How to hire an executive assistant to managing director

How to hire an executive assistant to managing director, step by step

Here's a step-by-step executive assistant to managing director hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write an executive assistant to managing director job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new executive assistant to managing director
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you post your executive assistant to managing director job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find an executive assistant to managing director for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   Hiring the perfect executive assistant to managing director also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   The following list breaks down different types of executive assistant to managing directors and their corresponding salaries.

   Type of Executive Assistant To Managing Director	Description	Hourly rate
   Executive Assistant To Managing Director	Secretaries and administrative assistants perform clerical and administrative duties. They organize files, prepare documents, schedule appointments, and support other staff.	$49-87

2. Create an ideal candidate profile

   Common skills:

   • Travel Arrangements
   • Data Entry
   • PowerPoint
   • Financial Statements
   • Calendar Management
   • Conference Calls
   • Hotel Reservations
   • Event Planning
   • Meeting Minutes
   • International Travel Arrangements
   • Travel Itineraries
   • Telephone Calls
   • Ground Transportation
   • Meeting Materials

   Check all skills

   Responsibilities:

   • Manage the calendar, travel and emails of the SVP.
   • Organize and manage SVP calendar independently to ensure important meetings receive the priority they deserve by eliminating unnecessary interactions.
   • Design organizational charts, PowerPoint presentations and other materials for marketing and sales staff.
   • Design layouts, copy, and graphic assets for executive level PowerPoint sales and marketing presentations within the aviation telecommunications industry.
   • Provide SharePoint support that includes building solutions specific to program or project needs.
   • Prepare and solicit agenda topics for meetings and maintain in SharePoint.

3. Make a budget

   Including a salary range in your executive assistant to managing director job description is a great way to entice the best and brightest candidates. An executive assistant to managing director salary can vary based on several factors:

   • Location. For example, executive assistant to managing directors' average salary in louisiana is 50% less than in california.
   • Seniority. Entry-level executive assistant to managing directors earn 44% less than senior-level executive assistant to managing directors.
   • Certifications. An executive assistant to managing director with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in an executive assistant to managing director's salary.

   Average executive assistant to managing director salary

   $136,988yearly

   $65.86 hourly rate

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   Entry-level executive assistant to managing director salary

   $102,000 yearly salary

   Updated December 20, 2025

4. Writing an executive assistant to managing director job description

   A job description for an executive assistant to managing director role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's an executive assistant to managing director job description:

   Executive assistant to managing director job description example

   Seeking a talented, organized, motivated, entrepreneurial and bright Executive Assistant to support the Senior Managing Director of our growing team. Our ideal candidate possesses a minimum of 3-5 years general business experience (marketing/communications, administration, recruiting/sales), excellent written/verbal communication skills, a high-level attention to detail and a "can-do" attitude! Commercial real estate experience is a plus. Ideal candidate will have superb written, organizational and communication skills, give 100% commitment to helping create a dynamic team environment, have strong attention to detail, be a self-motivator/proactive, problem solver and a quick learner. Must be comfortable with numbers and working in a fast-paced environment.
   
   Under direct supervision, the Executive Assistant provides administrative and secretarial support for the Senior Managing Director Initiatives. Individual performs duties such as:
   Responsibilities:
   Prepare Research for Marketing Packages & Proposals Create spreadsheets and data tables in both Word and Excel Support all marketing initiatives, including coordination and dissemination of sales reports and client correspondence Use of good judgment with both internal and external clients. Maintain calendar and all scheduling, planning and preparation for all meetings Support sales team as needed Ensure proper flow of information, pursuing detailed follow-through, as necessary Perform related duties as assigned
   
   Technical Skills:
   Proficient use of Microsoft Word and Power Point Working understanding/proficient in In-Design is a bonus Solid understanding of Microsoft Excel and a familiarity with spreadsheet formulas Proven ability to work effectively in a team environment with associates. Capability of effective planning and priority setting. Ability to manage several complex projects simultaneously while working under pressure to meet deadlines.
   
   Requirements:
   Bachelor's degree Prior administrative experience preferred Real estate (commercial), legal or financial services industry experience preferred Flexible attitude with the willingness to take on new projects Highly service-oriented individual with the ability to work well as part of a team Strong organizational skills, ability to manage multiple priorities and ability to take independent initiative for action within areas of responsibility Excellent organizational, written, and interpersonal communication skills
   
   Our mission is to help our clients create and preserve wealth by providing the best real estate investment sales, financing, research, and advisory services available.
   
   Founded in 1971 , Marcus & Millichap (NYSE: MMI) is a leading commercial real estate brokerage firm focusing exclusively on investment sales, financing, research, and advisory services, with nearly 2,000 investment sales and financing professionals in 80+ offices throughout the United States and Canada .
   
   Marcus & Millichap closes more transactions than any other real estate investment brokerage firm in the nation. In 2021, the firm closed 13,255 transactions with a sales volume of approximately $84.4 billion .
   
   The firm has perfected a powerful property marketing system that integrates broker specialization by property type and market area; the industry's most comprehensive investment research; a long-standing culture of information sharing; relationships with the largest pool of qualified investors; and state-of-the-art technology that matches buyers and sellers.
   
   Marcus & Millichap provides equal employment opportunities to all employees and applicants for employment without discrimination with regard to race, religious belief (including dress or grooming practices), color, sex, sex stereotype, pregnancy, childbirth or related medical conditions (including breast feeding), age, national origin, ancestry, sexual orientation, gender identification and expression, transgender status, physical or mental disability, medical condition, genetic characteristics, genetic information, family care, marital status, enrollment in any public assistance program, status as military, a veteran or qualified disabled veteran, status as an unpaid intern or volunteer, or any other classification protected by law. We also prohibit discrimination based on the perception that anyone has any of those characteristics, or is associated with a person who has or is perceived as having any of those characteristics. In addition to federal law requirements, Marcus & Millichap complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

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5. Post your job

   There are a few common ways to find executive assistant to managing directors for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your executive assistant to managing director job on Zippia to find and recruit executive assistant to managing director candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with executive assistant to managing director candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new executive assistant to managing director

   Once you have selected a candidate for the executive assistant to managing director position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   Once that's done, you can draft an onboarding schedule for the new executive assistant to managing director. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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