The Honest Truth About the EA job Market Right Now

Over the past few years, the Executive Assistant profession has experienced a noticeable shift. From the outside, it can appear that the market is thriving. Salaries have increased in many areas, the role has gained long overdue recognition, and more people are talking about long term career progression, strategic partnership, and pathways into operational leadership and Chief of Staff positions. All of that is true. However, alongside these positive developments, the market has also become more competitive, more nuanced, and, in many cases, more difficult to navigate, particularly for candidates who are trying to step up, change environment, or re position themselves.

As a specialist Executive Assistant and Personal Assistant recruitment agency, we sit in the middle of the market every day. We see the roles that exist, the briefs clients give us, and the decisions they ultimately make. We also speak to a high volume of candidates who are exceptional at what they do, yet still finding the process longer or more challenging than they expected. The honest reality is that while opportunities absolutely exist, employers are being more selective than ever before, and understanding why is key to navigating the market successfully.

One of the most significant changes is the level of specificity clients now look for when hiring. Employers are not just looking for a capable Executive Assistant. They are often looking for someone who has operated at a similar level, within a similar pace of environment, and supported personalities or leadership styles that resemble their own. This is not about being unfair or excluding people unnecessarily. It is usually driven by the pace and complexity of modern businesses. Leaders want someone who can integrate quickly, anticipate their needs, and operate with confidence from the outset. As a result, roles often attract a high volume of applicants, including candidates whose experience aligns very closely with the brief, which naturally makes the process more competitive for those trying to make a step change.

At the same time, the way employers assess candidates has evolved. Experience alone is rarely the deciding factor. What matters most is impact. Clients want to understand how you have contributed to the effectiveness of the person or business you support. They want to see evidence of how you have improved processes, created efficiency, protected time, handled complexity, and acted as a trusted partner. Many candidates unintentionally undersell themselves by focusing on tasks rather than outcomes. Listing diary management, travel coordination, and meeting preparation is important, but what differentiates you is explaining how you did those things in a way that made a meaningful difference. The strongest candidates are able to articulate not just what they did, but how they thought, how they anticipated, and how they added value beyond the visible tasks.

The evolution of the role itself is another important factor. The title Executive Assistant can mean very different things depending on the environment. In some businesses, the role remains largely operational. In others, it has become deeply strategic, with EAs acting as an extension of the leader they support, involved in decision making, stakeholder management, and business planning. This variation means employers are often very clear on the profile they need, and they are looking for signals that demonstrate readiness for that level of partnership. This does not mean you need to already hold a Chief of Staff title to progress, but it does mean that demonstrating commercial awareness, ownership, and proactive thinking is becoming increasingly important.

For candidates seeking progression, one of the most difficult but important realities to understand is that career growth rarely happens passively. It often requires deliberate, strategic moves rather than simply waiting for recognition within the same environment. This may involve moving to a smaller organisation where you gain broader exposure, supporting a founder for the first time, or stepping into an environment that stretches you in new ways. It can sometimes mean making decisions that prioritise long term development over immediate comfort. We regularly see candidates whose careers accelerate significantly after making a move that gives them visibility, trust, and scope to operate at a higher level, even if that move initially felt uncertain.

It is also important to say that strong Executive Assistants remain in high demand. Clients consistently tell us that finding the right person is one of the most important hires they make, and they are willing to wait for someone who truly fits. We see salaries increasing, roles becoming more strategic, and career pathways expanding. However, the common thread is that the candidates who secure those opportunities are the ones who understand how to position themselves clearly, communicate their value, and demonstrate how they operate, not just what they do.

If you are currently navigating the job market and finding it slower or more challenging than expected, it is not necessarily a reflection of your ability. It is more often a reflection of a market that has matured and become more defined. Taking the time to refine how you present your experience, building relationships within the profession, and thinking carefully about the environments that will enable your growth can make a significant difference. The Executive Assistant role continues to evolve, and those who evolve with it, in their thinking, their positioning, and their confidence, will continue to build meaningful, rewarding, and highly valued careers.