Executive Assistant Pricing Guide: What You Really Pay in 2026
Executive assistant pricing is more than an hourly rate, it’s capacity, coverage, security, and management overhead bundled together. This U.S. guide translates sticker prices into total cost of ownership (TCO) with OEWS/ECEC benchmarks, apples‑to‑apples comparisons, vendor snapshots, and a reproducible calculator you can copy.
Key takeaways
- Sticker price ≠ TCO: convert salary to employer cost (use BLS ECEC components) and add recruiting, coverage, tools, and your management time.
- Pick the model that matches workload shape: steady, high‑judgment work justifies dedicated/managed support; spiky, documented tasks fit freelancers or pooled/on‑demand.
- Lock down the fine print: SLAs, rollover/overages, backup coverage, and security requirements often matter more than the headline $/hr.
Reviewed by Aurora
Aurora publishes these guides for founders and executives across the US evaluating dedicated assistant support. We refresh articles against current public sources and Aurora's operating experience so they stay grounded in how buyers actually make decisions.
Last reviewed May 2, 2026
8 public sources referenced
Executive summary: what executive assistant pricing really includes (U.S., 2026)
A $75/hour managed assistant, a $95,000 W‑2 hire, and a $28/hour marketplace VA are not the same product. Each price wraps different costs and risks: recruiting and vetting, onboarding/SOPs, backup coverage and continuity, security controls, QA/manager time, and the executive management overhead required to keep support reliable. This guide converts sticker price into TCO using U.S. benchmarks (BLS OEWS, BLS ECEC), presents apples‑to‑apples math, and gives vendor/SLA questions so you can buy with clarity.
Quick price ranges at a glance (directional: verify current rates)
| Model | Typical sticker pricing | Typical fully‑loaded TCO band | What’s usually included | As of |
|---|---|---|---|---|
| Part‑time W‑2 EA (30–60 hrs/mo) | $28k–$55k/yr prorated base (varies by metro/seniority) | $34k–$75k/yr after employer costs, tools, partial recruiting/coverage | Culture embed, direct control; you own recruiting, benefits, coverage | 05/2026 (directional) |
| Full‑time W‑2 EA (FTE) | $55k–$140k base (metro/seniority spread) | $70k–$200k+ after employer costs, recruiting, tools, PTO coverage | Dedicated capacity, highest continuity; you own HR/management/risk | 05/2026 (directional) |
| Managed/dedicated EA service (monthly) | Low: ~$1.2k–$2.2k; Mid: ~$2.5k–$3.5k; High: ~$4k–$7k+ | $15k–$80k/yr depending on tier/usage/overages | Named EA, backup coverage, QA/manager, SOP support, vendor security | 05/2026 (directional) |
| Freelancers/marketplaces (blended) | $15–$35/hr offshore; $35–$90+/hr U.S.; retainers often discount | $12k–$60k+/yr based on hours + platform fees + your mgmt time | Flexible capacity; quality/coverage vary; you manage talent and SOPs | 05/2026 (directional) |
Notes: Ranges are directional and not guarantees. Always confirm current vendor pricing and apply your own utilization, metro, and benefits assumptions.
What drives EA pricing (and your TCO)
- Scope and judgment level: inbox triage with executive context, investor coordination, and complex travel require senior talent; basic data entry or research can be scoped to lower-cost talent.
- Workload shape: steady, real‑time support favors dedicated capacity; spiky/queued work fits hourly or pooled models.
- Location and time zone: U.S./metro premiums (SF/NYC) and same‑day responsiveness cost more than offshore/async.
- Coverage and continuity: backup assistants, documented SOPs, QA oversight, and holiday/sick coverage add cost but reduce risk.
- Security/compliance: SOC 2 controls, background checks, device management, and SSO increase vendor cost but protect you.
- Management overhead: your time spent scoping, reviewing, and re‑training belongs in TCO (0.5–2 hrs/wk initially).
- Contracts and billing: rollover windows, overage rates, minimums, and auto‑renew terms can swing real costs by 10–30%.
- Role escalation: if you need project ownership and cross‑functional alignment, consider a higher‑scope EA or a Chief of Staff rather than over‑paying for admin hours.
