High-paying exec ops jobs.
Every opening on this board carries pay its source published, and the midpoint of that pay is at least $100,000.
Pulled from specialist recruiters, role networks, and portfolio-company boards, then rebuilt every morning at 7am.
The board covers three families: Executive Assistant and executive business partner, executive and business operations, and Chief of Staff. Most job boards show you everything and make you do the sorting. This one starts from a deliberately narrow source network, then reads the title, scope, and published compensation.
If the employer or recruiter didn't publish a number, the role doesn't go up. Every listing links back to its source posting.
What clears, and what doesn't.
Four rules, applied by script every morning. A shorter list you can trust beats a longer one you have to check.
Real scope
EA to a founder or senior executive, Chief of Staff, EA and operations hybrids, business and executive operations. Nothing outside those.
No admin in disguise
Household and estate PAs, office managers, receptionists, and general admin are dropped. The filter reads the description, not just the title.
Published pay, $100k midpoint
Only a figure the employer or recruiter printed counts, and its midpoint has to clear $100,000. Nothing estimated, inferred, or averaged.
Straight from the source
Every role links to its original posting from a recruiter, role network, or portfolio board, and cross-board duplicates collapse into one.
Current openings.
The live board, rebuilt from its source network at 7am every morning. Filter by role, seniority, location, and remote status. Every role carries a comp figure its source published, and every one clears the $100k midpoint floor. Every "Apply" link goes to the source posting, not to us.
Where these roles come from.
A focused source network: specialist recruiters for executive support, plus the role and portfolio boards where Chief of Staff and executive-operations jobs appear.
The reason a search like "executive assistant jobs" is so exhausting is that the big boards index everything and rank it by recency and budget. A senior EA role supporting a founder sits next to a part-time front-desk job, and you do the sorting.
This board starts with the boutique firms that place executive support talent, then adds Chief of Staff Network and the portfolio boards of major venture firms. That second layer matters: it reaches direct-employer Chief of Staff and business-operations openings without turning the board into an unfiltered technology feed.
The current network is 26 sources:
- Bloom Talent Bay Area
- Career Group Companies National
- Burke & Co Bay Area
- Aux Talent Bay Area
- Tack Advisors National
- C-Suite Assistants National
- Groupe Insearch Bay Area
- The Hire Standard Bay Area
- Truex Metier Bay Area
- CA People Search Bay Area
- Glocap NYC
- Blackbook Associates National
- Chief of Staff Network National
- Pocketbook Agency National
- Beacon Hill National
- LaSalle Network National
- a16z portfolio Direct employer
- Sequoia portfolio Direct employer
- Bessemer portfolio Direct employer
- Lightspeed portfolio Direct employer
- General Catalyst portfolio Direct employer
- Accel portfolio Direct employer
- Insight Partners portfolio Direct employer
- Dali Associates Bay Area
- The Larko Group Chicago / NYC
- Premier Talent Partners SF / NYC
Twenty-three sources are read automatically each morning; three low-volume firms, plus a small number of individual listings, are entered by hand against the same pay rule. A source can contribute zero roles on a given day. Groupe Insearch, for example, publishes a useful market salary guide but not compensation on its individual job postings, so its openings stay off this board until that changes. Portfolio-board salary estimates are rejected too: only a range marked as employer-published is usable.
If you want to skip the board entirely, The Brief sends six roles to your inbox once a week.
How the $100k floor works.
Most boards hide pay. This one shows it on every single listing, because a role can't get onto the board without one. There is no estimated salary, no "based on similar roles," no modelled range. If you see a number here, the employer or recruiter published it first. Here is the rule, exactly as the code applies it:
The test is the midpoint of the published range, and it has to be at least $100,000. Take the bottom and the top of the range the firm printed and split the difference. A role posted at "$90,000 to $120,000" has a midpoint of $105,000, so it's on the board, and it's shown exactly that way, with the bottom of the band visible, because where you land in a band is a negotiation and you should see the whole band before you start one. A role posted at "$75,000 to $105,000" has a midpoint of $90,000, so it isn't here at all. Where a firm publishes a single figure rather than a range, that figure is the midpoint.
