Work Samples

30-day revenue

$42,180

Units sold

1,247

On-time ship

98.2%

Avg rating

4.6

Return rate

3.1%

• Hemp Tote Bag (B0D1L7)

  12 units · 4-day cover · Reorder 500 units by Friday

• Bamboo Travel Cup (B0CYM9)

  68 units · 12-day cover · Reorder 200 units next week

• Eco Yoga Mat Pro (B0CXT5)

  412 units · 38-day cover · Healthy, review in 2 weeks

• Linen Storage Bin (B0CZK2)

  203 units · 21-day cover · Healthy

• Horizon Group92 out of 100Healthy
• TechVentures NG86 out of 100Healthy
• AfriScale68 out of 100Watch
• LunaGlow Skincare88 out of 100Healthy
• CreativeForge Studio42 out of 100At Risk
• DigiX Marketing72 out of 100Watch

Executive Summary

Strong quarter with 92% usage of contracted seats, 4 strategic initiatives delivered and a 14-point NPS increase. Expansion conversation recommended.

Key Wins

• Quote-to-cash cycle reduced from 11 days to 4
• 3 net-new business units adopted the platform
• Executive sponsor briefed monthly without escalation

Open Risks & Asks

• Integration with their finance stack pending IT review
• Renewal cycle starts in 60 days: confirm budget owner

1. Purpose

Provide a repeatable process for triaging the executive's inbox each morning so that nothing urgent is missed and the executive only sees mail that needs their attention.

2. Daily Run Schedule

• 07:30First pass: scan overnight mail, flag VIP senders
• 09:00Second pass: full triage, label, file or escalate
• 13:00Midday sweep: action items, urgent only
• 16:30End of day: respond on behalf of, prepare digest

3. Label & Action Matrix

• RedExec must read today (board, investor, family, top 5 clients)
• YellowEA drafts response, exec approves before send
• GreenEA handles end-to-end, weekly digest only
• ArchiveNewsletters, CC-only, FYI traffic

4. Escalation Path

If a sender is unknown but the content references contract, payment or legal terms, escalate to the executive within 2 hours and copy the relevant department head.

• Calendar & Scheduling

  8 articles · SOPs for booking, holds and time-zone handling

• Inbox & Comms

  6 articles · triage, templates and escalation

• Travel & Logistics

  7 articles · supplier list, visa packs and expense rules

• Finance & Expenses

  5 articles · reconciliation cadence and subscription audits

• Stakeholders

  9 articles · VIP profiles, gift policy and relationship cadence

• Confidentiality

  7 articles · what to share, what to hold and with whom

• Calendar shared with EA, colour scheme applied (done)
• Email aliases routed, signature deployed (done)
• Password manager seeded, recovery contacts added (done)
• Travel profile created across booking platforms (done)
• Expense card linked, monthly limit confirmed (to do)
• VIP contact list documented and tagged (to do)
• Communication preferences captured (to do)

Attendees & Roles

Name, title, company, relationship to us and last interaction date.

Background

Three-line history of the relationship. Linked: past notes, agreements and latest emails.

Objective

What does the executive need to leave this meeting with? One sentence.

Talking Points

Three points to lead with. One question to ask. One commitment to make.

Open Asks

What we still need from this person and when.

Contracts & Legal

Master agreements, NDAs and vendor contracts, filed by year and indexed by counterparty.

Financial

Bank letters, tax filings, monthly reconciliations and expense receipts.

Travel & Personal

Passport scans, vaccination records, frequent-flyer numbers and emergency contacts.

Operational

Org charts, vendor scorecards, SOPs and onboarding materials.

Retention & Access

Tiered access by role. Quarterly review of who can see what.

1. 1. Operational Rigour4.2 / 5

2. 2. Strategic Thinking3.6 / 5

3. 3. Stakeholder Communication4.5 / 5

4. 4. Cultural Fit3.9 / 5

1. Applied142
2. Screened38(27%)
3. Interviewed14(37%)
4. Offered5(36%)
5. Accepted4(80%)

1. 1

   Working Relationship

   How long did you work together? In what capacity? How recently?

