By Karen Mills, Co-Founder, Hawthorne Lane
One thing I’ve noticed throughout my career is that the more senior the executive, the more they recognize the importance of having the right Executive Assistant. As organizations grow, leaders simply can’t do it all themselves. If you want to scale your business, your team, or your own effectiveness, having the right person by your side isn’t a luxury; it’s a necessity.
While many employers assume there is an abundance of experienced administrative professionals looking for work, the reality is quite different. Top talent is difficult to find. So, how do you, as an employer, attract the best Assistant?
The first step is recognizing that Executive Assistants are evaluating your organization just as carefully as you are evaluating them. The best candidates ask thoughtful questions because they’re looking for insight beyond the job description. They want to understand an executive’s communication style, expectations, working hours, leadership philosophy, and the level of autonomy they’ll have in the role. If employers can’t provide clear answers to those questions, candidates often become hesitant.
Compensation is another important piece of the equation. In the DC area, experienced Executive Assistants supporting senior leadership, particularly in finance, consulting, and global corporate environments, continue to command highly competitive salaries. Organizations that benchmark compensation against outdated market data often find themselves losing exceptional candidates to employers who recognize the realities of today’s market.
At the same time, salary isn’t always the deciding factor. One trend we’ve seen continue over the past few years is highly qualified Executive Assistants accepting offers that aren’t necessarily the highest paying in exchange for greater workplace flexibility. For many candidates, the ability to work remotely one or two days a week, avoid a lengthy commute, or have more flexibility around their schedules carries meaningful value. If your organization’s policies allow for hybrid work, even on a limited basis, it’s worth considering whether offering that flexibility could strengthen your ability to attract top talent. In many cases, we’ve seen it become the factor that tips the scales between two otherwise comparable offers.
Once you’ve attracted the right candidates, your hiring process can also make or break the outcome. In a competitive market, momentum matters. Top Executive Assistants are organized, responsive, and respectful of everyone’s time. They notice when interview scheduling takes weeks, when communication is inconsistent, or when decision-makers have conflicting expectations. Those seemingly small details often become signals about what it will be like to work within your organization.
We’ve seen outstanding Executive Assistants accept another opportunity simply because one organization communicated consistently while another paused for internal approvals. Keeping candidates informed throughout the process, even when there isn’t a major update, demonstrates professionalism, respect, and genuine interest. Employers who move efficiently without sacrificing a thoughtful interview process consistently have an advantage.
Equally as important is presenting a realistic picture of the opportunity. Every role has challenges, and candidates appreciate honesty. If an executive travels extensively, works at a fast pace, or has particularly high expectations, discussing those realities upfront builds credibility. This transparency leads to stronger long-term matches. It is best to allow candidates to make informed decisions before they are hired, rather than discovering surprises after they start.
I also encourage hiring managers to think beyond a list of responsibilities. Exceptional Executive Assistants want to go above and beyond for the Executives they support. While the day-to-day administrative work is essential to an executive’s success, many Assistants also bring strengths in areas like project coordination, process improvement, event planning, or internal communications. Ask candidates what types of work they find most rewarding and where they’d like to continue developing. You may discover skills that create even greater value for your team.
At Hawthorne Lane, we’ve spent years recruiting Executive Assistants, and one thing remains true regardless of market conditions: the best hires happen when both the employer and the candidate feel informed, respected, and confident in the decision they’re making.
Hiring an Executive Assistant is about finding someone who will become an extension of your leadership team and help your organization operate at its highest level. When employers approach the search with clarity, transparency, and urgency, they don’t just improve their chances of filling the role; they better position themselves to secure the exceptional talent that drives long-term success.
Karen Mills is a Co-Founder of Hawthorne Lane. Karen is a seasoned recruiter and business owner. She partners with employers across a wide range of corporate industries including finance, professional services, venture capital, nonprofit, startup, and family offices, specializing in the direct hire placement of high-level administrative and operational professionals. Committed to the highest levels of integrity and service, Karen builds lasting partnerships by thoughtfully connecting organizations with exceptional professionals whose skills, experience, and goals align for long-term success.
