Review the evidence signals before interviewing. Then use the anchored descriptions—not instinct alone—to choose the score that best matches each answer.
01
Evaluation factor
Execution and reliability
35% weight
Check how they run a principal's diary: Outlook or Google Calendar conflicts across time zones, expense filing in Concur or Expensify, visa and multi-leg travel bookings.
Evidence to listen for
Describes a workload they owned and how they kept it from slipping
Names the tools and systems they ran day to day
Can talk about volume: tickets, inboxes, orders, uptime
Nothing quietly falls through when they are busy
Five-point scoring guide
1
Poor
Cannot describe their own workload; things slip without them noticing.
2
Needs Improvement
Handles routine volume; drops work under pressure.
3
Satisfactory
Reliable on steady-state work; struggles when volume spikes.
4
Very Good
Consistently reliable at real volume with a system for staying on top.
5
Excellent
Names the principals supported, daily meeting volume, and how inbox triage plus travel itineraries stayed accurate through last-minute changes.
02
Evaluation factor
Improving the process
25% weight
Probe changes they introduced: shared travel templates, briefing pack formats, meeting request triage rules, vendor lists, or moving expenses off spreadsheets into a proper tool.
Evidence to listen for
Has changed a process rather than only following one
Can name what was slow or error-prone and what they did about it
Documents so the improvement survives them
Knows when a process is worth automating and when it is not
Five-point scoring guide
1
Poor
Follows instructions only; no sense that process can change.
2
Needs Improvement
Notices problems but escalates rather than solving.
3
Satisfactory
Makes small improvements; impact is local and undocumented.
4
Very Good
Has redesigned a real process with measurable effect.
5
Excellent
Describes a specific system they built, such as a weekly briefing document or booking checklist, and the time it saved.
03
Evaluation factor
Judgement and autonomy
25% weight
Test what they decide alone: which invitations to decline, when to interrupt the principal, handling confidential board papers, salary data, or personal family logistics.
Evidence to listen for
Knows what to decide alone and what to escalate
Handles an exception without freezing or improvising recklessly
Protects confidentiality and access appropriately
Asks a clarifying question rather than guessing on something costly
Five-point scoring guide
1
Poor
Either escalates everything or acts recklessly on their own.
2
Needs Improvement
Needs frequent direction; uneasy with exceptions.
3
Satisfactory
Sound judgement on familiar decisions.
4
Very Good
Clear sense of their own authority; handles exceptions well.
5
Excellent
Gives clear rules of thumb for guarding time and confidentiality, plus an example of protecting the principal without checking first.
04
Evaluation factor
Communication
15% weight
Assess tone with senior stakeholders: drafting emails in someone else's voice, chasing executives for documents, and managing clients told their meeting was moved.
Evidence to listen for
Writes clearly enough that people act without a follow-up
Manages expectations before a deadline slips, not after
Handles a frustrated colleague or customer calmly
Works across time zones or async where the role needs it
Five-point scoring guide
1
Poor
Unclear written communication; goes quiet when things slip.
2
Needs Improvement
Communication needs chasing; raises problems late.
3
Satisfactory
Clear enough day to day; proactive updates are inconsistent.
4
Very Good
Clear, proactive, and calm under pressure.
5
Excellent
Writes crisply in the principal's voice, chases persistently without friction, and keeps everyone informed before they need to ask.
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