Every role tagged to a level. By people who've done the job.

We use five levels to describe the scope and complexity of a role: the judgement required, the complexity of coordination, and the level of organisational exposure and impact.

• Entry — Junior roles, typically under 2 years' experience. Straightforward task lists, supporting individuals or teams below senior leadership.
• Developing — Roughly 2–5 years' experience. Standard EA responsibilities with some higher-level tasks emerging. No line management.
• Experienced — Roughly 5–10 years' experience. Supporting Head-of level or a CEO with mid-complexity scope. Where support level and years conflict, support level wins.
• Senior — Typically 10+ years, supporting at the highest level. Top-tier scope, still an individual contributor — the ad signals someone expected to come in and make the role their own.
• Leadership — Roles that lead people, operations or direction: line management or team oversight, or ownership of strategy beyond the support relationship. May or may not include direct reports.

It isn't based on job title. It isn't based on tenure. It isn't based on who you support — though scope of support is one of several signals we weigh.

It's the lens through which we read every role on this site.

Every role on EAHQ is reviewed by a member of our team — people with direct, hands-on experience working in and alongside EA and administrative roles at every level.

We read the job description. We look at the actual scope of work being asked for — the decisions being made, the stakeholders being managed, the complexity of the environment — and assign a level based on what the role is genuinely asking someone to do.

This is a human judgement call, not an algorithm. No AI assigns these tags. No keyword matching decides the level. A person with real experience in this profession reads the role and makes a considered assessment.

We will occasionally get it wrong — and we're always open to reviewing a tag if the scope of a role isn't clear from the listing alone.

When a role is tagged to a level, you can immediately understand:

• —Whether the scope matches your current level of contribution
• —Whether it represents a step up, a lateral move, or a consolidation
• —Whether the salary (where listed) is appropriate for that level of work

That last point matters more than most job boards acknowledge. A role tagged at a higher level but paying below the market median for that level is a signal worth knowing before you apply.