6 free templates from standard EA to a founder's first hire, with the FLSA exempt vs non-exempt decision aid, a BLS salary band, and confidentiality language competitors skip. Download as DOCX.
An executive assistant keeps an executive organized, informed, and a step ahead: the calendar, the travel, the correspondence, the confidential matters, and the dozens of small decisions that protect the executive's time. Hiring one well means getting two things right that nearly every template skips. The first is the FLSA classification, which for an EA is a genuine decision between exempt and non-exempt that turns on how much discretion the role carries. The second is confidentiality, since an EA sees almost everything.
At FirstHR, we build templates for the companies that handle hiring themselves, including the founder making a first executive-assistant hire. The six templates below span the range, from a standard EA to a founder's first hire, with the FLSA classification and confidentiality guidance competitors leave out. For the fundamentals behind any posting, the guide to writing a job description is a useful companion.
TL;DR
An executive assistant provides high-level support to an executive: calendar, travel, correspondence, and confidential matters, with real judgment rather than pure clerical work. The FLSA classification is a genuine decision: an EA with delegated authority and discretion is likely exempt, while a mainly clerical EA is non-exempt and owed overtime, and a founder's EA is often the clearer exempt case. The BLS median is $63,110. Because EAs handle sensitive information, build in confidentiality. Download six templates as DOCX, from standard EA to a founder's first hire, with FLSA and confidentiality guidance built in.
What an Executive Assistant Does
An executive assistant provides high-level administrative support to an executive or leadership team, managing the calendar, coordinating meetings and travel, handling correspondence and confidential information, and acting as a point of contact on the executive's behalf. The role is built on judgment and discretion, not just clerical execution.
The federal occupation is executive secretaries and executive administrative assistants, who provide high-level support including preparing correspondence, receiving visitors, arranging conference calls, and scheduling meetings. The role is distinct from the broader administrative assistant, and at a small company it often overlaps with the office manager. The scope shifts with the seniority of the executive supported, which the templates below reflect.
Executive Assistant Duties and Responsibilities
Executive assistant duties cluster into four areas: calendar and scheduling, communication, confidentiality and judgment, and travel and logistics. A strong job description picks the specific responsibilities from each area that match the executive supported, rather than listing every possible task.
Calendar and scheduling
Own and protect the executive's calendar
Coordinate meetings, agendas, and follow-ups
Resolve scheduling conflicts and priorities
Communication
Handle email and correspondence
Draft and manage messages on the executive's behalf
Serve as a point of contact for the executive
Confidentiality and judgment
Manage confidential information with discretion
Act with delegated authority where trusted
Make decisions on routine matters independently
Travel and logistics
Arrange travel, itineraries, and expenses
Prepare the executive for each day and meeting
Track projects, deadlines, and commitments
The weights shift with seniority: delegated authority and board prep for a C-suite EA, scheduling and documents for an entry-level one. For a structured way to scope the role, the guide to defining job responsibilities walks through the process.
Executive Assistant vs Other Support Roles
The support-role titles overlap and get used loosely, but they describe different scopes, which affects pay and classification. Placing the executive assistant against the adjacent roles helps you pick the right title and level before posting.
Role
Supports
Focus
Typical level
Executive Assistant
A specific executive
Calendar, confidential support, judgment
Mid to senior
Administrative Assistant
A team or department
General admin, scheduling, documents
Entry to mid
Office Manager
The whole office
Operations, vendors, facilities
Mid
Chief of Staff
The executive, strategically
Strategy, projects, leadership leverage
Senior
For the adjacent roles, the personal assistant and chief of staff templates cover personal support and the senior strategic role, while a remote, task-based version maps to the virtual assistant. Choose the title that matches the real scope.
Which Template Should You Use?
Pick the template by the level and who the EA supports. The core structure is the same across all six, but each one emphasizes the duties, discretion, and framing that fit a specific kind of executive-support role.
Standard Executive Assistant
Any executive
The universal baseline: calendar, meetings, travel, correspondence, and confidential support for an executive or team. Start here and adapt.
EA to the CEO / Founder
Direct CEO support
The high-trust version: manage the CEO's time, act with delegated authority, and handle confidential matters directly for the founder.
Senior / C-Suite EA
C-suite support
The senior version: complex scheduling, board prep, highly confidential work, and mentoring junior administrative staff.
EA / Office Manager
Dual role
The dual-role version common at small companies: executive support plus running the office, vendors, and operations.
