoft Office Suite and other scheduling tools.
  • Ability to manage highly sensitive and confidential information.

Our Ideal Candidate is Someone Who Has:

  • Demonstrated excellence in multitasking and prioritizing a diverse set of responsibilities.
  • Previous experience interacting with C-level executives and external stakeholders.
  • A proactive approach to problem-solving, with a keen eye for detail.
  • The capacity to work under pressure while maintaining a calm demeanor.
  • Flexibility to adapt to the evolving needs of executives and the organization.

Benefits and Perks:

  • Competitive salary and performance-based bonus structures.
  • 401(k) retirement plan with company match.
  • Option for occasional remote work or hybrid work model.
  • Generous paid time off, including vacation, sick days, and personal days.
  • Access to the latest administrative tools and software for efficient task management.
  • Allowance for home office setup or equipment upgrade.
  • Tuition reimbursement for courses that enhance role effectiveness or career progression.

How to Join Us:

To express your interest in the Executive Assistant position, please submit the following:

  • A current resume detailing your professional journey.
  • A cover letter that sheds light on your fit and enthusiasm for the role.
  • Any additional documentation that speaks to your competencies.

Forward these materials to [email address], using the subject: “Application for Executive Assistant Role – [Your Name]”.

At [Your Company Name], we celebrate diversity and are committed to creating an inclusive environment for all employees. We ensure every candidate is evaluated based on merit, without regard to their race, color, religion, gender, national origin, or any other status protected by law.

Final Submission Date: [Insert the definitive date for application submissions]

While we would love to respond to everyone, only those being considered for further discussions will receive a follow-up. Your interest in joining [Your Company Name] is greatly appreciated, and we wish you the best in your professional endeavors.

Note: Please adjust and customize the template to fit your organization’s specific needs. 

How Much Does it Cost to Hire an Executive Assistant?

Hiring an executive assistant is a decision that can significantly enhance the efficiency and productivity of an executive or senior management team. However, the cost of hiring can vary based on several factors. Here’s a breakdown to help you understand the costs involved:

Salary and Benefits

When you’re considering the cost of hiring an executive assistant, it’s essential to understand both the salary and the accompanying benefits. 

The salary may vary depending on the factors such as experience level, skills, and qualifications. For instance, the average annual salary for an entry-level executive ranges between $40,000 to $56,000.

However, as prospective assistants gain experience, their salary expectations will rise. The average salary for an experienced executive assistant is between $56,000 to $76,000. 

On the other hand, those who’ve cultivated extensive experience, developed specialized skills, or have a history of supporting C-level executives may command salaries ranging from $76,000 to well over $115,000.

In some cases, particularly for remote or part-time positions, employers might opt for an hourly payment structure. According to the U.S. Bureau of Labor Statistics, as of 2020, the median hourly wage for executive assistants was around $31.36. However, this can vary based on factors similar to those affecting annual salaries.

But salary is just one component of the compensation package. Benefits play a crucial role in both attracting and retaining top talent. This package might encompass health insurance, contributions towards retirement plans, paid time off, and other enticing perks that enhance the overall job appeal.

On average, benefits might inflate the base salary by an additional 20% to 40%. So, when mapping out your budget or evaluating a potential offer, always factor in both the salary and the value of the benefits package to get a comprehensive picture of the total compensation.        

ROI of an Executive Assistant

Before identifying the ROI, take a month to document your daily activities, particularly those that are administrative and could be delegated. This will give you a clear understanding of how much time you are wasting on non-strategic tasks.

For instance, if an executive dedicates 3 hours a day to such tasks, it translates to 60 hours a month – roughly equivalent to 20% of a standard working month.

Now, let’s monetize this.

If your hourly rate (based on your salary or the value of your executive decisions) is $400, those 60 hours equate to $24,000 a month in potential strategic value lost to administrative chores.

With the reclaimed hours, think about growth levers. Could you solidify a partnership, refine a product strategy, or embark on a transformative project? Suppose you could generate an additional $50,000 of business value with the time you regain. The ROI of an executive assistant in such a scenario isn’t just their salary versus your hourly rate, but the potential uplift in revenue or business value. 

In addition to the direct financial gains, consider the intangible benefits. If long hours are the norm for you, investing in an EA might be a way to improve your mental health, reduce burnout, and have a more balanced personal life. These aspects, although not directly measurable in dollars and cents, have a significant impact on long-term executive performance and company morale.

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Ammar Ahmed

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