Executive Assistant Search

Ask most people what an Executive Assistant does and they'll describe a capable administrator. Ask the best principals in the market and you'll get a different answer entirely.

The EAs who genuinely move the needle are operating more like a shadow Chief of Staff than a traditional assistant. They're catching things before they become problems. They understand the rhythm of the business they sit inside, the sensitivities of the people their principal engages with, who matters at which stage and why. They know which relationships to protect, which meetings to push back on, and how to manage a calendar in a way that reflects a principal's actual priorities rather than just their requests.

Emotional intelligence is perhaps the hardest thing to screen for and the most important thing to get right. The best EAs have an instinctive read on when to step in and when to disappear, when their principal needs information, a decision made, or simply space. That kind of judgment isn't taught. It's a quality of character, and finding it requires a search process that goes well beyond resume review.

There's also the matter of sophistication. An EA at this level is often the first point of contact for the people who matter most to the principal: investors, partners, portfolio companies, board members, family advisors, counterparties, or close personal contacts. They are representing the principal before the principal is even in the room. The level of commercial awareness, discretion, and professional presence required is genuinely high, and it narrows the field considerably.

We're not fishing the same active candidate pool as every other firm in the market. We're doing proper headhunting.

When we take on an Executive Assistant mandate, we start by spending real time understanding the principal and the environment they operate in. Not just the job specification, because that tells us relatively little. We want to understand the pace of the office or household, the communication style, the pressure points, the things that have gone wrong before and why. A great EA for a solo founder running at pace looks very different from a great EA for an executive inside a Fortune 100, which looks different again from a great EA for a principal whose life sits across multiple homes and time zones. The brief has to be precise before the search begins.

From there we work our network, which is extensive, built over more than a decade placing senior support professionals across the US and UK. Many of the best candidates at this level aren't actively looking. They're performing well in demanding roles and not monitoring job boards. Reaching them requires relationships, and relationships require time in the market.

Every candidate we shortlist goes through Blackbook Assess, our proprietary scenario-based evaluation. We put candidates through real-world situations: competing priorities, stakeholder management under pressure, sensitive communication, judgment in ambiguity. It gives us — and ultimately you — evidence rather than instinct. The shortlist we present isn't based on who interviewed well on the day. It's based on who demonstrated the right judgment when it counted.

References are taken seriously and conducted properly. We speak to people who've worked with the candidate in demanding environments, and we ask the questions that reveal character rather than just competence.

Our mandates span the US and UK, with particular depth in the cities where senior leadership is concentrated.

In the United States, we're most active in New York, with significant work across Chicago, Washington DC, Dallas, Houston, San Francisco, Los Angeles, Miami, and Boston. In the UK, London remains the center of gravity for most of our mandates, though we work with principals and firms operating across the country.

Internationally, we're increasingly active in Dubai, Geneva, and other major centers where US and UK-headquartered firms have established leadership teams or where senior principals base their personal lives.

The organizations we work with span alternative investments, banking, technology, professional services, life sciences, family offices, and the private residences of senior principals. The common thread is that the principal takes the quality of their support infrastructure seriously and understands that the right EA is a strategic investment, not an overhead.

We place EAs supporting individual partners and founders, EAs working within larger Office of the CEO functions, EAs embedded inside private households, and team EAs supporting senior leadership groups. The role scope varies. The standard doesn't.

It's rarely talked about in these terms, but it should be. A senior EA working at full effectiveness is creating real commercial and personal value — not in a way that shows up cleanly on a P&L or a household ledger, but in the compounded effect of a principal operating at a higher level every day. Better decisions made faster. Fewer things falling through the cracks. Relationships managed with more care and consistency. Time protected and directed toward what actually matters.

The inverse is also true. A mis-hire at this level is costly in ways that go beyond the fee and the time lost. It creates friction, erodes trust, and in some cases damages relationships that took years to build. Getting it right the first time matters.