How to hire a fractional recruiter for executive assistant roles
Executive assistants at a startup support the people with the least spare time in the company — usually the CEO, and often the COO, CFO and the rest of the leadership team alongside them. A good fractional recruiter for these roles understands that the job is judgement and discretion as much as calendars and inboxes, and has a track record of placing assistants who work directly with executives. Here are some tips for hiring one:
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Specialization - Find a recruiter who has experience and specialization in hiring for the roles you need to fill. As a startup, you can’t afford to take a risk on fractional recruiters who don’t have enough experience. Bring on a fractional recruiter who can take on your hiring needs with minimal onboarding, so you can focus on other tasks.
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Experience at the executive level - Be specific about the seniority you need. An assistant supporting one founder day to day is a different hire from one supporting a CEO and a COO across a leadership team, and a chief of staff is different again. Supporting the C-suite means board materials, investor scheduling and confidential information, so ask whether the recruiter has placed assistants who work at that level and how they screen for discretion.
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Ask Questions - Although fractional recruiters aren’t full-time employees, that doesn’t mean you should rush the hiring process. Take the time to ask them plenty of questions about their processes, deliverables and ability to take on the role. Asking questions helps you ensure you’re hiring someone who is a good fit.
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Proven Track Record - Any experienced fractional recruiter should have references and past testimonials they can provide you. Make sure to check their references and see if they have a history of success and happy clients.
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Culture Fit - Keep in mind, your recruiter is going to be the first impression of your company for many potential new hires. They should be able to accurately represent your company’s culture and values throughout the interview process. They should also be able to communicate these values to the candidates, so they can get excited about working for your company.
How to write an effective job post
When you put a fractional recruiter job post out on the job boards, you’ll likely get a mix of qualified and unqualified applicants. Creating a well-crafted job post is the best way to increase applications from good candidates and reduce unqualified applicants. Here are some tips for creating a clear, concise and effective job post:
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Job Title - Be specific when you list the job title. Use phrases like “Fractional Recruiter – Executive Support.” When recruiters for executive assistant roles search their job titles on job boards, they’ll be able to easily find your listing.
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Qualifications - Talk about the necessary qualifications for the role. By clearly outlining your qualifications, you can weed out applicants who don’t have the requisite skills for the position. Qualifications can include years of experience, the technical knowledge required, soft skills and more.
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Scope of Work - Include the scope of work in your job post. The scope of work should include the responsibilities the recruiter needs to take on and your expectations for the role.
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Project Length - Make sure you give fractional recruiters your expected project length upfront. Whether you’re looking for short-term or long-term help, recruiters need to know if they have the bandwidth to take on the role.
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Company Culture - Communicate your company culture and values in the job post. This can help potential recruiters understand your culture and decide if they can align with your values and mission.
Frequently asked questions about hiring for executive assistant roles
Have more questions about hiring for executive assistant roles? Check out our FAQ below to learn more.
What does a fractional recruiter for executive assistant roles do?
A fractional recruiter for executive assistant roles finds, vets, and places assistants who support founders and the C-suite — CEOs, COOs and CFOs — day to day. They understand the unique combination of organizational, communication, and problem-solving skills needed in these roles. By taking over your hiring process, they can identify and bring on top administrative talent in significantly less time than traditional hiring methods.
What qualifications should you look for?
Look for recruiters with specialized experience in executive assistant placements and a proven track record of successful hires. The best recruiters in this field have strong industry knowledge and excellent communication skills themselves. They understand what makes an exceptional assistant candidate—from technical capabilities and discretion to adaptability and emotional intelligence—and can identify individuals who will thrive in your specific organizational culture.
What types of roles do these recruiters hire for?
Recruiters for executive assistants hire for various roles, including Executive Assistant, Personal Assistant, Administrative Assistant, Chief of Staff
How do I find a qualified fractional recruiter?
While job boards and recruiting agencies are traditional options, these methods can be time-consuming and expensive. Dover offers a more efficient solution through our Recruiting Partners marketplace, where you can immediately connect with qualified recruiters for executive assistant roles who understand the nuances of these roles and can quickly begin identifying suitable candidates for your team.
Why should you get hiring help?
Many startups lack the time and resources to effectively manage the hiring process for crucial support roles. By partnering with a specialized recruiter, you can offload time-intensive recruiting tasks while simultaneously improving the quality of your hires. This allows you to focus on core business priorities while ensuring you find assistants who can truly enhance your team's productivity and effectiveness.