Why financial services firms should use a recruitment agency for Executive Assistant hiring

Hiring a top-tier Executive Assistant (EA) is one of the most impactful decisions a financial services firm can make. These professionals are not just administrative support, they are strategic partners, operational anchors, and trusted confidants to senior leadership. Yet, despite their importance, many firms underestimate the complexity and time investment required to find the right EA. That’s where a specialist recruitment agency becomes invaluable.

The compensation reality: why firms are often shocked

One of the first surprises for many hiring managers is the compensation expectations for high-performing administrative professionals. The days of modest salaries for support roles are long gone. In financial services, where stakes are high and executives demand precision, EAs are compensated accordingly.

Here’s a snapshot of current base salary ranges on the East Coast of the US:

For firms unfamiliar with these figures, the sticker shock is real. But these salaries reflect the caliber of talent required to operate at the highest levels of financial services. A great EA can save an executive hours each week, manage sensitive information, and ensure seamless operations across departments. Their impact is measurable, and their compensation reflects that.

What makes a great EA?

Not all EAs are created equal. The best ones possess a rare blend of technical skill, emotional intelligence, discretion, and business acumen. They are proactive, detail-oriented, and capable of managing complex schedules, travel logistics, and stakeholder relationships with ease.

Key traits of top-tier EAs include:

• Anticipation: they don’t wait to be told what to do – they see around corners
• Discretion: trusted with confidential information, they operate with integrity
• Communication: they liaise with internal and external stakeholders with professionalism and clarity
• Adaptability: they thrive in fast-paced, high-pressure environments
• Tech fluency: they are proficient in tools like AI, Outlook, Slack, Zoom, and CRM platforms

Finding someone with this skill set is not easy. It requires deep market knowledge, a strong network, and an understanding of the nuances of executive support.

Why recruitment is time-intensive

Hiring an EA is deceptively complex. Unlike technical roles where qualifications and experience are relatively straightforward to assess, EA recruitment is highly subjective. It’s about chemistry, compatibility, and trust.

The process typically involves:

• Writing a compelling and accurate job description
• Screening dozens (if not hundreds) of resumes
• Conducting multiple rounds of interviews
• Assessing soft skills and cultural fit
• Managing expectations around compensation and responsibilities

For busy HR teams or executives, this process can be overwhelming. It’s not just about finding someone who can do the job, it’s about finding someone who can do the job your way, with your pace, your style, and your standards.

How a recruitment agency saves time and delivers quality

Engaging a recruitment agency that specializes in administrative hiring offers several advantages:

1. Access to pre-vetted talent

Agencies maintain deep networks of experienced EAs, many of whom are not actively applying to jobs but are open to the right opportunity. This passive talent pool is often where the best candidates reside.

2. Speed and efficiency

Recruiters handle the time-consuming tasks, resumes screening, initial interviews, reference checks, so clients only meet the most qualified and culturally aligned candidates.

3. Market insight

Agencies understand compensation trends, candidate expectations, and hiring challenges. They can advise on salary benchmarking, role structuring, and how to make your opportunity competitive.

4. Chemistry matching

A good recruiter doesn’t just match skills, they match personalities. They take the time to understand the executive’s working style and find someone who complements it.

5. Risk mitigation

Hiring the wrong EA can be costly. Agencies reduce this risk by thoroughly vetting candidates and offering replacement guarantees if things don’t work out.

What we look for in candidates

At Frazer Jones, we go beyond the resumes. We look for candidates who demonstrate:

• Emotional intelligence: can they read a room, manage relationships, and handle sensitive situations?
• Executive presence: do they carry themselves with confidence and professionalism?
• Problem-solving ability: can they think on their feet and resolve issues independently?
• Cultural alignment: will they thrive in your firm’s environment and values?

We also assess technical proficiency, attention to detail, and long-term career goals to ensure alignment with the role.

Why financial services firms need specialists

Financial services is a unique sector. The pace is fast, the expectations are high, and the margin for error is slim. Executives in this space need support staff who understand the industry’s demands and can operate with precision and discretion.

A generalist recruiter may not grasp the nuances of supporting a hedge fund partner, a private equity MD, or a CFO at a global bank. But Frazer Jones does. We understand the language, the pressure, and the stakes. That’s why our placements stick, and why our clients come back.

Final thoughts

Hiring an Executive Assistant is not just filling a vacancy, it’s investing in a strategic partnership. For financial services firms, where time is money and precision are paramount, the right EA can be transformative.

But finding that person takes time, expertise, and insight. That’s why engaging a recruitment agency is not just a convenience, it’s a smart business decision. We save you time, reduce risk, and deliver talent that elevates your business.

If you’re ready to find your next great EA, we’re here to help.