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Here's what I learned during my two years in Manila working with some of the sharpest administrative minds I've ever encountered. The difference between a good executive and a great one often comes down to one thing: having the right person managing the chaos behind the scenes.
But finding that person? That's where most leaders stumble.
You're not just hiring someone to answer phones and book flights anymore. Today's executive assistants are strategic partners who anticipate your needs, protect your time like a fortress guard, and keep your entire operation humming while you focus on what actually moves the needle.
The problem is, exceptional EAs don't exactly grow on trees. And if you're trying to find one on your own, you're essentially playing a very expensive game of hiring roulette.
That's where executive assistant recruitment agencies come in, and why choosing the right one might be the smartest investment you make this year.
The Top 5 Executive Assistant Recruitment Agencies
After extensive research and drawing from my network of HR professionals, I've rounded up this list of executive assistant recruitment agencies that consistently deliver exceptional results:
1. Somewhere
The best executive assistant recruitment company is Somewhere. We have carved out a unique position in the remote talent space. More specifically, we connect US companies with top-tier executive assistants from places like Latin America, South Africa and the Philippines.
What sets Somewhere apart is our robust vetting process. We screen thousands of candidates to present only the top performers that are tailored to your specific job requirements.
The cost savings are substantial, typically 70-80% less than US-based equivalents, without sacrificing quality. We handle all the complexities of international hiring, from contracts to compliance, making the process seamless for our clients.
Somewhere is the best choice for companies seeking high-quality remote EAs with significant cost savings and real-time collaboration capabilities.
Related: How a Content Creation Agency Hired an Executive Assistant for $1,000/ month
2. Robert Half International
With over 300 locations worldwide and a database of 11 million administrative professionals, Robert Half brings serious scale to EA recruitment.
Their strength lies in their ability to fill urgent needs quickly, sometimes within 48 hours for the right role. They offer flexible arrangements from temporary to permanent placements and have strong local market knowledge across their locations.
3. C-Suite Assistants
This boutique firm specializes exclusively in executive assistant placements for C-level executives, family offices, and high-net-worth individuals. With over 20 years of experience, they understand the unique demands of supporting senior leadership.
Their personalized approach means they take time to understand not just the role requirements but the executive's personality and working style.
4. Adecco
Adecco operates in 60+ countries and can handle everything from single placements to large-scale staffing projects.
Their technology-driven approach includes AI-powered candidate matching, while their experienced recruiters still personally vet for soft skills and cultural alignment. They offer flexible staffing models to accommodate different business needs.
5. Randstad
Another global giant, Randstad combines scale with technology to deliver efficient EA placements. They've placed over 280,000 permanent employees in 2023 alone and have strong processes for both temporary and permanent placements.
Their strength is in their systematic approach to recruitment and their ability to handle high-volume needs while maintaining quality standards.
Why Your Next EA Hire Shouldn't Be a Solo Mission
Let me paint you a picture from my consulting days. I watched a tech startup CEO spend four months trying to hire an executive assistant. Four months of posting jobs, screening resumes, conducting interviews, and checking references. By the time he finally made a hire, he'd burned through countless hours that could've been spent on product development, and the person he chose was one within six weeks.
The math on DIY EA hiring is brutal. According to SHRM, the average cost per hire sits around $4,700, and that's before you factor in your time, which, as an executive, is worth considerably more than minimum wage.
Here's what recruitment agencies bring to the table that you simply can't replicate on your own:
Access to Hidden Talent
The best executive assistants aren't scrolling job boards. They're already employed, excelling in their current roles, and only considering new opportunities when the right recruiter calls with something compelling. Agencies have spent years building relationships with this hidden talent pool.
During my time in the Philippines, I met dozens of EAs who'd never applied for a job online but had been successfully placed through agency networks. These weren't people looking for work; they were top performers being courted for better opportunities.
The Art of EA Assessment
Screening an executive assistant requires a completely different skill set than hiring, say, a software developer. You're not just evaluating technical competencies; you're assessing emotional intelligence, discretion, adaptability, and that indefinable quality of being able to think three steps ahead.
Good recruitment agencies have refined this assessment process over thousands of placements. They know how to spot the difference between someone who can manage a calendar and someone who can anticipate your needs before you even realize you have them.
