You’re staring at a job description or maybe your own LinkedIn profile, wondering if the words "Executive Assistant" actually mean anything anymore. They do. But also, they don't. Language is funny that way. In the modern office—whether that’s a glass tower in Manhattan or a Slack channel for a decentralized startup—the label you put on a high-level support role acts as a gatekeeper for salary, respect, and actual job duties.
Finding another name for executive assistant isn't just about playing with a thesaurus. It’s about signaling. It’s about whether the person in the role is expected to fetch lattes or help manage a $50 million budget. Honestly, the shift in terminology over the last decade has been wild. We’ve moved far beyond the "Mad Men" era of secretaries into a space where these professionals are basically co-pilots.
The Strategic Shift to "Chief of Staff"
Lately, everyone wants to be a Chief of Staff. Or they want to hire one. It's the trendy another name for executive assistant that carries a lot of weight in Silicon Valley and private equity. But here is the thing: they aren't always the same thing, even if the job boards treat them like they are.
A traditional EA focuses on the executive's life and schedule. A Chief of Staff focuses on the business. According to Hallie Warner, a well-known figure in the EA world and author of The Inner Circle Assistant, the Chief of Staff often acts as a bridge between the CEO and the rest of the leadership team. They handle the "special projects" that nobody else has time for. If an EA is the navigator, the Chief of Staff is the first mate.
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Often, companies use this title to attract a different caliber of talent. You’ll see MBAs applying for Chief of Staff roles. You rarely see them applying for EA roles. It’s a branding game. If you’re a founder and you need someone to help with investor decks and high-level strategy, calling them an Executive Assistant might actually hurt your recruiting efforts.
Strategic Business Partner: The New Gold Standard
If "Chief of Staff" feels too military or too "West Wing" for your vibe, many organizations are pivoting to Strategic Business Partner. This title is a mouthful. It’s clunky. But it’s incredibly accurate for what the role has become in 2026.
Think about it. An EA at a top-tier firm isn’t just booking travel. They are gatekeeping. They are interpreting data. They are often the only person who knows what the CEO is actually thinking at 11:00 PM on a Tuesday. Calling them a "partner" changes the power dynamic. It moves the relationship from a hierarchical "boss and subordinate" to a collaborative "leader and advisor."
Why the "Assistant" Label is Fading
Some people hate the word "assistant." It feels diminutive. It feels like someone who just takes notes. In reality, modern EAs are project managers. They are communications directors. They are therapists.
- Operations Manager. This is common in smaller startups where the EA also runs the office, handles HR paperwork, and makes sure the Wi-Fi doesn't die.
- Executive Business Administrator (EBA). Microsoft is famous for using this one. It sounds more technical, doesn't it? It suggests a level of systems-level thinking that "secretary" never did.
- Personal Lead. You see this more in the entertainment industry or with high-net-worth individuals where the lines between business and personal life are basically nonexistent.
The Specialized Titles You’ve Probably Overlooked
Sometimes, another name for executive assistant is highly specific to the industry. In law firms, you might hear "Legal Executive Assistant." It sounds fancy because it is. These folks need to understand court filings and legal jargon that would make a normal person’s head spin.
Then you have the Private Secretary. This sounds incredibly British, right? That’s because it is. In the UK and within Commonwealth governments, a Private Secretary is a high-ranking civil servant. They aren't typing letters; they are managing government policy and advising ministers. It’s a prestigious career path, not a stepping stone.
What about Executive Coordinator? This one feels a bit more active. Coordination implies movement. It implies that stuff is actually getting done. If you’re hiring someone to manage a chaotic calendar across six different time zones, "Coordinator" might be the most honest title you can give them.
The Salary Gap: Does the Name Matter?
Yes. It really does.
If you look at data from places like Glassdoor or the Association of Executive Professionals, there is a visible "title tax." A "Secretary" might earn a median salary that is 30% lower than an "Executive Assistant." Meanwhile, an "Executive Business Partner" can often command a six-figure salary plus equity in tech hubs like San Francisco or Austin.
It’s not just about the money, though. It’s about the career trajectory. If you want to eventually become an Operations Director, having "Strategic Partner" on your resume looks a lot better than "Assistant." It’s unfair, but it’s how the corporate world filters talent.
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The "Gatekeeper" Reality
Regardless of the name, the core function remains the same: protecting the most valuable asset in the company—the executive's time.
Melba Duncan, founder of the Duncan Group and a legendary figure in the EA space, has spent decades arguing that this role is one of the most underrated in business. She talks about the "Global Assistant." This isn't just someone who knows how to use Outlook. It’s someone who understands cultural nuances, global markets, and the emotional intelligence required to navigate high-stakes negotiations.
How to Choose the Right Title for Your Hire
If you’re a founder or an HR manager looking for another name for executive assistant, don't just pick what sounds cool. Look at the actual work.
If the person is going to be doing deep work, analyzing spreadsheets, and sitting in on board meetings, go with Executive Business Partner.
If they are managing a team of other assistants and handling the physical logistics of an office, Operations Coordinator or Office Chief of Staff works better.
If they are literally your right hand and you expect them to finish your sentences (and your projects), Chief of Staff is the way to go.
But honestly? Sometimes the best title is the one the candidate asks for. If you find a rockstar who wants to be called "Director of the Executive Office," give it to them. Titles are free. Talent is expensive.
The Rise of the "Virtual" Variation
We can't talk about titles in 2026 without mentioning the Virtual Executive Assistant (VEA). This isn't just a freelancer from a gig site. Modern VEAs are often highly specialized professionals who work through agencies like Boldly or Belay.
They don't sit in the cubicle next to you. They might be three states away. Because of that, their titles often lean more toward "Online Operations Manager" or "Remote Executive Coordinator." The "virtual" tag is becoming less of a title and more of a location status, much like "Remote-First" is for software engineers.
Actionable Steps for Transitioning Titles
If you’re currently an EA and you feel like your title doesn't match your workload, or if you’re a leader looking to modernize your department, here is how you actually make the change:
- Audit the duties. Spend two weeks tracking every task. If more than 40% of your time is spent on project management or strategy, the "Assistant" title is outdated.
- Look at the market. Find five job postings for roles that look like yours. What are they called? Use that as evidence when you talk to HR.
- Focus on ROI. When proposing a title change, don't make it about ego. Make it about the company. "Renaming this role to Executive Business Partner allows me to represent the CEO more effectively in external meetings" is a winning argument.
- Standardize it. If you have a team of EAs, create a hierarchy. EA I, EA II, Senior EA, and then Lead Executive Business Partner. This creates a career path so people don't feel stuck.
The landscape is changing. The days of "just an assistant" are over. Whether you call it a Chief of Staff or a Strategic Partner, the role is the backbone of the C-suite. Choose the name that reflects that power.
Next Steps for Implementation:
Start by reviewing your current job description against the "Chief of Staff" and "Strategic Business Partner" frameworks. If there is a mismatch, document three specific instances where you performed high-level strategic work. Use this documentation to initiate a title review during your next one-on-one or performance evaluation. If you are hiring, A/B test your job postings with different titles to see which one attracts the specific skill set your executive needs most.