2. 2

   Standout Strengths

   What three things does this person do exceptionally well? Examples.

3. 3

   Coaching Opportunities

   Where do they need support to be at their best?

4. 4

   Working Style

   Best environment for them? Communication preferences? Stress signals?

5. 5

   Would You Rehire?

   Tone of voice and pause matter as much as the answer.

• Executive Assistant12d, within target

• Snr Ops Manager24d, over target

• Customer Success17d, within target

• Finance Analyst22d, over target

• Marketing Lead31d, over target

1. Trigger

   1. Contract signed in DocuSign

2. Then

   1. Create folder structure in Drive
   3. Add client record in HubSpot
   5. Generate kickoff invoice

3. Notify

   1. Slack: account team channel
   3. Welcome email to client
   5. Calendly link for kickoff

4. Track

   1. Onboarding card created in pipeline tracker
   3. 30-day check-in scheduled

Top time savers

• Expense capture & reconciliation5.5 hrs/wk
• Meeting note distribution3.2 hrs/wk
• Invoice → bookkeeping handoff2.8 hrs/wk
• Client onboarding cycle4.0 hrs/wk
• Weekly status digest2.0 hrs/wk

1. TriggerCard swipe on Brex
3. Categorise by vendor & rule
5. Log to QuickBooks & sheet
7. Receipt requested via email
9. Filed in receipts folder by month

Prioritisation Rules

1. 1. Replacements first
2. 2. Longest-open roles
3. 3. Expansions

Every open role is worked in parallel. Target: two strong candidates per role within 3 to 5 days.

• Relevant experience depth

  Same type of work, recent and sustained

• Intro video

  Landscape, on camera, relaxed and clear

• Portfolio & work samples

  Real deliverables, links working

• Work-sample assessment

  Judgement, precision and delivery

• Profile & CV quality

  Chronological, specific, optimised

Decision Buckets

• Match QA

  Great fit, ready to put forward

• Talent Pool

  Strong talent, not yet role-ready

• Not Moving Forward

  Depth or fit gap, kind close-out

1. 1

   Fast-Track InviteDay 0

   Personal note naming why they stand out. The work-sample assessment is the only step left.

2. 2

   Caretaker Check-InDay 3

   Warm nudge, offer help with the assessment or profile, remove blockers.

3. 3

   Last CallDay 7

   Final invitation with a clear deadline and an easy, no-pressure way out.

One tailored personal line added for every candidate.

• Stage & status corrected100%

• Active talent flagged100%

• Standout talent starred85%

• Profile fixes requested70%

• Profiles optimised45%

New applicants

184

Screened

61

To Match QA

9

Interviews prepped

4

Read of the Week

Bottleneck: bottom of funnel, not applicant volume.

Next week: personal outreach to recommended talent on the three oldest roles.

Shift start

Every open role and its priority shared with the sourcing team

Midday

Progress updates, blockers raised early

End of day

Qualitative check-in: where strong talent came from and why

Coaching focus: creative channels over volume, and encouragement over pressure.

• Niche job boards34%
• Talent databases26%
• Professional communities18%
• LinkedIn outreach14%
• Creator partnership8%

Used to decide where the team spends its sourcing hours.

Daily: shift-start priorities, inbox and calendar sweep, end-of-day check-in with the team.

Weekly Outputs

• Priorities Brief

  Monday, to leadership

• Ops Snapshot

  Thursday, ops meeting

• TA Report

  Friday, wins and next week

To: Leadership team · From: Chief of Staff · Week 34

Top 3 Priorities

1. Two strong candidates on every red role by Thursday
2. Finish talent database cleanup
3. Launch candidate nurture emails

Risks & Blockers

Candidates report missing automated emails. Possible deliverability issue, root cause needed.

Decisions Needed

Approve a rate confirmation step before client interviews.

FYI

New creator partnership is already bringing in applicants.

• Talent database cleanup100%

• Profile optimisation video series75%

• Candidate nurture email campaign60%

• African talent pipeline40%

• Talent referral programme20%