Built for service firms whose founders are making their first 1–5 remote hires.Inspect the brief
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REMOTE RECRUITING WITH VISIBLE EVIDENCE

Hire an executive assistant who protects attention, preserves context, and closes important loops.

Find an executive partner screened for discretion, calendar logic, written judgment, stakeholder communication, and the working rhythm your leadership role needs.

Start your hiring brief Inspect the role evidence
Protect valuable timeCreate a reliable leadership cadenceImprove execution across stakeholders
Professional smiling while working at a laptop in a bright home office
EXECUTIVE SUPPORT IN CONTEXTA trusted right hand works from clear priorities and decision rights.

Calendar, inbox, research, and reliable execution become leverage when the assistant knows what to decide, what to protect, and when to escalate.

PLAN THE ROLE

Check the scope, evidence, and handoff plan for the first 90 days before the search begins.

Choose each planning view to see what the role should own, what should earn an interview, and how a strong start will be measured.

Scope planning viewDefined at kickoff

What should an executive assistant own first?

Protect valuable time

Calendar architecture Inbox ownership Meeting preparation

Turn the work into a role scorecard before sourcing begins.

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OWNERSHIP MAP

What this role should own, and what should be tested.

A title is only useful after responsibilities, tools, communication, and evidence are explicit.

Swipe to compare responsibilities, tools, and communication evidence

Typical responsibilities

  • Calendar architecture
  • Inbox ownership
  • Meeting preparation
  • Travel planning
  • Executive action tracking

Common tools

  • Google Workspace
  • Microsoft 365
  • Slack
  • Zoom
  • Notion
  • Travel platforms

Communication evidence

  • Executive level brevity
  • Discretion
  • Stakeholder awareness
  • Proactive issue framing
WORK SAMPLE FOR THE ROLE

Test a realistic moment, not trivia.

Rebuild a conflicted executive calendar, draft a sensitive reschedule, and explain the tradeoffs behind the decisions.

01 Structure02 Judgment03 Communication04 Reliability
The final exercise is tailored to the approved role and designed to respect candidate time.
INSIDE THE DELIVERABLE

Anatomy of the First Hire Brief.

Scroll through the six parts of the document every search produces. This is the document that supports your hiring decision.

01 / BRIEF SECTION

Role scorecard

Outcomes for the first 30, 60, and 90 days, decision rights, tools, schedule, and the constraints that can stop a search.

02 / BRIEF SECTION

Communication evidence

Notes from live conversations and written scenarios describe observed behavior in concrete terms.

03 / BRIEF SECTION

Work sample scoring

An exercise tied to the role and scored against anchors written before any answers were reviewed.

04 / BRIEF SECTION

Verification ledger

What was demonstrated, what the candidate reported, and what still needs checking are clearly labeled.

05 / BRIEF SECTION

Tradeoffs + probes

Strengths, tradeoffs, and specific interview questions to test each one.

06 / BRIEF SECTION

Handoff plan

Offer alignment, start logistics, and the onboarding plan that follows your decision.

30/60/90

Define progress before day one.

These milestones become specific only after the client approves the role scorecard.

Swipe through the milestones for days 30, 60, and 90

First 30 days

Learn executive priorities, stakeholders, access boundaries, calendar logic, and communication preferences.

By day 60

Own the leadership cadence, prepare meetings, resolve routine conflicts, and surface sensitive tradeoffs early.

By day 90

Protect executive attention with delegated authority, reliable execution, and a reviewed access model.

LIVE SCHEDULE CONTEXT

Compare local times across the Americas before you define the working hours.

Swipe to view local times

Your time--:--:-- --
Mexico City--:--:-- --
Bogotá--:--:-- --
Buenos Aires--:--:-- --

Swipe to compare fit and pause conditions

A strong fit when

  • The leader is ready to share context and authority
  • Calendar and communication complexity are growing
  • The role needs judgment, not only task completion

Pause the search when

  • The leader is unwilling to delegate access or decisions
  • The scope is primarily a specialist function
  • Success cannot be described beyond “help more”
BUYER QUESTIONS

Clarify the relationship before the shortlist.

Who employs or contracts with the person?

First Hire is a direct hire recruiting partner. The client employs or contracts with the selected person and chooses its own payroll, EOR, or contractor solution.

How is communication assessed?

We evaluate the clarity, listening, written tone, comprehension, and judgment the job requires through live conversation and realistic scenarios. Accent is not a screening criterion.

Are working hours confirmed?

Yes. Required overlap, schedule, start date, and other availability constraints are confirmed before a candidate reaches the shortlist.

How should sensitive access be handled?

Define which inboxes, calendars, documents, and relationships are required, apply minimum necessary access, use individual accounts with multifactor authentication, and review permissions as responsibilities change.

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A CLEARER NEXT STEP

Turn the executive assistant role into a search backed by evidence.

Start with the work that keeps interrupting your week, plus the timeline and schedule overlap you need.

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EVIDENCE BEFORE INTERVIEWS · YOU MAKE THE FINAL CALL