The Executive Assistant serves as a high-impact force multiplier for the CEO and C-suite by designing and maintaining a seamless operating system for time, priorities, and decision-making. This role owns the executive cadence, ensuring leadership is consistently prepared for the right conversations with the necessary materials and insights. By managing complex rhythms—including board meetings, leadership offsites, and daily communications—you will protect executive focus and ensure organizational follow-through is executed with absolute precision. Key Responsibilities - Engineer and protect the CEO’s weekly schedule to prioritize deep work and eliminate avoidable conflicts. - Manage the end-to-end execution of executive meetings, ensuring agendas and pre-reads are distributed in advance and action items are tracked to completion. - Lead the planning and run-of-show for quarterly leadership offsites, managing all logistics, materials, and post-event documentation to ensure a high-standard experience. - Direct the governance rhythm for board meetings, facilitating the timely creation of board decks and managing all associated logistics and materials. - Provide responsive and reliable support to the broader C-suite, coordinating complex scheduling and logistical requests with a high degree of clarity. - Uphold a high standard of precision in all executive communications, ensuring every meeting invitation and external correspondence is accurate and complete. - Anticipate executive needs by preparing comprehensive briefing packs that include context, objectives, and relevant background for priority meetings. - Drive continuous improvement by identifying and implementing new workflows, templates, or automations to enhance executive efficiency. Requirements - 5 or more years of experience supporting a CEO or C-suite executive within a fast-paced environment, preferably in the SaaS or professional services sectors. - Proven track record of coordinating complex high-stakes events, such as board meetings and executive leadership offsites, from initial planning through final follow-through. - Expert-level proficiency in Google Workspace, with specific mastery of complex calendar management and drive permission structures. - Demonstrated ability to capture and synthesize high-level discussions into clear decisions, tradeoffs, and actionable tasks. - Exceptional judgment and prioritization skills, with a proven ability to triage competing demands and protect executive time. - History of managing sensitive information with absolute discretion, including matters related to legal, compensation, and board governance. - Experience in event logistics management, including vendor coordination, travel planning, and run-of-show development. - Willingness to provide flexible support during critical business milestones, such as board cycles and offsite events. Skills & Knowledge - Experience with board portals and governance software, ideally within private equity-backed or acquisition-heavy environments. - Ability to build and maintain structured “executive cadence” systems using repeatable templates and checklists. - Proficiency with light automation tools to streamline calendar workflows, intake processes, and executive materials management. Accommodations: Harbor Compliance is committed to providing any reasonable accommodations for individuals with disabilities within our application and interview process. To request an accommodation due to a disability, please inform your recruiter. Compensation: Compensation at the time of offer is based on factors such as skill set, experience, qualifications, and work location. Salary is one part of Harbor Compliance’s total compensation package. Other benefits may include health benefits, flexible paid time off, parental leave, fertility and adoption assistance, 401(k), and educational reimbursement. Note that the salary range and benefits apply only to U.S.-based candidates. Pay Transparency Policy Statement Harbor Compliance will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by Harbor Compliance, or (c) consistent with Harbor Compliance’s legal duty to furnish information. Equal Opportunity Statement Harbor Compliance is an equal opportunity employer and does not discriminate on the basis of race, gender, sexual orientation, gender identity/expression, national origin, disability, age, genetic information, veteran status, marital status, pregnancy or related condition, or any other basis protected by law.