Offers · 13 min read
How to compare two Executive Assistant job offers
Evaluate salary, scope, executive fit, flexibility and career value without being distracted by one headline number.
01
Normalise compensation first
Convert both offers to full-time base salary, then add super, guaranteed allowances and realistic bonuses separately. Salary packaging can change take-home value but should not be confused with base salary.
- Base salary
- Superannuation rate
- Guaranteed allowances
- Bonus structure and likelihood
- FTE and paid hours
- Additional leave or purchased leave
02
Score the executive partnership
The executive often determines day-to-day quality more than the brand. Consider clarity, respect, communication, availability expectations and willingness to delegate. Use the interview process as behavioural evidence.
A prestigious CEO role may be the weaker offer if priorities remain unclear, the previous EA left quickly and no one can explain after-hours boundaries.
03
Compare scope and resources
Record the number of principals, team responsibilities, board work, personal tasks, travel and project expectations. Then identify what support exists: another EA, office manager, travel provider, company secretariat or chief of staff.
- One executive or several
- Team and office duties
- Board and committee scope
- Domestic and international travel
- Personal support expectations
- Leave-cover model
04
Value the next two years
Ask which role will create stronger evidence. A smaller immediate salary increase may be rational where the job adds board exposure, governance, a respected executive partnership or a credible transition into your target industry.
Working checklist
Put the guide into practice
Normalise both packages
Score executive fit
Map scope and boundaries
Compare commute and anchor days
Check permanency and probation
Identify two-year evidence value