A useful scorecard separates trust, judgment, responsiveness, organization, written
A useful scorecard separates trust, judgment, responsiveness, organization, written communication, calendar control, confidentiality, and tool fluency. Each item should connect to work the role will actually own.
During hiring, use scenarios that mirror the executive environment
During hiring, use scenarios that mirror the executive environment. Ask candidates how they would handle priority conflicts, sensitive requests, missed deadlines, unclear instructions, and stakeholder pressure.
After hiring, use the same scorecard for reviews
After hiring, use the same scorecard for reviews. Measure support quality by calmer calendars, cleaner follow up, better preparation, fewer repeated questions, and fewer unresolved administrative risks.
Related resources
Frequently asked questions
Should one assistant support the whole executive team?
Sometimes. It works when priorities are clear and executives share one operating rhythm.
What should happen before a consult?
List the meetings, inbox rules, recurring reports, and decisions that need support.
Ready to define the role?
Use a recent leadership week to scope the support that would make the biggest difference. The consultation is a working conversation, not a generic pitch.
Book a consultation