Crain Communications is seeking a highly organized and proactive Executive Operations Assistant to support three senior leaders across our organization. This role is based in our New York City office and serves as the key onsite operational presence for leadership, visitors, and the Senior Leadership Team (SLT).
This is the ideal role for someone who thrives in a fast-paced executive support environment, enjoys managing varied responsibilities, and takes pride in running operations smoothly across multiple time zones and leadership styles.
You will balance high-level administrative support (calendars, travel, expenses) with in-person meeting coordination, guest support, cross-functional project assistance, and collaboration with leaders in both NYC and Chicago.
What You’ll Do
Executive Support
- Provide calendar, travel, and expense support for three senior executives with different working styles
- Coordinate travel across NYC, Chicago, and other locations
- Process timely and accurate expense reports
- Communicate quickly and clearly with executives
NYC Office & Meeting Support
- Serve as the primary onsite EA presence in the New York office
- Greet guests, coordinate building access, and manage visitor experience
- Support in-person SLT meetings and executive visits
- Set up conference rooms, AV, presentations, and technology for internal and external meetings
- Partner with the NYC facilities manager on space needs
Cross-Functional & Project Support
- Assist editorial and commercial leadership teams with scheduling and logistics
- Prepare meeting materials and coordinate multi-team projects
- Support evolving organizational needs as SLT presence and leadership collaboration grow
Who You Are
- 3+ years of executive support or administrative experience (or strong internships + 1–2 years)
- Skilled in Microsoft Office (Outlook, PowerPoint, Excel), Zoom, and Slack
- Comfortable troubleshooting basic AV/conference room tech
- Highly organized and able to juggle competing priorities across multiple executives
- Calm, confident, and professional — especially with senior leaders
- Strong emotional intelligence; adaptable communication style
- Discreet and experienced handling sensitive information
- Enjoys being in the office and serving as a dependable onsite presence
- Genuinely interested in a career in executive support or operations
Work Environment
- Based in the New York City office
- Hybrid schedule—at least two days in the office each week, aligned with executive and SLT time on-site, with some full weeks when the whole team gathers
- Occasional after-hours responsiveness needed
- Regular virtual interaction with executives in both NYC and Chicago
What We Offer
- Competitive salary of $85,000–$100,000
- Opportunity to support and collaborate with top leaders across multiple business units
- Dynamic environment in a respected media company
- Variety, visibility, and long-term EA career growth
- A role that blends structured responsibilities with evolving, high-impact work
This position is exempt under the Fair Labor Standards Act and is not eligible for overtime pay.
Pay Transparency Disclosure:
The estimated salary range for this position is $85,000 to $100,000.
The final salary offering will take into account a wide range of factors, including experience, accomplishments and location. The salary range provided should not be considered as a salary limit or cap. In addition to base salary, Crain also offers competitive benefits including retirement plan savings contributions and bonus opportunities based on individual and company performance.
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About Crain Communications:
Crain Communications is a leading business news and information company with a portfolio of 24 media brands that provide indispensable coverage and data for professionals globally and across sectors, including advertising, automotive, finance, healthcare, staffing, and workforce solutions. Many of Crain’s brands are the most influential media properties in the industries and communities they serve, including Ad Age, Automotive News, Pensions & Investments, Modern Healthcare, Staffing Industry Analysts, as well as Crain’s regional business brands. For more than a century, our dedication to deep sector expertise and journalistic integrity has enabled us to provide trusted insights across all our platforms, empowering today’s business leaders to make industry-shaping decisions. To learn more about Crain Communications, visit crain.com.
Environmental Demands
Where you work matters. The job posting will provide specific information on where and when your amazing work would be performed. Employee work location is determined by the needs of the specific team and may include on-site, hybrid or remote. Employee work location is subject to change.
- An “in-office” role would require the employee to come into the office most days with occasional flexibility to work remotely if tasks can be performed elsewhere and if the manager approves.
- A “remote” role would allow an employee to work from a home office that is in one of the states Crain does business in. We can only employ a remote / "work from home" employee if they reside in one of these states: AZ, CA, CO, FL, GA, IL, MD, MA, MI, MN, NV, NY, NC, OH, OR, TN, TX, VA, WA, WI, and Washington, DC.
- A “hybrid” role would be a mix of in-office and remote work. There may be a specified schedule for coming into the office or it could be at the discretion of the employee with the manager’s approval, subject to change.
- Employees who live within a reasonable commute distance from a Crain office are expected to work on-site 3 days per week.
Many positions will also include work done in “the field.” Depending on the role, this may include conducting in-person interviews, attending work-related events, meeting with sources or clients. Specifics will be noted in the job posting but are subject to change as a role evolves. Employees may be exposed to adverse environmental conditions, specifically during field work. Other typical job functions are performed under conditions such as those found in general office work.
Travel to cover news stories/events, meetings with clients, and to our geographically separated offices may be required. It is the nature of many positions to experience non-standard working hours and be on-call when needed for responding to email, meeting with clients, attending work-related events, story development or breaking news. Most employees perform work Monday through Friday, although early-morning, evening or weekend shifts may be required. Work schedule and travel requirements are subject to change as a role and needs evolve over time.
Physical Demands
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of many Crain jobs and are subject to change.
Physical activities will include frequent in-person or virtual interactions. For most positions, it is essential to be able to remain at a desk/computer workstation for prolonged periods, perform computer-related tasks, and create/maintain documents within filing systems. Must have close visual acuity to perform an activity, such as preparing and analyzing reports and information, transcribing, viewing a computer terminal, or extensive reading. The typical physical requirements are light work—exerting up to 25lbs of force occasionally and/or up to 10lbs of force frequently and may include climbing, pushing, standing, hearing, walking, reaching, grasping, kneeling, stooping, and repetitive motion. Some positions will have additional physical requirements, including exerting up to 50lbs of force to move and/or carry equipment, supplies, files, or other materials as the role requires.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions and meet the environmental and physical demands of the role.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
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We promote collaboration, innovation and a sense of fun all while working to make a difference in ways that are rewarding both personally and professionally.
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