Hi — Liz here. 👋🏾

I saw a post on socials this week about how CEOs are increasingly relying on Chiefs of Staff as AI changes the way we work. And while I don't disagree, reliance extends beyond this one type of admin.

Take this week's lineup. We have two Executive Assistant roles with more than $80K between their salary ceilings. Different companies, different responsibilities, but both are asking for a whole lot more than calendar management.

And honestly? I think that's becoming the norm. The lines between executive support, operations and strategy are merging. And frankly, I love to see it.

Dare I say, the new admin is multidimensional. Some might even call them... modern.

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: This is a true seat at the executive table. You'll work directly with Thumbtack's CEO and senior leadership team to sharpen decisions, surface organizational risks, and turn company-wide priorities into action. We especially love that the role explicitly values independent judgment and the ability to challenge leadership.

The fine print: This is a senior strategic role requiring 12+ years of relevant experience, preferably in high-growth tech. Compensation varies by location, with NYC and Bay Area candidates eligible for $338K–$413K.

Why we love it: This is executive support with real strategic influence. You'll partner with Figma's design leadership on everything from executive operations and workflow optimization to cross-functional projects and team culture. We especially love the emphasis on independent decision-making, AI fluency, and the opportunity to operate as a trusted thought partner rather than simply managing calendars.

The fine print: Remote candidates must work Pacific Time hours, and in-person onboarding is required. The wide salary range reflects differences in experience, location, and role scope.

Why we love it: As Socket's first People Partner for its technical teams, you'll have the opportunity to shape how the company supports, develops, and retains its technical talent. We especially love the clearly defined 30/60/90-day goals, which give candidates a sense of what success looks like from day one.

The fine print: Requires 7+ years of technical People Partner experience. The interview process includes a take-home presentation, and the role involves quarterly offsites.

Why we love it: This EA role goes beyond calendar management, combining executive support for the VP of Global Partnerships with sales operations, reporting, and cross-functional coordination. The benefits stand out: 100% company-paid medical, dental, and vision coverage for employees and families, plus a 401(k) match and generous parental leave.

The fine print: Expect a fast-paced environment with CRM management, pipeline tracking, and sales reporting responsibilities.

Why we love it: ShopMy is growing fast, and this is a chance to build the People Operations infrastructure behind a $1.5B creator-commerce company. You'll own HR systems, people analytics, and employee support processes, with room to shape how the function scales. Perks include equity, a 401(k) contribution, and a 100% employer-paid medical option.

The fine print: This is a build-from-scratch role requiring deep HRIS and people analytics expertise, not simply general HR experience. ShopMy describes itself as remote-first, but remote eligibility for this NYC-listed position isn't confirmed.

Your question:

“How do I build culture for my more introverted employees?”

Our take:

Start by looking at how you're asking employees to participate, not just what you're asking them to participate in.

Let's say you're hosting a team hackathon. Instead of requiring everyone to brainstorm in person, give employees the option to contribute ideas through a shared document or group chat. Have someone recap the in-person discussions so everyone has the same information, and make sure ideas submitted asynchronously receive the same consideration.

The goal isn't to create separate experiences for introverts and extroverts. It's to design one experience with multiple ways to participate.

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. Align. Implement. Activate.

→ Book a free Discovery Call