The signal is time, not revenue
Founders often ask for a revenue threshold before hiring executive support. The better signal is time: when operational work consistently displaces product, sales, or fundraising, support is overdue.
If you are clearing inbox before strategic work three days a week, the cost of not hiring exceeds the cost of support.
Before full-time hire: fractional and managed options
A full-time executive assistant makes sense at sustained high operational volume with enough scope to fill a role. Before that point, fractional or managed support often fits better.
Managed executive operations gives you documented workflows and backup coverage without recruiting, benefits, and management overhead.
Signs you need support now
Missed follow-ups on important threads. Calendar packed with back-to-back calls and no focus blocks. Travel and meeting prep done late at night. CRM data stale because updates never happen.
These are operational failures, not personal failures. They mean the system outgrew one person's capacity.
What to delegate first
Start with inbox and calendar — highest friction, clearest processes. Add executive assistance, meetings, and CRM as load increases.
Do not try to hand off everything at once. Sequence delegation so each workflow is documented before the next expands.
How to evaluate providers
Look for documented SOPs, escalation rules, weekly reporting, and backup coverage — not just hourly availability.
Ask how onboarding works, what happens when your primary contact is unavailable, and how scope expands over time.