Entry-Level EA
First support role
The entry-level version: scheduling, correspondence, and documents, commonly non-exempt, with a path to senior support.
First EA Hire
Founder's first hire
The version no competitor offers: a founder's first executive assistant who takes admin off their plate and brings order as the business grows.
Match the Template to the Role
Supporting any executive: Standard. Direct support to the CEO or founder: EA to the CEO / Founder. C-suite and board support: Senior / C-Suite EA. Support plus running the office: EA / Office Manager. A first professional support role: Entry-Level. A founder making their first support hire: First EA Hire. When the role is mainly clerical, default it to non-exempt.
Download all six as a single Word document or copy individual templates. Each follows the same structure: company and role summary, key responsibilities, qualifications, compensation, and how to apply, with an EEO statement. Fill in the brackets and post.
Download All 6 Job Description Templates
Standard EA, EA to the CEO, senior C-suite EA, EA/office manager, entry-level, and first EA hire. All in one DOCX.
Template 1: Standard Executive Assistant
The universal baseline: calendar, meetings, travel, correspondence, and confidential support for an executive or team. Start here and adapt.
Executive Assistant Job Description (Standard)
EXECUTIVE ASSISTANT JOB DESCRIPTION
Company: __
Location: __ ([City, State] / Hybrid)
Reports to: __ (Executive / Owner)
Employment type: [ ] Full-time
FLSA status: Confirm by duties (exempt if salaried with real discretion; non-exempt if mainly clerical)
Pay range: $_____ to $_____ per [hour / year]
ABOUT [COMPANY NAME]
[One or two sentences about your company and the executive or team this assistant
will support.]
ROLE SUMMARY
[Company Name] is hiring an Executive Assistant to provide high-level support to
[the executive / leadership]. You will manage the calendar, coordinate meetings
and travel, handle correspondence and confidential information, and keep the
executive organized and a step ahead.
KEY RESPONSIBILITIES
•Manage the executive's calendar and scheduling
•Coordinate meetings, agendas, and follow-ups
•Arrange travel, itineraries, and expense reports
•Handle correspondence, email, and communications
•Manage confidential information with discretion
•Prepare documents, reports, and presentations
•Act as a point of contact on the executive's behalf
•Keep projects and priorities on track
REQUIRED QUALIFICATIONS
•[N]+ years of executive or administrative support experience
•Excellent organization, time management, and follow-through
•Strong written and verbal communication
•Discretion with confidential and sensitive information
•Proficiency with calendar, email, and office software
•[Bachelor's degree or equivalent experience]
COMPENSATION AND HOW TO APPLY
Pay range: $_____ to $_____ per [hour / year]
[If non-exempt: overtime over 40 hours a week]
To apply, send your resume to __.
[Company Name] is an equal opportunity employer.
Template 2: Executive Assistant to the CEO / Founder
The high-trust version: manage the CEO's time, act with delegated authority, and handle confidential matters directly for the founder.
Executive Assistant to the CEO / Founder Job Description
EXECUTIVE ASSISTANT TO THE CEO / FOUNDER JOB DESCRIPTION
Company: __
Location: __ ([City, State] / Hybrid)
Reports to: CEO / Founder
Employment type: [ ] Full-time
FLSA status: Often exempt (delegated authority and discretion); confirm by duties
Salary range: $_____ to $_____ per year
ROLE SUMMARY
[Company Name] is hiring an Executive Assistant to support our CEO / Founder
directly. This is a high-trust role: you will manage the CEO's time, act on their
behalf with delegated authority, handle confidential matters, and remove friction
so the CEO can focus on the highest-value work.
KEY RESPONSIBILITIES
•Own and protect the CEO's calendar and priorities
•Act on the CEO's behalf with delegated authority
•Manage confidential communications and information
•Coordinate the leadership team's meetings and follow-ups
•Arrange complex travel and prepare the CEO for each day
•Draft and manage correspondence in the CEO's voice
•Track key projects, deadlines, and commitments
•Anticipate needs and solve problems independently
REQUIRED QUALIFICATIONS
•[N]+ years supporting senior executives or founders
•Sound judgment and the ability to act with autonomy
•Exceptional discretion with confidential information
•Strong organization, communication, and follow-through
•Comfortable in a fast-paced, changing environment
•[Bachelor's degree or equivalent experience]
COMPENSATION AND HOW TO APPLY
Salary range: $_____ to $_____ per year
[ ] Confidentiality agreement required
To apply, send your resume to __.
[Company Name] is an equal opportunity employer.
Still Using Spreadsheets for Onboarding?
