For our Headroom Heads series, we sat down with Samora Jurna

Let’s have a chat with Samora, our Talent Acquisition Manager

What does the ideal profile of an Executive Assistant at Headroom look like? Are there specific backgrounds, experiences, or personal qualities that you find particularly valuable?

As a strong basis, we love it if people have a background in hospitality or the corporate sector. While it isn’t a mandatory requirement to have experience as an EA or PA, certain skills are essential: stress management, tech-savviness, excellent communication in Dutch and English, and a solid foundation in administrative tasks.

Can you tell me about the recruitment process for Executive Assistants at Headroom? How do you go about finding the right candidate?

After posting our job description, we are fortunate to attract ambitious candidates. I also search for potential candidates on platforms such as LinkedIn, focusing on those with backgrounds in hospitality, aviation, the corporate sector, or support professionals from tech start-ups and scale-ups.

What qualities and skills are most important when selecting an Executive Assistant for our team? How do you determine if a candidate is a good fit for the culture and values of Headroom during the recruitment process? Are there any specific red flags you look out for during the selection process that may indicate a candidate may not be suitable?

We greatly respect experienced PAs/EAs who have worked 1:1 for a CEO, but the Headroom way of working is very specific. It must suit candidates on both a professional and personal level.

What steps do candidates go through?

The first interview is with me, Talent Acquisition, where I will explain our company and the job profile. Next, we ask candidates to complete an assessment/case to give them a peek into the day-to-day job. This is a fun assignment and nothing to stress about. In the next interview, candidates meet two of our Expert-level EAs. They can provide insights into the EA job, and there’s room for candidates to be curious and ask many questions. Candidates should feel free to prepare a list of questions. During this stage, the assessment will also be discussed, giving candidates a clearer view of what is expected. If both sides are still enthusiastic, there’s just one final conversation with our HR team to discuss what we can offer to further the candidate’s career at Headroom.

Do references play a role in the candidate selection process? 

Yes, references are considered during the selection process to help us make informed decisions.

Are there specific interview questions or techniques you use to assess the suitability of candidates?

• What is your motivation to apply for this position?
• Why do you think the EA position suits you well?
• How do you handle yourself in stressful situations? Please provide a practical example.
• Why Headroom Assistance?

Can you tell me more about the training and guidance that new Executive Assistants receive after they are hired?

Within the first month, an intensive training/onboarding process takes place. New hires are guided by one of our learning advocates (Expert-level EAs) and go through both the theoretical and practical aspects of the job. This training is intensive, but if all goes well, after 3-4 weeks, new hires will be ready to support their first member.