HireExecutiveTeamExecutive support, thoughtfully placed

Executive support services

Choose the support role before you choose the person.

Six remote roles, one operating principle: the work should make leadership decisions clearer, not add another layer to manage. We scope the need with you, then match for context, trust, and the systems already in place.

Scope your support role Compare the roles

Executive support workspace with a planning brief, laptop, and secure document folder

The role directory

Six scopes, each with a clear operating purpose.

The descriptions below are starting points, not fixed packages. A useful engagement narrows the work to the decisions and routines that matter most in the first quarter.

Executive assistant reviewing a calendar and inbox plan at a desk

Core executive support

Executive assistant support

Inbox, calendar, meeting, travel, and follow-through support for senior leaders.

This is for CEOs, founders, partners, and senior operators who spend too much of the week correcting schedules, reconstructing context, and forwarding the same requests. It also fits a chief of staff who needs a reliable operator beside them.

Calendar ownership with written rules for priorities, holds, buffers, and meeting requests
Inbox triage, labeling, reply drafts, and routing within approved boundaries
Meeting preparation: agendas, pre-reads, attendee context, and room or call logistics

Explore Executive assistant support

Senior operating professional preparing a leadership decision brief

Core executive support

Chief of staff support

Operating rhythm, meeting cadence, decision tracking, and leadership coordination.

This fits a CEO or founder with several functions in motion, a leadership team whose meetings produce discussion but weak closure, or a chief of staff who needs senior coordination capacity. It is not a substitute for a functional leader with profit-and-loss responsibility.

Design and maintenance of the leadership operating calendar
Decision logs with owners, evidence, deadlines, and review points
Cross-functional initiative tracking and dependency visibility

Explore Chief of staff support

Project coordinator reviewing a milestone plan and status notes

Core executive support

Executive project coordination

Project status, action owners, cross-functional reminders, and weekly reporting.

This is for leadership teams running a transformation, system change, office move, hiring program, or other cross-functional initiative that needs a consistent operating rhythm but not a full project management office.

A current project plan with milestones, owners, and dependencies
Weekly status collection and a concise leadership summary
Action and risk logs with escalation triggers

Explore Project coordination support

Board liaison assembling a confidential meeting packet and agenda

Specialist operating support

Board liaison support

Board packet coordination, meeting preparation, agenda support, and secure follow-up.

This fits a CEO, board chair, general counsel, or chief of staff who coordinates a board or committee cycle and needs the packet, agenda, logistics, and follow-up to run consistently.

Board and committee calendar coordination
Packet assembly, version control, and distribution tracking
Agenda preparation and pre-read deadlines

Explore Board liaison support

Specialist operating support

Leadership team administration

Administrative systems for recurring leadership meetings and internal operations.

This fits a leadership team with a regular operating cadence, a chief of staff with too much administration, or an executive office that needs one owner for shared meeting and communication routines.

Recurring leadership meeting agendas and preparation
Notes, decision capture, and action routing
Shared document organization and naming standards

Explore Leadership administration support

Founder reviewing operating priorities and follow-up notes with support

Specialist operating support

Founder operations support

Flexible executive support for founders who need leverage without adding a full-time hire.

This fits an early-stage or owner-led business where the founder still owns sales, hiring, product, and administration at the same time. It also fits a founder preparing to delegate a first layer of operating work.

Founder calendar and inbox triage with explicit priority rules
Meeting preparation and follow-up for customers, candidates, and partners
A simple operating review for priorities, commitments, and risks

Explore Founder operations support

Choosing between roles

Start with the decision that keeps getting stuck.

The role name matters less than the operating gap. Use this comparison to identify what the support person would actually own, then confirm the scope in the consultation.

Executive support roles compared by operating ownership
Role	What the role owns	A useful starting signal
Executive assistant	The leader's calendar, inbox, meeting preparation, travel, and follow-through	A leader whose week is fragmented by coordination
Chief of staff support	Leadership cadence, decision records, cross-functional preparation, and follow-up	A team with activity but weak decision closure
Project coordination	A priority initiative's plan, dependencies, status rhythm, and action log	Cross-functional work that needs an operating owner
Board liaison	Board packet coordination, agendas, secure distribution, and cycle follow-up	A board process with many contributors and versions
Leadership administration	Recurring meetings, internal communication routines, and shared document standards	A leadership team outgrowing ad hoc administration
Founder operations	The founder's priority rhythm, coordination, and a staged handoff plan	An owner-led business that needs leverage before a full-time hire

From scope to rhythm

A deliberate start, without an oversized process.

We keep the path short enough to be useful and specific enough to protect trust. The engagement begins with a conversation, a written scope, and a controlled handoff.

DefineReview the week, the requests, the systems, and the decisions that stay with leadership.
MatchDiscuss context, confidentiality, communication style, and the experience the work requires.
EmbedEstablish access, routines, review points, and a documented handoff in the first weeks.
ReviewAt a fixed cadence, compare the work to the scope and adjust what is no longer useful.

Before the consultation

Questions worth settling before you hire.

How do we know which role we need?

Start with the work that repeatedly returns to the executive. If it is calendar, inbox, preparation, and follow-up, executive assistant support is the likely fit. If the issue is cross-functional decisions, a chief of staff or project coordination scope may be more useful. The consultation is designed to make that distinction.

Can one person cover more than one service?

Sometimes, when the scope is realistic and the decisions are clearly separated. We would rather define a focused role with room to grow than combine six responsibilities into one vague job description.

Do you replace our existing team?

No. The role is designed to work alongside your current leaders and systems. Existing staff keep their ownership; the support role adds a reliable operating layer where the work is currently falling between people.

What happens after we choose a service?

We confirm the scope, access needs, working rhythm, and review points. You meet the candidate before a commitment is made. The first weeks focus on a documented handoff and a working routine.

A practical next step

Bring the week that feels impossible to cover.

We will use it to define the role, the access boundaries, and the rhythm that makes the support dependable.

Book a free consultation