Automate documents, training assignments, task management, and track onboarding progress in real time.
The entry-level version: scheduling, correspondence, and documents, commonly non-exempt, with a clear path to senior support roles.
Entry-Level Executive Assistant Job Description
ENTRY-LEVEL EXECUTIVE ASSISTANT JOB DESCRIPTION
Company: __
Location: __ ([City, State])
Reports to: Executive / Office Manager
Employment type: [ ] Full-time [ ] Part-time
FLSA status: Non-exempt (overtime eligible) for primarily clerical duties
Pay range: $_____ to $_____ per hour
ROLE SUMMARY
[Company Name] is hiring an entry-level Executive Assistant to provide
administrative support to our team and leadership. This is a great first
professional support role: you will manage scheduling, correspondence, and
documents while learning the executive-support craft.
KEY RESPONSIBILITIES
•Schedule meetings and manage calendars
•Handle email, correspondence, and phone calls
•Prepare and organize documents and files
•Arrange travel and basic itineraries
•Maintain records and office systems
•Support the executive and team with daily tasks
•Handle information with care and confidentiality
REQUIRED QUALIFICATIONS
•[Some administrative or office experience; entry-level welcome]
•Strong organization and attention to detail
•Good written and verbal communication
•Comfortable with calendar, email, and office software
•Reliable, professional, and eager to learn
COMPENSATION AND HOW TO APPLY
Pay range: $_____ to $_____ per hour (non-exempt; overtime over 40 hours)
Growth: path to Executive Assistant and senior support roles
To apply, send your resume to __.
[Company Name] is an equal opportunity employer.
Template 6: First Executive Assistant Hire (Small Business)
The version no competitor offers: a founder's first EA who takes admin off their plate and brings order as the business grows.
First Executive Assistant Hire Job Description (Small Business)
FIRST EXECUTIVE ASSISTANT HIRE JOB DESCRIPTION (SMALL BUSINESS)
Company: __
Location: __ ([City, State] / Remote)
Reports to: Founder / Owner
Employment type: [ ] Full-time [ ] Part-time
FLSA status: Confirm by duties (often exempt when supporting the founder with real discretion)
Pay range: $_____ to $_____ per [hour / year]
WHY THIS ROLE NOW
[As the founder, I am spending too much time on admin and scheduling instead of
the work only I can do. This is our first executive assistant hire. You will take
the busywork off my plate and help me focus on growing the business.]
ROLE SUMMARY
[Company Name] is hiring its first Executive Assistant to support the founder
directly. This is a high-trust, build-it-as-we-go role: you will own the
founder's calendar, handle email and scheduling, manage confidential matters, and
bring order to a growing small business.
KEY RESPONSIBILITIES
•Own the founder's calendar and protect their time
•Manage email, scheduling, and follow-ups
•Handle confidential information with discretion
•Arrange travel, meetings, and daily logistics
•Take recurring admin work off the founder's plate
•Set up simple systems to keep things organized
•Act on the founder's behalf as trust is built
•Wear several hats as the business grows
WHAT WE ARE LOOKING FOR
•[Administrative or executive-support experience]
•Self-starter comfortable building structure from scratch
•Highly organized and trustworthy with sensitive information
•Clear communicator who anticipates and follows through
•Comfortable in a small, fast-changing company
COMPENSATION AND HOW TO APPLY
Pay range: $_____ to $_____ per [hour / year]
[ ] Confidentiality agreement required
To apply, [send your resume and a short note to _].
[Company Name] is an equal opportunity employer.
FLSA Classification and Confidentiality
This is the part the generic templates skip, and for an executive assistant it is where the real value is: the FLSA classification, which is a genuine exempt-or-non-exempt decision, and the confidentiality the role demands. Get these right and your posting attracts qualified candidates and protects your business.
FLSA: an executive assistant can be exempt or non-exempt, and the line is specific
Unlike many roles, an executive assistant genuinely falls on either side of the overtime line, and the administrative exemption is where the analysis happens. The exemption requires payment on a salary basis at or above the federal threshold, a primary duty of office work directly related to management or general business operations, and the exercise of discretion and independent judgment on matters of significance. The federal regulations are unusually specific here: an executive assistant to a business owner or senior executive who, without specific instructions, has been delegated authority over matters of significance generally meets the duties test. So an EA who manages a founder's calendar with real authority, handles confidential communications, and acts on the executive's behalf is likely exempt, while an EA whose work is mainly scheduling, phones, and clerical tasks under direction is likely non-exempt and owed overtime. Classify by the real duties. This is general information, not legal advice.
