2025 Administrative Compensation Guide

An Update on AI

As AI continues to reshape industries, it's becoming increasingly important for Executive Assistants (EAs) to learn how to effectively interact with AI tools in ways that enhance their productivity. While some companies are integrating AI-driven solutions such as auto responses and auto scheduling into their operations, we are not yet seeing a call-out for AI skills as part of job descriptions or in interview processes for executive assistants. However, as AI tools continue to automate minutia tasks, the imperative for EAs to continue to uplevel, whether in terms of their strategic contributions or in their display of interpersonal knowledge that helps their executive to perform better, leveraging AI to some extent will be crucial for staying competitive in the EA field.

There is no doubt that AI boasts some impressive time-saving and organizational hacks. In her highly engaging TED talk, AI investor and figurehead Sarah Guo talks about AI as the industrial revolution for white collar workers. Maven team members attended the Notion conference in October of 2024 where we got an inside look at the new advances set to launch some time in 2025. Among these developments was an integration with Gmail (still in Beta) that effectively turns your email into a Notion database. Among the proposed enhancements of the integration are the ability to create forms and auto draft email responses, automatically create adaptive rules that label and file emails according to their content, automatically bump emails that haven't yet received a response and a scheduling button in email that not only generates an invite but associates any relevant context from your email.  

With possibilities like those described above or Anthropic’s Claude AI assistant, there is no doubt that mundane tasks stand to be impacted by AI, which could make it harder for entry level candidates, while at the same time underscoring the value in skilled humans that can think and operate at a higher level.  

The Philosophical Debate Around AI and Representation

As a firm specializing in placing assistants, often times when clients speak to us about their needs, it's not just the value EAs bring in managing time, priorities, projects and deadlines or deflecting issues and hassles that they’re seeking, its also someone who can accurately and complimentarily represent them. When we consider the alternative in which an executive is being represented by an AI model instead, it begs the question “what is the value of authenticity in representation?” How much (or little) do we as a society care about this? When we consider representation in the context of what an EA does, there are many forms that can take. It can be a matter of emulating the executive’s voice and style in a ghostwritten communication (something AI could likely be taught to do), but can AI also offer perfect recall of a memory or anecdote that was shared that may serve to further strengthen that relationship or connection, or can it remember to include the recommendation of the hotel in Mexico City the executive promised to forward in his/her last call or the Doona all in one car seat and stroller the executive wanted to send as a gift after learning a key customer was expecting. EAs have the ability to represent executives in ways that make them look good and that amplify their ability to appear thoughtful, present and attentive. There are certain things that can’t be automated or customized unless through the lens and recall of a sentient being. And, while AI tools can be trained to copy and mimic based on what is fed into the model, ingenuity and innovation aren't there by definition.  

Another way EAs represent is by serving as a proxy for an executive in a meeting or by responding to a situation on behalf of an executive based upon their understanding of the executive’s needs, priorities or interest. It could also mean representing an executive’s interests by providing pushback to a direct who is requesting time for a meeting that isn’t a priority, or letting a direct know that a particular deliverable failed to meet the standard the executive would want to see. These are all forms of representation that EAs provide for their executives and that are not easily sublimated to an AI model.  

One’s willingness to rely on an AI model to shoulder none, some or all administrative tasks really has to do with how much personalization an executive wants or cares about when they consider how they’re represented and how tactical vs strategic they view the assistant role. Incidentally, Maven has a course that outlines the strategic value an EA can bring and teaches assistants how to become more strategic and execute in a more thoughtful way.  

Ultimately, there is no right or wrong in the debate around AI and how much or little it stands to impact the assistant role. Some people are perfectly fine with an MDF board and walnut veneer, while others would only accept a cabinet made of solid walnut. One’s preference or reliance on AI also has an impact in the interview process itself for executive assistants. As employers, we need to understand that AI has permanently altered how we work and there is no putting the genie back in the bottle. As an employer or executive, you need to ask yourself what level of AI you’re comfortable with your EA using? Are there certain things you want to ensure your EA can do on their own without the assistance of AI vs. things you don't mind (or even prefer) they would use an AI tool to use? If so, you need to design your interview process accordingly to assess these skills.  