Time Zone Advantages and Global Reach
One of the biggest shifts I've witnessed is the normalization of remote executive support. Companies are discovering that a skilled EA in Latin America or the Philippines can provide the same level of support as someone local, often at 70-80% less cost.
But international hiring comes with its own complexities. Labor laws, cultural nuances, payment processing, and time zone coordination all require expertise that most companies don't have in-house.
Read: How to Delegate Calendar Management to an Executive Assistant
What Makes an Executive Assistant Recruitment Agency Worth Your Investment
Not all recruitment agencies are created equal, especially when it comes to executive-level administrative roles. After working with dozens of agencies across different markets, here's what separates the wheat from the chaff:
Deep Understanding of Executive Dynamics
The best agencies don't just match skills to job descriptions. They understand that hiring an EA is fundamentally about chemistry and working style compatibility. A detail-oriented executive needs someone who thrives on precision. A big-picture leader needs an EA who can handle the tactical execution while keeping the strategic vision in sight.
Proven Vetting Processes
Top-tier agencies have systematic approaches to candidate evaluation that go far beyond resume screening. They're conducting behavioral interviews, checking references with previous executives, and often including scenario-based assessments.
Transparency in Process and Pricing
Beware of agencies that are vague about their methodology or fee structure. The best ones will walk you through their entire process, explain their guarantee policies, and be upfront about costs from the first conversation.
How to Choose Your EA Recruitment Partner
Selecting the right agency is like choosing a business partner, because that's essentially what they become during your search. Here's my framework for evaluation:
Specialization Matters
Look for agencies that have experience with executive assistant placements or high-level administrative roles.
Ask pointed questions: How many EA placements did they complete last year? What's their average time-to-fill for similar roles? Can they share success stories that demonstrate their understanding of executive-level needs?
Geographic Expertise
If you're open to remote talent, and you should be, make sure your agency has real expertise in the regions you're considering. This isn't just about having contacts; it's about understanding cultural working styles, communication preferences, and local employment practices.
During my Manila experience, I learned that Filipino professionals often have different approaches to feedback and hierarchy than their American counterparts. An agency that understands these nuances can help ensure smooth integration.
Quality Over Quantity
Some agencies will flood you with resumes. Others will present three carefully selected candidates who've been thoroughly vetted for your specific needs. Guess which approach typically leads to better outcomes?
The best agencies act as filters, not funnels. They should be able to articulate why each candidate they present is a potential fit for your specific situation.
Making Your Agency Partnership Work
Once you've selected an agency, the quality of your partnership will significantly impact your results. Here's how to set yourself up for success:
Be Specific About Your Needs
Don't just hand over a generic job description. Share details about your working style, communication preferences, and the specific challenges you're hoping an EA will solve. The more context you provide, the better they can match candidates to your actual needs.
Provide Timely Feedback
When agencies present candidates, give specific feedback quickly. "Not a fit" doesn't help them refine their search. "Great technical skills but seems too formal for our startup culture" gives them actionable direction.
Trust Their Expertise
You hired them for their recruitment expertise, so listen to their recommendations. If they suggest considering a candidate who doesn't check every box on your wish list, hear them out. Sometimes, the best hires are the ones you wouldn't have considered on your own.
The Investment That Pays for Itself
Finding the right executive assistant through a quality recruitment agency isn't just about filling a position. It's about adding a strategic partner who can transform how you work. The time you'll save, the stress you'll reduce, and the productivity gains you'll achieve typically pay for the agency fee many times over.
I've seen executives reclaim 15-20 hours per week after hiring the right EA. At executive compensation levels, that time savings alone justifies the investment, not to mention the improved decision-making that comes from having better-organized information and protected focus time.
The key is choosing an agency that understands the strategic nature of the EA role and has the expertise to find candidates who can truly excel in that capacity. Whether you're looking locally or exploring the cost advantages of remote talent, the right recruitment partner can turn what might otherwise be a lengthy, uncertain process into a streamlined path to finding your ideal candidate.
Your next great hire is out there. The question isn't whether you can find them. It's whether you'll find them before your competition does. So, act now and use the contact form below to book a call with the Somewhere team.
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