Counterintuitively, the SMB founder's EA is often more clearly exempt
A useful and often misunderstood point: an executive assistant at a small company supporting a founder directly can be more clearly exempt than a junior EA at a large company. The reason is the duties test, not the company size. A founder's right-hand EA typically exercises real discretion, handles confidential matters, and acts with delegated authority, which is exactly what the exemption requires. A junior EA at a large firm doing pure scheduling, phones, and clerical work under close direction may not meet the discretion test at all. Pay can reinforce this: courts have treated a salary well above that of non-exempt clerical staff as a strong indicator of exempt status. Decide based on what the EA actually does and how much independent judgment the role carries. This is general information, not legal advice.
Build in confidentiality, an NDA, and background-check language
Executive assistants handle some of the most sensitive information in a business: the executive's calendar, communications, financials, and personnel matters. The job description and the hiring process should reflect that. State clearly that the role handles confidential information and requires discretion, plan for a confidentiality agreement or NDA as part of onboarding, and decide whether a background check is appropriate given the access involved. Naming these expectations in the posting sets the right tone, filters for candidates who take confidentiality seriously, and protects the business. For a founder's first EA, who will see almost everything, this is especially important. This is general information, not legal advice.
Pay transparency: post a good-faith range, and match it to the classification
Executive assistants are concentrated in states with pay-transparency laws, including California, New York, Illinois, Washington, Colorado, and the District of Columbia, and a growing number of others, so many EA postings are legally required to include a salary range. Post a good-faith annual range for a salaried, likely-exempt EA, and an hourly range for a non-exempt one, matching the format to the classification. For a remote role open to applicants in transparency states, the safer practice is to include a range regardless of where the company is based. Beyond compliance, a posted range improves candidate quality and trust. Confirm the rules for the states you hire in. This is general information, not legal advice.
The EA Exemption Turns on Delegated Authority
Federal regulations specifically address executive assistants: an EA to a business owner or senior executive who has been delegated authority over matters of significance, without specific instructions, generally meets the administrative exemption's duties test. An EA whose work is mainly scheduling, phones, and clerical tasks under direction is more likely non-exempt and owed overtime. Classify by the real duties.
For more on how the classification works, the Fair Labor Standards Act overview explains the administrative exemption and the discretion-and-judgment test that decides an EA's status.
Skills and Qualifications
Executive assistant hiring rewards organization, judgment, and discretion more than any single credential, which makes stating the real requirements concretely the job of the posting. Match the requirements to the level of the executive supported.
Requirement
What to look for
Organization
Calendar, time, and priority management
Communication
Clear written and verbal communication
Discretion
Trustworthy with confidential information
Judgment
Anticipates needs and acts independently
Software
Calendar, email, and office tools
Classification
Exempt with real discretion; non-exempt if clerical
Keep the posting neutral and inclusive, since the EEOC prohibits job advertisements that show a preference based on a protected characteristic, and the SHRM guide covers the standard sections of a job description.
Executive Assistant Pay
Executive assistant pay sits above general administrative roles, rising with the seniority of the executive supported. Use government data as a baseline, then adjust for your market and the level of the role.
Median $63,110 (BLS, May 2024)
Executive secretaries and executive administrative assistants had a median annual wage of about $63,110 as of the May 2024 data, with the lowest 10 percent near $33,448 and the highest 10 percent above $108,549, across roughly 462,580 jobs (U.S. Bureau of Labor Statistics). That is well above the median for general secretaries and administrative assistants, reflecting the higher responsibility of the executive-support role.
Pay rises with the seniority of the executive supported, so an EA to a CEO or C-suite executive runs higher than an entry-level EA, and major metros pay more. Because executive assistants concentrate in pay-transparency states, include a good-faith salary range in the posting, matched to whether the role is salaried or hourly. National compensation surveys can help calibrate a range for your level and market.
Hiring Your First Executive Assistant
For many founders, the first executive assistant is the hire that finally creates leverage. The common trigger is spending too much time on admin instead of the work only the founder can do, and it tends to happen at a small company. Here is how to write the posting for that moment, and the small-company realities competitors miss.
The first executive assistant is often a founder's first real leverage hire
For many founders, the first executive assistant is the hire that finally takes recurring admin off their plate. The common trigger is simple: the founder is spending around ten hours a week on scheduling, email, and logistics instead of the work only they can do. That tends to happen at a small company, often between five and twenty people, which makes the first EA a genuine small-business hire rather than a corporate one. None of the generic templates speak to this moment. The templates here include a first-EA-hire version written for exactly it, framed around taking work off the founder's plate and building trust, so a founder can post a description that fits the stage rather than a Fortune 500 C-suite one.
