Executive support role scorecard calibration
A calibration exercise for making an executive support hiring scorecard reflect the real work.
- Define the executive support outcome
- Match role scope to leadership cadence
- Use a structured selection process
Define the role
Start with the workflows the role will actually own: calendar judgment, meeting preparation, confidential routing, board coordination, or project follow-through. Convert each into observable evidence rather than broad personality traits.
Set the operating model
Use the same scenario and rating anchors across interviewers. Discuss disagreements by returning to the candidate's evidence, not by averaging unstructured impressions or adding a new criterion mid-process.
Choose with care
After a hiring cycle, compare the scorecard with the work the role truly requires. Remove criteria that never informed a decision and clarify any dimension that produced inconsistent interpretation.
Related resources
FAQ
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.
Discuss executive support