An Executive Assistant recruiter helps define the support relationship, source active and passive EA candidates, evaluate executive-level experience, coordinate interviews, and support the employer through the permanent hiring process. A specialized EA search also considers judgment, discretion, working style, executive compatibility, industry context, logistics, compensation, and candidate motivation.

Start by defining what the CEO actually needs the EA to own, including calendar authority, board coordination, travel, communications, confidential work, projects, stakeholder interaction, and decision-making boundaries. A recruiter can then build the candidate profile around the CEO's working style, organization, location, compensation, and level of autonomy required.

A strong CEO EA combines organization with anticipation, judgment, discretion, communication, composure, technology fluency, and reliable follow-through. The person should reduce the CEO's management burden by understanding priorities, handling appropriate decisions independently, preparing ahead, and keeping commitments moving.

An EA to CEO may operate with broader enterprise visibility, greater confidentiality, more board and investor interaction, more complex stakeholder relationships, and a higher degree of autonomy. The exact difference depends on the organization because some Senior EAs and C-suite EAs also perform highly strategic work.

Look beyond years of experience and evaluate the complexity of executives previously supported, calendar ownership, travel, board exposure, communication, confidentiality, projects, technology, judgment, and responsiveness under pressure. It is also important to understand why the candidate wants the role and whether the work model, schedule, location, scope, and executive relationship align with their goals.

Yes. Scion recruits EAs for Presidents, Founders, CEOs, and other senior leaders nationwide. Founder and President roles can require high autonomy, changing priorities, leadership-team coordination, external relationships, projects, travel, and a blend of strategic and tactical support.

Yes. Scion recruits permanent Executive Assistants for C-suite leaders across finance, operations, people, technology, marketing, legal, and other functions. The candidate profile can be tailored to each executive's stakeholders, confidentiality requirements, travel, board exposure, meeting cadence, projects, and functional operating environment.

Yes. Multi-executive EA searches require particular attention to prioritization, calendar complexity, competing requests, communication protocols, executive expectations, and decision authority. Recruiters can target candidates who have successfully balanced support across multiple senior leaders.

Yes. When board exposure is important, Scion can include board-meeting preparation, director communication, scheduling, materials, governance processes, and related executive-office experience in the candidate profile. Availability will depend on the market, role requirements, location, compensation, and other search criteria.

Yes. Scion can target EA candidates with experience in technology, finance, private equity, legal, healthcare, life sciences, nonprofit, education, real estate, manufacturing, consumer, media, energy, professional services, startups, and other environments. Industry background can be particularly useful when the EA will work with specialized terminology, stakeholders, systems, boards, investors, patients, students, donors, or regulatory requirements.

Yes. Direct-hire recruiting can include outreach to currently employed Executive Assistants who may not be applying to public job postings. This can materially expand the candidate market for high-level, specialized, confidential, or difficult-to-fill EA searches.

Yes. Scion recruits permanent Executive Assistants across all U.S. locations through U.S.-based recruiting teams, a 950K+ private talent network, broader candidate sourcing, and national outreach. Searches can focus on a local office, regional market, hybrid workforce, or wider national candidate pool depending on the role.

Yes. Scion can recruit onsite, hybrid, and remote Executive Assistants depending on how the leader operates and which responsibilities require physical presence. Remote EA searches typically place additional emphasis on autonomy, communication, time-zone coordination, digital workflows, technology, and the ability to manage complex work without constant in-person interaction.

Evaluation can include executive level supported, calendar and travel complexity, board exposure, confidentiality, communications, projects, stakeholder management, technology, problem solving, prioritization, judgment, professional presence, candidate motivation, compensation alignment, work model, location, and industry experience. References and other evaluation steps can be incorporated as appropriate to the search.

Employers can submit a staffing request with the executive being supported, location, work model, compensation, responsibilities, travel, board exposure, systems, schedule, required experience, and hiring timeline. A Scion recruiter can then refine the search profile and begin building the direct-hire recruiting strategy.