Hi — Liz here. 👋🏾

Welcome to Q4. I too am wondering where 2026 went.

This week's roles are a good reminder that titles don't always tell the whole story. An Executive Project Manager that's really part executive support, part ops. A Chief of Staff opportunity designed for someone early in their career. A $167K People Ops salary for just three years of experience.

The devil is in the details…but this time, that’s a good thing.

Let’s get into it.

🔎 How We Curate

Every role featured in Modern Admin meets the following criteria:

🧑🏽‍💻 Flexibility Matters — we prioritize flexibility, but great work can happen in person too
💰 Pay Transparency — if a company knows their budget, so should you
🤝 Culture Check — we look beyond the job description at the employee experience
🗂 Role Integrity — titles should match scope (no inflated or misleading roles)
🌱 Room to Grow — we look for meaningful ownership and career-building experience
🗓️ Still Hiring — every role is verified before we publish

Why we love it: Don’t let the title fool you—this isn’t your typical project management role. It’s a hybrid of executive support, founder operations and project management, with ownership across calendars and logistics, events, partnerships, research, AI tools and systems. If you’re an experienced EA or executive operator who has already been working beyond the traditional boundaries of your title, this could be your lane.

The fine print: This is a high-touch founder role with 8–10 trips per year and flexibility around the Founder’s schedule, including occasional early mornings and late evenings.

Why we love it: $167K for a People Ops Generalist role requiring just 3+ years of experience with real ownership across global employment, employee experience, systems, AI and automation.

The fine print: This is a high-performance startup environment with a rigorous interview process and significant ownership from day one. Bonus points if you already have experience with global employment, EORs, immigration or global mobility.

Why we love it: A rare entry point into the Chief of Staff track. Statecraft is open to early-career candidates and offers the opportunity to help build the operations of an AI startup from the ground up alongside its founding team.

The fine print: You must be based in the DC, Maryland or Virginia area, be a U.S. citizen and be eligible to obtain and maintain a security clearance. The role is remote for now but will become in-person once Statecraft opens an office.

Why we love it: Perfect for an early-career operator looking to build deeper experience across project management, data and systems while supporting a rapidly growing partnerships team.

The fine print: You’ll need 2–4+ years of operations or data experience and strong Excel/Google Sheets skills. Ophelia uses a “first and best” offer approach, meaning compensation isn’t determined by how well you negotiate.

Why we love it: A genuinely part-time EA role with direct CEO exposure and room to grow. With just 2+ years of executive support experience required, it’s a strong opportunity for someone early in their EA career.

The fine print: Hallow is a Christian and Catholic prayer app, and they’re specifically looking for someone who feels connected to the company’s mission. The part-time role is hourly and does not include equity or medical coverage.

Your question:

“Should employees be expected to participate in company social events?”

Our take:

Ah, the age-old question. The short answer is no. But we get it—participation is a KPI, so of course you want employees excited about the culture calendar.

Our advice? 1.) Whenever possible, host events during work hours. Your people are parents, caretakers, side hustlers and people with lives outside of work, so putting everything on the calendar after 5 PM isn’t always equitable. 2.) Keep it simple! A coffee chat, a lunch and learn, a catered lunch. Get a pulse on what your people actually enjoy, then expand from there.

INTRODUCING CULTURE AUDIT

The Culture Audit is a hands-on look at how your workplace operates day to day—what leadership intends, what employees experience and what needs to change between the two.

Assess. Design. Implement. Activate.

→ Explore Culture Audit