No published comp means no listing. If a source writes "competitive" or "commensurate with experience," or discusses pay only on the first call, the role is dropped rather than posted with a blank where the salary should be. Some genuinely good roles are lost that way. That's the cost of the promise, and it's the right trade: a board that says $100k and means it is worth more than a longer board you have to audit yourself.
Some roles are posted hourly. Contract and temp-to-perm EA work is often quoted as a rate rather than a salary. The board shows the rate the way the source published it rather than converting it into a salary that nobody actually offered you. For the floor test only, the rate is annualized at 2,080 hours, so an hourly role clears $100k the same way a salaried one does.
This is a rule, not a hand-check. The board is rebuilt by a script at 7am each morning, and the floor is enforced by that script on the numbers the sources published. It is not a human reading each posting and forming a view. What you're getting is a hard, consistent filter, applied the same way to every role, every day.
Comp isn't the whole offer. Bonus and equity move the number a long way, especially at earlier-stage companies, and neither one shows up in a posted base range. The salary benchmarker puts a base number in context by company stage, and the salary guide covers what drives the number.
What's on the board.
Executive Assistant and executive business partner roles remain the largest single category, but the board no longer stops there. The portfolio and Chief of Staff sources add a substantial set of Chief of Staff, business-operations, strategy-and-operations, and senior operating roles. Every opening is tagged against the same five-category taxonomy, and functional Sales, People, Product, Clinical, Manufacturing, and Finance operations roles are screened out.
If you're specifically hunting a Chief of Staff title, filter to it: there is now a meaningful live set rather than a token handful. The mix still changes every morning as jobs open and close, so the live category filter is the authority, not a hard-coded claim on this page. If you're working toward the seat from EA or operations, see the EA to Chief of Staff path and landing the role without the title.
Geographically, the board still leans toward San Francisco and New York, with the rest spread across other US metros. Direct portfolio-company sources broaden that footprint, but fully remote roles remain a minority and hybrid is more common than either extreme.
Not sure the Chief of Staff seat is the one you want? The readiness quiz is twelve questions and will tell you candidly. If you're heading into interviews, start with the interview questions, and how to read an exec ops job post will help you tell a real one from a repackaged admin role.
Frequently asked questions
How often is the board updated?
Every morning at 7am. The whole board is rebuilt from scratch: each source feed is re-read, roles that closed drop off, new ones appear, and cross-board duplicates are collapsed into a single entry.
Is it free, and do I have to sign up?
It's free, and there's no signup, no account, and no paywall. You can read every role and click through to apply without giving us an email address. The Brief is optional and it's also free.
Do I apply through this site?
No. Every role links to its source posting, and you apply there. We don't collect applications, we don't sit between you and the employer or recruiter, and we're not paid by the sources whose roles appear here.
Does every role really pay $100k?
Every role on the board carries a comp figure its source published, and the midpoint of that figure is at least $100,000. A range of "$90,000 to $120,000" has a midpoint of $105,000 and qualifies; "$75,000 to $105,000" has a midpoint of $90,000 and doesn't, so it never appears. Roles with no published number are dropped rather than shown with a blank. The floor is applied by the script that rebuilds the board each morning, not estimated after the fact.
Why aren't there roles with the salary left blank?
Because a board that promises $100k and then shows you a role with no number isn't keeping the promise. Some sources write "competitive" instead of a figure, and those roles are excluded, even the good ones. It makes the board shorter and means every number shown was actually published for that job.
Are these Chief of Staff jobs or Executive Assistant jobs?
Executive Assistant and executive business partner roles are the largest category, alongside a substantial and growing set of Chief of Staff and executive-operations openings. Every role is tagged by category so you can filter to exactly what you want. If you're moving toward Chief of Staff from EA or operations, start with the role-transition guide.
Why aren't there thousands of roles?
Because a listing has to be a genuine executive-support role from a firm on the source list to make the board. Household personal assistants, estate roles, office managers, receptionists, and general admin postings are filtered out, and the filter reads the job description rather than trusting the title. The result is a list in the dozens, not the thousands, and that's the intended outcome.