Executive assistants, office managers, coordinators, and administrative leadership — a strong fit for contract, contract-to-hire, and direct hire. We recruit admin talent that keeps teams running, not just answering phones.
Where we focus inside the administrative & office support space.
Senior EAs to C-suite, EAs to Partners, Chief of Staff support
Office Managers, Facilities Coordinators, Workplace Experience
Project Coordinators, Department Coordinators, Senior Admins
Receptionists, Front Office, Visitor Experience
Data Entry Specialists, Records Clerks, Document Specialists
Personal Assistants, Lifestyle Managers, Estate Managers
The sub-specialties we recruit across in administrative & office support.
A candidate-centric approach that ensures alignment not just in track record — but in values, motivations, and long-term fit with the executive, the team, and the operating culture you actually run.
Examine the candidate's actual environments — executives supported, teams coordinated, vendors managed, calendars run — and the patterns that predict how they will operate inside your office.
Surface how a candidate thinks about discretion, judgment, anticipating needs, and where they will draw a line on a difficult ask.
Understand what is genuinely driving the move. Scope, executive relationship, comp, growth, schedule, learning curve — and whether the role provides it.
Pinpoint depth in calendar management, travel coordination, board support, events, vendor management, or the specific administrative discipline the role requires.
Comp, hours, in-office expectations, growth trajectory, executive chemistry — the realities that determine whether someone takes the role and stays.
These roles run on judgment, discretion, and follow-through. A misaligned hire shows up in meetings missed, travel that does not happen, and information that goes places it should not. The resume tells you what software someone knows. It does not tell you whether you can hand them the keys to your operation.
We screen for the practical realities — executives supported, calendars run, board materials prepared, vendors managed, confidentiality history — and then we do the harder work: understanding how a candidate handles a last-minute change, an angry stakeholder, a confidential request, and whether their judgment under pressure is what your executive and your team actually need every day.
Fit in this space is also about chemistry, and chemistry is hard to read off paper. The right executive assistant or office manager becomes an extension of the person and the team they support — anticipating needs before they are voiced, protecting time, smoothing friction, and setting the tone for how the office actually feels day to day. We take the time to understand your working style, your pace, and your non-negotiables so the person we send is someone you will want beside you, not just someone who checks the boxes.
And we do not disappear once the offer is signed. The first 90 days tell you whether an administrative hire will truly stick — whether they learn your systems, earn the team's trust, and start to anticipate instead of react. We stay close through onboarding so the placement holds, the ramp-up is smooth, and the person you brought in becomes the steady hand the office runs on.
The process is intentionally simple.
We start with a conversation about what success looks like 90 days in.
You will see a small, qualified slate.
We are around through onboarding and the first 90 days.