The EA / Office Manager dual role is the small-company reality
At a small company, the executive assistant is frequently also the office manager. One person supports leadership and runs the office: calendar and travel on one side, vendors, supplies, and operations on the other. The published templates rarely cover this dual role well, and the ones that do are often thin or written for a different market. The dual-role template here is built for the small-company version, with executive support and office management laid out as two clear halves of one job. It also flags a real classification wrinkle: the office-management share of the work can affect the FLSA analysis, so decide the exempt-or-non-exempt question based on the whole role, not just the executive-support half. This is general information, not legal advice.
Onboarding a confidential support hire is access, trust, and the right paperwork
An executive assistant sees almost everything, so onboarding is as much about trust and access as it is about paperwork. It means granting calendar, email, and document access, setting up a confidentiality agreement, and orienting the new EA to how the executive works and what they need. Beyond that it is ordinary people operations: a signed offer letter with the right classification and pay, the new hire paperwork, and a first-weeks plan. FirstHR fits this people side for a small business: e-signature for the offer letter and the confidentiality agreement, document management for sensitive records, task workflows for the onboarding checklist, and an org chart and employee database to place the role. To be clear about scope, FirstHR is an onboarding and HR platform, and it does not run payroll or administer benefits, so pair it with those. Applicant tracking is coming soon.
For the broader context of making an early hire, the guide to hiring your first employee covers the fundamentals that apply to a founder's first EA.
From Hiring to Onboarding
The job description is step one. Once a candidate accepts, the same document becomes the basis for the offer and a confidentiality-aware onboarding, starting with the new hire paperwork and a confidentiality agreement. Because an EA takes over the executive's calendar and sensitive information, onboarding is a real handoff of access and trust on top of the usual steps.
Send the offer and NDA
Confirm the role, pay, classification, and start date in writing, with a confidentiality agreement for a role that handles sensitive information.
Collect paperwork and access
I-9, tax forms, and calendar, email, and document access, set up before day one.
Orient to the executive
Walk the new EA through how the executive works, their priorities, and what support they need most.
Store the records
Keep the signed offer, the NDA, and the I-9 organized and easy to find in one secure system.
Once your offer is ready, the offer letter template handles the next step, and an onboarding template structures the first weeks. FirstHR connects the offer, the confidentiality agreement, paperwork, e-signatures, and secure document management in one place, so a small business can manage the full process from job description to a fully onboarded executive assistant. FirstHR is an onboarding and HR platform, and it does not run payroll or administer benefits, so connect those separately. Applicant tracking is coming soon to FirstHR.
Key Takeaways
Match the template to the level: standard EA, EA to the CEO, senior C-suite, EA/office manager, entry-level, or a founder's first hire.
The FLSA classification is a genuine decision: an EA with delegated authority and discretion is likely exempt; a mainly clerical EA is non-exempt and owed overtime.
Counterintuitively, a founder's EA is often a clearer exempt case than a junior EA at a large company, because the test is duties, not company size.
Build in confidentiality, an NDA, and background-check language, since an EA handles the most sensitive information in the business.
The BLS median is $63,110, above general administrative roles; post a good-faith salary range, as pay-transparency laws increasingly require.
The first EA is often a founder's first leverage hire, typically at a 5 to 20 person company; use a founder-focused template, not a corporate one.
Frequently Asked Questions
What does an executive assistant do?
An executive assistant provides high-level support to an executive or leadership team. Day to day, that means managing the executive's calendar and priorities, coordinating meetings and travel, handling correspondence and confidential communications, preparing documents and reports, and acting as a point of contact on the executive's behalf. The role goes beyond clerical work: a strong EA exercises judgment, anticipates needs, and removes friction so the executive can focus on the highest-value work. The scope varies by level. An EA to a founder often acts with delegated authority across the business, a C-suite EA handles board prep and complex stakeholder coordination, and an entry-level EA focuses more on scheduling and documents. The shared core is keeping the executive organized, informed, and a step ahead.
Is an executive assistant exempt or non-exempt under the FLSA?
