Yes. Scion Staffing recruits direct-hire Executive Assistants across all U.S. locations through national U.S.-based recruiting teams and candidate networks. Searches can focus on a specific local market, a regional commuter area, hybrid talent, remote professionals, or a wider national candidate pool depending on the role.

Scion recruits Executive Assistants, Senior Executive Assistants, Executive Administrative Assistants, Administrative Business Partners, EA to CEO, EA to President, EA to Founder, EA to C-suite, Board Liaisons, Executive Office Managers, Executive Operations professionals, and related senior administrative roles. The title can be tailored to the actual responsibility and complexity of the position.

Direct-hire recruiting is focused on finding a permanent employee who joins the employer for a long-term role, while temporary EA staffing addresses flexible or time-defined support needs. A permanent search places greater emphasis on long-term working style, motivation, career goals, executive partnership, organizational structure, compensation, and retention.

Yes. Scion recruits Executive Assistants supporting CEOs, Presidents, Founders, CFOs, COOs, CHROs, CMOs, CTOs, executive teams, and boards. These searches can require experience with complex calendars, senior stakeholders, confidential matters, board activity, travel, executive communications, and independent decision-making.

Relevant experience matters, but employers should also evaluate judgment, discretion, anticipation, communication, organization, prioritization, technology fluency, adaptability, and the candidate’s ability to work with the executive’s specific style. The long-term opportunity should also align with the candidate’s motivation, work preferences, compensation expectations, and professional goals.

Yes. Direct recruiting can include outreach to passive professionals who are currently employed and may not be submitting applications to public job postings. This can widen the candidate market for specialized, senior, confidential, or competitive Executive Assistant searches.

Yes. Scion supports permanent EA searches for onsite, hybrid, and remote work models across the United States. The work arrangement should be defined early because executive access, travel, meeting cadence, office responsibilities, time zones, and in-person expectations can significantly affect the candidate pool.

Compensation should be considered in the context of location, executive level, scope, industry, travel, work model, hours, complexity, responsibilities, and candidate experience. Scion can discuss the search parameters and candidate-market feedback with employers, while authoritative occupational resources such as the U.S. Bureau of Labor Statistics can provide additional general market context.

Useful information includes the executive or executives being supported, primary responsibilities, location, onsite or hybrid expectations, travel, board responsibilities, schedule complexity, tools, compensation, benefits, start timing, and the working style of the leadership environment. It also helps to explain why the role is open and what success should look like six to twelve months after the hire.

Yes. Scion’s direct-hire administrative recruiting services extend beyond Executive Assistants to office managers, administrative professionals, coordinators, executive-office support, and other administrative roles. Employers can also use Scion for permanent recruiting across finance, accounting, HR, operations, sales, customer support, marketing, legal, technology, healthcare, and other professional functions.

Employers can submit a staffing request with the role, location, compensation, work model, executive-support requirements, and hiring timeline. A Scion recruiter can then discuss the search, refine the candidate profile, and begin building the direct-hire recruiting strategy.