Inclusive executive support work sample
A structured work sample for assessing support judgment without relying on cultural fit.
- Define the executive support outcome
- Match role scope to leadership cadence
- Use a structured selection process
Define the role
Give every candidate the same bounded scenario, time limit, instructions, and scoring rubric. Test prioritization, clarification, written judgment, and escalation rather than familiarity with one person's habits.
Set the operating model
Score evidence in separate categories and record what the candidate actually did. Do not let polish in one area erase a concern in another.
Choose with care
Review the rubric for unnecessary requirements after each hiring cycle. A fair process can still be improved when a task measures access to a tool more than the capability the role needs.
Related resources
Read also: inclusive executive support hiring process and executive assistant scorecard. Source: U.S. Equal Employment Opportunity Commission small business guidance.
FAQ
What should support own?
Support should own recurring coordination and preparation with a clear output, owner, and escalation boundary.
When should support escalate?
Escalate when work creates a new commitment, involves sensitive information, exceeds agreed authority, or has no accountable decision-maker.
How should the workflow improve?
Review real misses and rework, then change one rule, template, or handoff that addresses the evidence.
Discuss executive support