Smart Support for Growing Teams

Business owners face a critical challenge when evaluating executive assistant compensation: determining whether they're paying fairly for the value they receive.

The executive assistant profession has undergone a dramatic transformation in recent years, yet compensation structures remain frustratingly opaque across most organizations.

You've made the decision. After months of juggling calendars, drowning in email threads, and watching strategic opportunities slip through the cracks of your overloaded schedule, you're ready to hire an executive assistant. But here's where most executives stumble: they approach this critical hire with the same casual mindset they'd use to pick up coffee.

Picture this: You're drowning in a sea of calendar conflicts, expense reports pile up like Manhattan traffic, and your inbox resembles a digital avalanche.

You’re juggling calendar chaos, 2 AM Slack pings, a team that needs you, a product that won’t launch itself… and now your dentist is texting because you missed your third reschedule. Again.

Hiring an in-house assistant used to be a milestone. Now? It’s often the wrong move.

If your clinic or law firm feels like it’s being run out of your inbox… If your front desk is overwhelmed, your calendar is a daily puzzle, and your systems are a stack of spreadsheets—let’s cut to it.

Most founders don’t need “just” help. They need a partner who can read the room, own the details, and make everything run smoother—without needing a playbook every morning.

Your calendar is full, your inbox is a graveyard, and your to-do list looks like a CVS receipt. You didn’t start your company to become a full-time scheduler, inbox cleaner, or admin firefighter.