Executive Assistant Test
The Executive Assistant Test shows you how a candidate performs when the stakes are executive-level: board meetings, confidential deals, competing C-suite demands, and correspondence that carries the CEO's name. Twenty situational judgment scenarios score four dimensions, giving you evidence of senior judgment before the interview.
Summary of the Executive Assistant Test
The Executive Assistant Test shows you how a candidate performs when the stakes are executive-level: board meetings, confidential deals, competing C-suite demands, and correspondence that carries the CEO's name. Twenty situational judgment scenarios score four dimensions, giving you evidence of senior judgment before the interview.
4 dimensions, scored separately
Problem-solving under ambiguity
How well a candidate makes sound judgment calls when the executive is unreachable and the right answer is unclear.
Time & task management for executives
How effectively a candidate protects an executive's time, prioritizes competing demands, and keeps complex logistics on track.
Written communication on behalf of leadership
How skillfully a candidate drafts and manages correspondence that carries an executive's voice and authority.
Verbal communication & discretion
How well a candidate handles sensitive conversations, confidential information, and high-stakes callers with tact.
Everything about the Executive Assistant Test
01What is the Executive Assistant Test?
Supporting a C-suite executive is a judgment job, not a task list. This advanced test uses situational judgment scenarios drawn from real executive support work: board meeting logistics, drafting in a CEO's voice, mediating conflicting C-suite priorities, deflecting an M&A rumor, fielding a media inquiry, and rescuing last-minute international travel. Each response is scored for quality, so you see how a candidate protects an executive's time, reputation, and confidentiality when there is no script and often no boss available to ask.
02How does the Executive Assistant Test work?
Candidates read 20 short executive support scenarios, five per dimension, and choose the response they would most likely take from four options. The strongest response earns 2 points, acceptable responses earn 1, and weak responses earn 0. Each dimension totals up to 10 points, and the overall score is out of 40.
03Why is the Executive Assistant Test important to employers?
A weak executive assistant costs an executive hours every week and can cost the company far more in a single leaked comment or mishandled board pack. Resumes rarely reveal judgment, discretion, or the ability to act well under ambiguity. Scenario-based results show how a candidate will actually behave with a journalist on the phone, a furious partner in the inbox, and a CEO on a plane.
How to interpret Executive Assistant Test results
Every candidate report scores each dimension separately. Here is what high and lower scores typically look like at work, and how to use them in your hiring decision.
Problem-solving under ambiguity
High scorers: Makes sound, well-scoped decisions when the executive is unreachable and information is incomplete. Verifies facts fast, prepares options rather than open questions, and knows exactly when a situation justifies an interruption.
Lower scorers: May freeze or over-escalate when there is no clear instruction. Coaching on decision frameworks, escalation thresholds, and preparing option-based recommendations builds this judgment quickly with a supportive principal.
Time & task management for executives
High scorers: Protects executive time like an asset. Anticipates overruns, triages competing C-suite demands on evidence rather than seniority, and rebuilds a broken day or itinerary into a workable plan within minutes.
Lower scorers: May treat the calendar as fixed and requests as a first-come queue. Practice with prioritization criteria, buffer planning, and deadline probing turns reactive scheduling into genuine time protection.
Written communication on behalf of leadership
High scorers: Writes convincingly in the executive's voice, adjusts tone to relationship and stakes, and knows when to hold a risky message for review. Correspondence sent on their watch protects the leader's reputation.
Lower scorers: Drafts may currently sound generic or miss the political weight of executive correspondence. Studying the principal's past writing, tone checklists, and a review habit for sensitive sends develop this fast.
Verbal communication & discretion
High scorers: Handles probing colleagues, anxious directors, and persistent journalists with consistent, warm discretion. Never confirms, denies, or hints at confidential matters, and routes sensitive inquiries to the right owner immediately.
Lower scorers: May leak information through hints, denials, or over-sharing under social pressure. Rehearsing neutral holding lines and clear routing rules for media and internal probes builds reliable discretion.
What job roles can you hire with the Executive Assistant Test?
- Executive assistants to C-suite leaders: every dimension maps directly to daily executive support work
- Chiefs of staff and executive coordinators: ambiguity handling and priority mediation are the core of the role
- Board and governance coordinators: meeting logistics, confidentiality, and director communication are tested throughout
- Senior personal assistants to founders: drafting in the principal's voice and guarding their time are central scenarios
- Office managers stepping up to executive support: results show readiness for higher-stakes judgment calls
Build a multi-measure assessment: tests to pair with the Executive Assistant Test
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The Business Ethics and Compliance Test shows you how candidates handle the gray areas of working life: vendor gifts, conflicts of interest, pressure to bend numbers, sensitive data, and disrespectful behavior. Through 20 realistic scenarios, it scores four dimensions of practical ethical judgment so you can hire people who do the right thing when nobody is watching.
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Frequently asked questions
Last updated July 31, 2026