I'm an EA at a small global consulting firm (<25 people) with 5 years of experience supporting C-Suite execs. 3 months ago, the CEO put me in charge of our marketing efforts, and yesterday, he fired our recruiting coordinator and asked me to take over her job. I'm asking him for a raise on Thursday. I want to be a team player but am feeling like my job is a catch-all now. How would you define my role and how should I approach this conversation?

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This can be tough in that, really, your job description can be changed at any time without notice. However, I would approach it as "considering I'm a team player and helping here, can we review my salary in 90 days?" Typically, you don't get an increase for what you WILL do, but for what you've done. The other question is whether this is permanent, or a stop-gap until he hires. My last point is that if he is combining these roles into yours, is it for cost savings and is the company solvent? I was in this position at one point and the company was not solvent. At that point, you can accept these new aspects of your role and start looking. It could actually be helpful to you to have recruiting and marketing experience on your resume for your next move.

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When asked to assume those duties, they should have offered her more money because they are saving the salary and benefits of the person that they just got rid of.

I would send a message stating: Thank you for the trust you've shown through the opportunity of leading our marketing efforts and now the additional opportunity to expand as the recruiting coordinator. As my duties, responsibilities and workload expand, please advise if the change in pay has already been decided or if I have leeway to negotiate.

This may be different in your field, but I find it's effective to get an answer when you pllay dumb by stating the obvious and moving on those assumptions. Then the awkwardness goes to them and not you.

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I’d suggest you discuss a raise in addition to a title change.

Sounds like you are in the “catch-all” place where the organization starts to see you as the person who fills all the gaps.

So you have a ton of breadth without the opportunity to go deep into a specific vertical - which can impact how people evaluate/feel about your performance.

Potential Titles; Head of Business Administration, Operations Lead, Head of Biz Ops, Director of Operations etc. you’ll know which one makes sense in your org and industry.

Be clear this is about your title and compensation accurately reflecting your contribution.

I’d also be specific about how/what performance management looks like in your role and your lead needs to be explicit if that is something they don’t want to deal at this time.

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Thank you! What you said about breadth- put words to what I have been wanting to say.

I low-key want to suggest that you take on the recruiting role, for more money of course, but this could help you if you needed to pivot out of being an EA in the future . Try and get two or three years out of it to make it really stick.

I applied for a job that's supporting an HR function and had on my resume that I supported a head of HR and that's all this one company could focus on in my interview. So having these cross-functional skills really expand your options in the future .

But definitely ask for more money.

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I suggest you might have to do the job first and asked for salary increase in 3 months. I also work for a huge consulting firm and this is the process in which you have to further prove your worth. Unfortunately that’s how it is.

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