2025 Marketing and Admin Hiring Projections

Looking ahead to the 2025 job market and hiring projections, several key trends are expected to shape the landscape. A push to lower federal interest rates could provide a boost to investment, particularly in venture capital and technology sectors, leading to an uptick in tech hiring. Investors are also increasingly funneling funds into AI startups, signaling continued growth in this area. Meanwhile, law firms are preparing for potential new privacy laws under a changing administration, which could affect hiring in legal and compliance roles. In private equity, some firms are cautiously optimistic about gaining headcount, though they remain in a "wait and see" mode.  

On the salary front, potential rising costs of living may drive up compensation expectations, with both new hires and existing employees seeking higher pay. Global trade restrictions are also poised to impact companies that rely on imports, potentially increasing operational costs. Specific sectors like biotech, pharma, and health are expected to continue growing, offering opportunities in these fields.  

In the executive support world, the role of Chief of Staff is becoming more prominent, with some clients increasingly seeking CoS roles over traditional Executive Assistants. Companies are distinguishing between the two positions, recognizing that a CoS often plays a more strategic, leadership-focused role, whereas an EA typically handles more administrative and operational tasks. As these market dynamics unfold, hiring priorities will continue to evolve, creating new opportunities across various industries.  

Maven Recruiting Group remains committed to championing the Chief of Staff career path and educating the broader public on the differences between EA and Chief of Staff work as well as the natural career progression from EA to Chief of Staff.  

How Does a New Administration Affect the Executive Assistant Market?

Incoming presidential administrations usually bring with them a sweeping series of proposed policies, many of which will impact the economy. As business leaders, we adapt to those changes to best set our companies up for success in the years to come. There rarely are any economic policies that are universally positive or negative, they just favor certain industries or philosophies over others. We are sharing our 2025 compensation guide about ten days into Donald's Trump second term, and while there may have already been some fast reactions on Wall Street and beyond, most of the impact of his policies won't be felt for months and years to come. Here are the pros and cons of some of those policies that may affect hiring in 2025 and beyond:

The Federal Reserve works independently of the executive branch to set interest rates based on balancing the dollar's value with ease of access to said dollars. However, the Trump administration has said it plans to lean heavily on the Fed to decrease interest rates. Venture capital funding - particularly in Tech - has significantly decreased since the Fed hiked rates in the summer of 2022. By lowering those rates, we could see an increase in venture capital funding for new businesses, and easier credit lines for existing businesses, which will likely stimulate hiring.

There has also been much discussion about de-regulation, which may allow companies to grow faster or invest in new ventures. And cutting the corporate tax rate from 21% to 15% will further free up capital for growth and hiring.

On the flip side, tariffs have been a hot topic in the business community, as many supply chains depend on foreign-made goods and components to sell to American consumers. This could increase the cost of getting into business, and create negative pressure on companies selling physical goods. While this could provide opportunity for domestic companies to sell these components, the higher cost of acquiring those items will likely be passed on to consumers.

Returning to interest rates, while we may see some short-term stimulation by lowering those rates, if we do lower them before the economy is ready, we risk devaluing the dollar further and increasing the inflation curve of 2023 and 2024, increasing cost-of-living for the average American, and increased costs for businesses to scale up if they need office space and/or equipment.

These factors will all likely lead to demand for higher salaries, as the cost of living will continue to rise for everybody, even your well-compensated employees. This could lead to larger companies who can afford such to provide those salary increases, poaching from smaller firms who cannot, as well as inflated costs to hire a replacement.  

At the time we write this, it is too early to predict the full impact Trump and his administration will have on the American economy, and specifically in hiring. We believe we may see easier access to capital for new and existing businesses, but that capital may hold less value in the short-term due to inflation and tariffs, which will likely require more money for new hire salaries.