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How do you interview potential office managers and executive assistants for a startup?

The five attributes Yishan Wong make a great checklist.If your original intent was more about "how to interview" than "what qualities to evaluate the candidates for", I think I could share my experience here.Attention to detail:Plant 2-3 questions in a job description in a less prominent place. And constraint answers to the questions in terms of number of sentences. (e.g. say: answer the questions in less than 7 sentences.) Those who don't follow the condition is a total misfit. Those who can say, later during the interview, how many sentences they wrote the answers in are the one you would want to hire. (If they carefully read the text, they would have paid extra attention to the length.)Resourcefulness/creativity:Throw an open-ended question and give a bit of time pressure. The question ideally should emulate a real operational problem your team had to face. (e.g. you have to get X from Y. And you have only Z days. It's impossible to get X on time with a normal work flow. How do you make sure you get X from Y by Z.)And more important...Motivation match: (competent people tend not to stay at the position for too long. You would want someone who gets organically motivated from doing OM's role.)Ask them to choose which role they want to grow into. Help them bring out specifics. If they are sales or marketing, you'd need to double-check how long the person can be committed to the role.I actually wrote a blogpost about hiring an OM. You might want to check: Startup Office Manager Hiring Cheatsheet: Timing, Interview, Job description, and Salary.Add Answer