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EVIDENCE-BACKED REMOTE RECRUITING

Hire an executive assistant who protects attention, context, and follow-through.

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

Plan this hire Inspect the role evidence
Defend high-value timeCreate a reliable leadership cadenceImprove follow-through across stakeholders
Premium hiring scorecards arranged on a brushed silver decision desk
Process visual — no client or candidate record shown.
ROLE DECISION CONSOLE

Click through the controls before you commit to the search.

Compare scope, evidence, and handoff before the market is touched. The goal is a search that feels controlled before it feels fast.

Scope readiness86%

What should a executive assistant own first?

Defend high-value time

Calendar architecture Inbox ownership Meeting preparation

Turn the work into a role scorecard before sourcing begins.

Plan this hire
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.

Typical responsibilities

  • Calendar architecture
  • Inbox ownership
  • Meeting preparation
  • Travel planning
  • Executive follow-up

Common tools

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

Communication evidence

  • Executive-level brevity
  • Discretion
  • Stakeholder awareness
  • Proactive issue framing
ROLE-RELEVANT WORK SAMPLE

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 Follow-through
Example only. The final exercise should reflect the approved role and respect candidate time.
30 / 60 / 90

Define progress before day one.

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

First 30 days

Learn the systems, document recurring work, and close supervised loops reliably.

By day 60

Own the core cadence, surface risks early, and improve one recurring workflow.

By day 90

Operate against agreed measures with less prompting and a clear growth plan.

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 launching as 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 job-relevant clarity, listening, written tone, comprehension, and judgment 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.

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A CLEARER NEXT STEP

Turn the executive assistant role into an evidence-backed search.

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

Plan your hire