Coordination
Calendar, meeting, travel and follow-up workflows with clear approval boundaries.
Growth service
Dedicated executive assistants in the Philippines.
Recruit a full-time professional for a defined executive support role. You choose the candidate and direct the work; we manage Philippine employment and HR support.
Operating rhythm
M T W T F
Priorities · access · follow-through
Built around the executive
Trust develops through clarity and continuity.
An effective assistant needs more than a list of applications. The recruitment brief should describe the executive’s priorities, calendar complexity, communication style, recurring decisions and the information that must remain confidential.
We treat executive assistance as a developing service alongside our finance core. Candidate experience and exact responsibilities are confirmed for each role rather than presented as universal capability.
Possible scope
Define the support your role genuinely needs.
Communication
Drafting, inbox triage, document preparation and stakeholder coordination under direction.
Operating rhythm
Action registers, recurring reports, project follow-up and administrative process discipline.
Secure by role design
Access should follow responsibility.
You supply the device standard, software and access. Named accounts, MFA, least privilege and explicit authority boundaries should be established before sensitive inboxes, documents or calendars are opened.
Recruitment considers
- Communication judgement and written English
- Experience with the required systems
- Schedule and Australian-hours alignment
- Confidentiality and escalation scenarios
- The working style and feedback cadence
A week in the role
Rhythm matters more than task lists.
Executive support works when the assistant knows what the week is supposed to look like before it starts. This is a common shape; yours will differ, and the differences belong in the brief.
| When | What the role carries |
|---|---|
| Start of day | Triage the inbox against agreed rules, surface anything urgent, and confirm the day's commitments and preparation. |
| Through the day | Hold the calendar, prepare meeting materials, capture actions and chase the ones that are drifting. |
| Weekly | Reset the action register, prepare recurring reports, and look far enough ahead that travel and deadlines are not a surprise. |
| Monthly | Expenses, subscriptions and recurring administration; a review of what keeps interrupting the executive's week. |
| Continuously | Document how decisions are made so cover is possible during leave. |
Writing the brief
Describe the executive, not just the tasks.
The strongest predictor of a good match is how well the brief describes working style: how the executive prefers to be interrupted, what they want decided without them, and what must never be actioned on their behalf.
Useful detail includes calendar complexity and who competes for time, the stakeholders whose messages are never routine, the recurring decisions an assistant can make once trust is established, and the information that must stay confidential even internally. Time zone matters more here than in most roles: an assistant who is offline when the executive's day begins is solving yesterday's problems.
Decide before day one
- Which inboxes and calendars are in scope
- What can be sent without prior approval
- How urgent matters reach the executive out of hours
- Which stakeholders are handled personally, never delegated
- The core overlap hours the role works to
Questions and answers
Practical details
Is this a virtual assistant service?
No. This is a full-time employee, dedicated to one client, recruited against your brief and interviewed by you. There is no pool, no shared allocation and no hourly billing.
Can they handle confidential material such as board papers or payroll?
That is a decision for your business. Where access is granted it should follow the same discipline as any sensitive system: named account, MFA, least privilege, and a documented process for removing access. Confidentiality expectations are part of the employment relationship we manage.
What if our executive has never worked with an assistant before?
Say so in the brief. It changes the recruitment priority toward someone comfortable building a role rather than inheriting one, and it changes the first month from training into designing the working relationship together.
Next step
Describe the executive–assistant partnership.
Share the working style, core responsibilities, systems and authority boundaries.