It depends on the duties, and an executive assistant genuinely falls on either side of the line. The administrative exemption requires payment on a salary basis at or above the federal threshold, a primary duty of office work directly related to management or general business operations, and the exercise of discretion and independent judgment on matters of significance. Federal regulations specifically address executive assistants: an EA to a business owner or senior executive who has been delegated authority over matters of significance, without specific instructions, generally meets the duties test. So an EA who manages a founder's calendar with real authority, handles confidential communications, and acts on the executive's behalf is likely exempt. An EA whose work is mainly scheduling, phones, and clerical tasks under direction is likely non-exempt and owed overtime. Classify by the actual duties, not the title. This is general information, not legal advice.
Can an executive assistant at a small business be exempt?
Yes, and counterintuitively a small-business EA supporting a founder can be more clearly exempt than a junior EA at a large company. The test is the duties, not the company size. A founder's right-hand EA typically exercises real discretion, handles confidential matters, and acts with delegated authority, which is exactly what the administrative exemption requires. A junior EA at a large firm doing pure scheduling and clerical work under close direction may not meet the discretion test. Pay can reinforce the analysis, since a salary well above non-exempt clerical staff has been treated by courts as a strong indicator of exempt status. That said, the EA must still be paid on a salary basis at or above the federal threshold, and classification is always fact-specific, so decide based on what the EA actually does and consider confirming with counsel. This is general information, not legal advice.
What is the difference between an executive assistant and an administrative assistant?
The difference is the level of support and the degree of judgment involved. An executive assistant provides high-level support to a specific executive or leadership team, often exercising discretion, handling confidential matters, and acting on the executive's behalf. An administrative assistant provides broader administrative support to a team or department, focused more on scheduling, correspondence, data entry, and general office tasks. The distinction shows up in federal wage data, where executive secretaries and executive administrative assistants are tracked separately from general secretaries and administrative assistants and earn a higher median. In a small company the roles can blur, but the executive assistant title signals direct support of leadership with more responsibility and discretion. Choose the title that matches the real scope. This is general information, not legal advice.
How much does an executive assistant make?
Executive assistant pay sits in the low-to-mid sixties at the median, above general administrative roles. The federal occupation of executive secretaries and executive administrative assistants had a median annual wage of about $63,110 as of the May 2024 data, with the lowest 10 percent near $33,448 and the highest 10 percent above $108,549. Pay rises with the seniority of the executive supported and the level of responsibility, so an EA to a CEO or a C-suite executive runs higher than an entry-level EA, and major metros pay more. By comparison, general secretaries and administrative assistants earn a lower median, which is why matching the title and pay to the real scope matters. Because executive assistants concentrate in pay-transparency states, include a good-faith salary range in the posting. This is general information, not legal advice.
When should a founder or small business hire an executive assistant?
Most founders hire their first executive assistant when administrative work starts crowding out the work only they can do. A common trigger is spending around ten hours a week on scheduling, email, and logistics, which tends to happen at a small company of roughly five to twenty people. At that point an EA becomes a genuine leverage hire: taking recurring admin off the founder's plate frees real time for growth, sales, and strategy. The first EA is usually a high-trust role supporting the founder directly, often with delegated authority, and is sometimes combined with office management. Look for organization, judgment, and discretion over a long résumé, and use a first-EA-hire or founder-focused description rather than a corporate C-suite one. This is general information, not legal advice.
What should an executive assistant job description include?
A strong executive assistant job description names the level and who the EA supports, since a standard EA, a CEO's EA, a C-suite EA, and a dual EA/office manager differ, and includes a company overview, a role summary, and responsibilities grouped into calendar and scheduling, communication, confidentiality and judgment, and travel and logistics. The additions that generic templates skip and that matter most are the FLSA classification stated honestly based on the real discretion level, a good-faith salary range that satisfies pay-transparency rules, and a clear confidentiality expectation given the sensitive information involved. Include the reporting line, the required experience, an equal opportunity statement, and clear apply instructions. Matching the template to the real scope, rather than posting a generic one, attracts qualified candidates. This is general information, not legal advice.
What skills should an executive assistant have?
Executive assistant hiring rewards organization, judgment, and discretion over any single credential. Core skills include calendar and time management, clear written and verbal communication, strong organization and prioritization, discretion with confidential information, and proficiency with calendar, email, and office software. For senior roles, stakeholder management, board or leadership support, and the ability to act with delegated authority matter more. The best executive assistants anticipate needs and solve problems independently rather than waiting for instruction, which is also what separates an exempt EA from a clerical one under the FLSA. A bachelor's degree is common but often substitutable with relevant experience. Match the required skills to the level of the executive supported and the seniority of the role. This is general information, not legal advice.