Benchmarks: BLS OEWS and ECEC (how to use them)
Use BLS Occupational Employment and Wage Statistics (OEWS) for location‑specific salary percentiles (occupation: Executive secretaries and executive administrative assistants). Then convert base to employer cost using BLS Employer Costs for Employee Compensation (ECEC). Verify the latest releases when you budget: OEWS: https://www.bls.gov/oes/; ECEC: https://www.bls.gov/news.release/ecec.toc.htm (see Table 1 for employer costs per hour worked, private industry; and benefit detail tables).
Breaking down employer burden (illustrative only: confirm with HR/payroll)
| Component | Typical planning range | Example on $100,000 base |
|---|---|---|
| Employer FICA (SS + Medicare) | ≈ 7.65% | $7,650 |
| Health insurance (employer share) | ~ 8–12% (plan/market varies) | $8,000–$12,000 |
| Retirement match (401k) | ~ 3–5% (if offered) | $3,000–$5,000 |
| Workers’ comp | ~ 0.5–2% (state/risk class) | $500–$2,000 |
| State unemployment (SUTA) | ~ 1–3% (caps vary) | $1,000–$3,000 |
| Other benefits (life, LTD, perks) | ~ 1–5% | $1,000–$5,000 |
| Subtotal employer costs | ~ 20–35% | $21,150–$34,650 |
| Loaded employer cost (base + above) | Base × 1.20–1.35+ | $120,000–$135,000+ |
Source: BLS ECEC (most recent release available as of 2024), private industry employer costs; your company’s plan design and state taxes can materially change these numbers. Always confirm current figures with your HR/payroll provider.
Worked TCO scenarios (apples‑to‑apples view)
Illustrative scenarios below use transparent assumptions you can swap for your own inputs. TCO formula: Sticker price + Employer/Platform overheads + Coverage/backup + Onboarding/Recruiting (amortized) + Your management time + Contingency. For deeper role scoping and onboarding, see What Does an Executive Assistant Do? The Complete 2026 Guide, How to Hire an Executive Assistant Who Actually Frees Up Your Time, Remote Executive Assistant: How It Works and Why It Often Works Better, and The ROI of an Executive Assistant: A Better Way to Measure Return.
| Scenario (assumptions) | Annual TCO (illustrative) | Effective $/hr (utilization) | Strengths | Tradeoffs |
|---|---|---|---|---|
| A) Full‑time senior W‑2 EA in SF. Assumptions: $120k base; 40% employer burden; $24k agency fee amortized over 2 years; $2.5k tools/equipment; $10k PTO backfill. | ≈ $192,500 | N/A (capacity‑based FTE) | Highest continuity/culture; direct control; real‑time coverage. | You own recruiting, HR, security, coverage, and turnover risk; metro premiums. |
| B) Managed/dedicated service. Assumptions: $3,000/mo plan (example), ~60 hrs/mo included; +10% overage; $1,200 onboarding; 1 hr/mo of your time valued at $150/hr. | ≈ $42,600 | ≈ $50–$60/hr at 60 hrs/mo | Backup coverage, QA/manager, documented SOPs; fast to start. | Overage/rollover rules matter; at 80–100 hrs/mo, costs approach part‑time W‑2. |
| C) Freelancer/marketplace blend. Assumptions: $60/hr blended; 40 hrs/mo; 10% platform fee; 1 hr/wk of your time at $50/hr; $600 trial. | ≈ $34,880 | ≈ $60–$70/hr at 40 hrs/mo (incl. fees) | Flexible; try‑before‑you‑buy; great for queued/project work. | Quality spread; churn/coverage gaps; more of your time to manage. |
Get an executive assistant quote today.
Part-time or full-time support for calendar, inbox, travel, vendor follow-up, and personal logistics. Tell us what you need and we will scope the right plan.
