Retention is a design problem.

Onboarding comes with every Tack search. Coaching and consulting stand alone — for the executive assistants and chiefs of staff already on your team, whoever hired them, and for the leaders deciding how those seats should be built.

Coaching

Two people in conversation, natural light

One-to-one work with executive-operations professionals — the people running the calendar, the room, and often the whole operating rhythm of a firm. We coach operators we placed and operators we did not. The work is the same either way.

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Career navigation

Where to go next when the obvious ladder does not apply to an executive-operations career.

Executive presence

Holding the room, the calendar, and the difficult conversation with equal composure.

Interview readiness

Preparing for searches at the level where every stage is a judgment call rather than a checklist.

Excel in your role

Experience gets you the job. Trust gets you the scope. We work on the distance between the two.

Role design

Defining the seat properly before hiring for it, so the scope matches the person you actually want.

Support structure

How many operators a leadership team needs, and how to divide the work between them.

Compensation guidance

What the market pays for the level of trust you are asking someone to hold.

Team enablement

Helping the operations team work as one unit, not a set of silos.

Consulting

Leadership team working session at a table

Work with principals and leadership teams on how executive support is structured — whether the seat is empty, newly filled, or has been quietly not working for a year.

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Get started

Start here.

Tell us which engagement you have in mind, or leave it open if you are not sure. We will explore what is best for you on an initial call.