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The Special Assistant will be a project coordinator for the Chesapeake Community Development and will work cooperatively with the Director of Executive Operations and the Senior Executive Assistant & Manager of Culture Initiative to manage the Executive Office and the work/time of the President & CEO.
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The ExecutiveAdministrative Assistant is a highly visible position responsible forsupporting the CEO and CFO of PETNET Solutions, Inc. Duties will primarily includecalendar management, travel, expense management, presentation creation supportand other duties as needed.
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The Executive Assistant provides business administrative and operational support to the owners of King Technology, Inc. (Owners), CEO/President, Executive Leadership Team (ELT), as well as corporate administrative support for meeting and project management.
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We are currently hiring an organized Personal Assistant (PA) to support our President/CEO out of our Corporate Headquarters in Largo, MD. Bachelor's Degree (preferably in Communications or related discipline) and two (2) years of experience as an assistant at an Executive level.
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Have 2+ years of EA experience supporting a CEO or senior-level executive. My client is seeking an Executive Assistant to join their team. This role is based out of our New York City office and reports to the CEO & President/CTO. This role requires at least 3 days a week in office.
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Serves as an assistant to one or more of the executive officers of the organization or company, such as the President, Chief Executive Officer (CEO), Chief Financial Officer (CFO), Chief Information Officer (CIO) or executive vice presidents (C-Suite.
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The Office Manager assists the President and CEO with various administrative and clerical tasks, as well as supporting the Director of Human Resources, the Executive Team, and Departmental Managers with items related to interviews, travel arrangements, and other miscellaneous administrative support.
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Reporting directly to the President & Chief Executive Officer (CEO), the Executive Assistant (EA) provides skilled administrative and clerical support to the President and CEO, the Board of Trustees, and other leadership staff.
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Artemis Real Estate Partners, co-founded in 2009 by Deborah Harmon and Penny Pritzker, is a best-in-class real estate investment management firm seeking a Scheduler/Executive Assistant to the CEO. It is an excellent opportunity for a self-starter with outstanding organizational, communication, and interpersonal skills to work with a dynamic leader of a fast-paced, cutting-edge firm.
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This position reports to the Chief of Staff and partners closely with the Director of Executive Communications and Special Assistant to the CEO. As a member of the Executive Team, the Manager, Board Relations plays a crucial role in connecting workstreams internally and with the Board.
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We’re looking for an Executive Assistant to support the the CEO and President who are responsible of overseeing all aspects of ViX Paula Hermanny. The Executive Assistant must be creative and enjoy working within a small, entrepreneurial environment that is mission-driven, results-driven and community oriented.
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The Executive Assistant is an integral part of our Book Harvest team who provides direct administrative and research support to the CEO and COO and to those they collaborate with as needed.
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The Executive Assistant is responsible for overall administrative support of the Executive Chairman and Chief of Staff. Prior experience as an Executive Assistant. Completes all other duties as directed by CEO and Chief of Staff.
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The Special Assistant to the President and CEO (PCEO) will be a strategic partner who manages and coordinates administrative, program and engagement priorities collaborating closely with the President and CEO. This person must have a track record of proven success in managing and overseeing executive-level support responsibilities, be self-motivated, quick-thinking, flexible, and able to juggle multiple and diverse responsibilities in an efficient manner.
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YinzCam is looking for an Executive Creative/Design Assistant to work alongside the CEO daily on a number of product-design and product-marketing initiatives to support the CEO's strategic initiatives and vision.
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The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.