Professionals from top brands trust Aurora
Managed/dedicated EA services: pricing models and vendor snapshots (examples: verify current terms)
| Vendor | Model | Example pricing (as of 05/2026) | Source / link | Fit and caveats |
|---|---|---|---|---|
| Double | U.S.-based EAs; hourly/retainer; manager support | Site lists hourly/retainer; reviewers cite ≈ $45–$80+/hr; promos occasionally bundle introductory hours | https://double.com/pricing (verify) | Startup/SMB leaders wanting U.S. coverage; ask about named backup, rollover, overage rates. |
| Prialto | Managed team; dedicated primary + backup; process docs/QA | Public plans listed; typical bundled monthly pricing with team coverage | https://prialto.com/pricing (verify) | Good when you want continuity, documentation, and escalation paths; clarify SLAs. |
| Zirtual | Tiered monthly plans (remote U.S. assistants) | Public tiers with hours included; overage policies published | https://www.zirtual.com/pricing (verify) | Solo execs/SMBs; confirm rollover windows and what counts as billable. |
| Magic | On‑demand assistants; usage‑based | Usage billing with optional dedicated support | https://trymagic.com (verify) | Best for spiky demand; clarify response SLAs and who is handling sensitive work. |
| Athena | Subscription EA service (often offshore + U.S. coverage mix) | Contact vendor: estimate ≈ $3,000/mo cited in third‑party reviews; confirm inclusions | https://www.athena.com (pricing via sales) | Scale‑minded execs; ask about time zone alignment, security posture, and backup. |
| Boldly | Premium subscription staffing (U.S./EU talent) | Contact vendor: estimates range by hours; reviewers cite multi‑thousand $ monthly retainers | https://boldly.com (pricing via sales) | Mid‑market/enterprise; strong talent bar; minimum commitments may apply. |
| BELAY | Virtual assistants/bookkeeping (U.S.-based) | Contact vendor: pricing via sales; third‑party reviews show tiered monthly retainers | https://belaysolutions.com (pricing via sales) | Faith‑affiliated U.S. provider; confirm coverage, SLAs, and scope fit. |
Freelancers and marketplaces: rates and hidden costs
- Typical hourly ranges (directional): U.S.-based EA talent often $35–$90+/hr; offshore admin/EA $8–$35/hr depending on seniority and scope. Senior U.S. EAs can exceed $100/hr for complex stakeholder work.
- Expect 5–20% platform fees depending on marketplace tier/volume; include this in TCO.
- Run a 5–10 hour paid trial that mirrors real work (calendar triage + travel + vendor coordination) to assess judgment and comms.
- Budget your management time (0.5–2 hrs/week initially) and a churn contingency (10–25%) for re‑sourcing and re‑training.
U.S.-based vs offshore assistants: cost and service trade‑offs
| Dimension | U.S.-based | Offshore |
|---|---|---|
| Sticker cost | Higher hourly/salary; metro premiums (SF/NYC) | Lower hourly; greater variance by country/skill |
| Overlap/SLAs | Same‑day, U.S. business hours; faster urgent response possible | Async or partial overlap unless specified; set explicit SLAs |
| Security/compliance | Easier SSO/vendor access, U.S. privacy expectations; stronger background‑check alignment | Possible data transfer/contract law complexity; require clear controls and NDAs |
| Best fit | Stakeholder‑facing work, executive comms, board/investor interface | Queued/process work, research, data tasks; can complement a U.S. EA in a blended model |
Labor law and classification (U.S. planning pointers: not legal advice)
Classification affects overtime eligibility, scheduling, and therefore cost. This is not legal advice; consult counsel or your HR/payroll provider for your state and situation.
- FLSA baseline (federal): To treat an employee as exempt from overtime, they must pass both the duties test and salary basis/level tests. See U.S. DOL Fact Sheet #17A for current thresholds and rules: https://www.dol.gov/agencies/whd/fact-sheets/17a-overtime.
- California: Salary threshold for white‑collar exemptions is tied to 2× the state minimum wage; strict meal/rest break rules apply. See CA DLSE: https://www.dir.ca.gov/dlse/ (and exemption guidance at https://www.dir.ca.gov/dlse/FAQ_OvertimeExemptions.htm).
- New York: Exempt salary thresholds vary by region; see NY DOL overtime/minimum wage pages: https://dol.ny.gov/minimum-wage/overtime. If a role is non‑exempt, budget for overtime and time‑tracking; review after‑hours email practices.
Security, compliance, and SLA essentials (put it in writing)
Use this baseline when assistants will access inboxes/calendars, HRIS, finance, or customer data. • Background checks: identity/SSN trace + 7‑year county criminal checks; renew upon role change; confirm vendor policy applies to every person with access. • Access controls: require MFA and company SSO where possible; store credentials in an enterprise password manager; full‑disk encryption and MDM/MAM on all devices. • Vendor posture: if the provider stores or processes sensitive PII/financial/health data or centrally manages many assistants, require SOC 2 Type II (or ISO 27001) evidence. For lighter use (no vendor data storage), obtain a written security attestation, plus proof of controls. • Governance: least‑privilege by default, quarterly access reviews, and a documented offboarding checklist. • Sample SLA clause (revocation + breach): “Provider will revoke all access and delete locally stored client data within 4 hours of written offboarding notice, confirm completion in writing, and provide logs upon request. Provider will notify Client within 72 hours of discovering any security incident involving Client data, including scope, systems affected, and remediation steps.”
TCO tool, next steps, and internal resources
Working formula recap: TCO = Sticker price + Employer/Platform Overheads + Coverage/Backup + Onboarding/Recruiting (amortized) + Your Management Time + Contingency for churn/overages. Use the tables above to set realistic inputs, then tailor scope using these playbooks: What Does an Executive Assistant Do? The Complete 2026 Guide, How to Hire an Executive Assistant Who Actually Frees Up Your Time, Remote Executive Assistant: How It Works and Why It Often Works Better, The ROI of an Executive Assistant: A Better Way to Measure Return, 15 Tasks Every Executive Should Delegate to an EA Immediately, Calendar Management for Executives: What to Delegate, Inbox Management for Executives: How an EA Takes Control, and Executive Travel Planning: What Your Assistant Should Handle.
Download: EA Pricing & TCO Spreadsheet (Google Sheets / Excel)
What’s inside: editable inputs for hours, metro salary percentiles (link to BLS OEWS), employer cost components (ECEC‑based), recruiting/tooling/coverage line items, and built‑in scenarios for W‑2 vs managed vs marketplace. How to use: duplicate the sheet, plug in your assumptions, and compare effective $/hr and annualized TCO side‑by‑side. Optional: request a free 15‑minute walkthrough, we’ll review your model and call out key levers (no obligation).
Methodology and sourcing notes
Data sources: BLS OEWS (occupation 43‑6011/433021: executive secretaries and executive administrative assistants) for salary percentiles; BLS ECEC (private industry, Table 1 and benefit detail tables) for employer cost components; vendor pricing from linked pages and widely cited third‑party reviews as labeled; marketplace rates from public profiles/summaries. Assumptions: ECEC components shown are illustrative; actual burdens vary by employer size, industry, state, and plan design. Sensitivities: utilization swings, overage/rollover rules, and your management time move TCO most. Pricing dates: examples labeled “as of 05/2026” and should be re‑verified before purchase. Editorial policy: we avoid affiliate bias; if any referral arrangements are added in the future, we will disclose them at link‑level and re‑validate prices within 30–60 days of publish.
Frequently asked questions
Do managed EA services really cost as much as hiring in‑house once I add hours?
Sometimes. At high monthly hours with U.S.-based, senior coverage, a managed plan’s effective $/hr can approach a fully‑loaded W‑2. But plans usually include backup coverage, QA/management, recruiting, and continuity you’d otherwise build and pay for. Run an apples‑to‑apples TCO with your actual hours, SLA needs, and W‑2 burden components before deciding.
How much does a U.S. senior executive assistant really cost after benefits and taxes?
Use BLS Employer Costs for Employee Compensation (ECEC) to build a burden from components: employer FICA, health insurance, retirement match, workers’ comp, SUTA, and other benefits. Planning ranges often land around +20–45% of base, but vary by state, industry, and plan design. Pull local salary percentiles from BLS OEWS, then confirm exact costs with HR/payroll.
What security checks should I require from vendors or freelancers who will access my inbox and calendar?
At minimum: background checks (identity + 7‑year county criminal), MFA and password manager use, device encryption/management, least‑privilege access, and fast offboarding. If the provider stores sensitive PII/financial/health data or manages many assistants, ask for SOC 2 Type II or equivalent audit. Put revocation and breach‑notice timelines in your MSA/SOW.
Sources consulted
Aurora reviews current source material while building and refreshing these articles so the guidance stays grounded in the market executives are actually buying in.
- https://www.prialto.com/pricing (prialto.com)
- https://www.daybook.com/career-research/administrative/executive-assistant (daybook.com)
- https://resumegeni.com/salary-guides/executive-assistant-salary-guide (resumegeni.com)
- https://executiveassistantinstitute.com/virtual-executive-assistant-services-and-costs/ (executiveassistantinstitute.com)
- https://getmagic.com/pricing/ (getmagic.com)
- https://www.coursera.org/articles/executive-assistant-salary (coursera.org)
- https://www.velvetjobs.com/salaries/executive-assistant-salary (velvetjobs.com)
- https://www.zirtualadmin.com/plans-pricing (zirtualadmin.com)
