Why should your company hire an EOS-capable administrative professional?

EOS (Entrepreneurial Operating System) refers to the set of concepts and tools that are helping businesses worldwide to level-up in terms of growth and productivity. A key concept is maintaining a balanced life so that leadership in the company is healthy and cohesive.

EOS-capable administrative professionals are wired for success. They’re ready to help companies implement the tools and strategies of EOS and can be an asset in promoting the key concepts.

Our Worxbee administrative professionals are EOS-capable - here’s what we mean and why that’s important:

Worxbee’s relationship with EOS

Worxbee is an EOS company. This means we have fully embraced EOS as “how we do things around here” for everything from our hiring process to our business processes.

For any EOS-based business looking for the right administrative professional resource company, this means we understand your needs. It’s always helpful to have that head start where new hires “get” your key philosophies!

Our hiring process

Our job is to find the best administrative professionals who will fit seamlessly into the businesses they serve. With many adopting EOS concepts, those are important to us in our hiring process too. Administrative professionals who can meet those criteria will fit in well at other EOS-based companies as well as bringing valuable tools to businesses outside of EOS.

What EOS concepts are included as part of hiring? We focus on GWC, which is one of the hardest, yet most important EOS hiring tools:

  • Get it – means they truly understand their role, the culture, systems and process, and how the job comes together.
  • Want it – means they are motivated to take the responsibility and do the job, based on fair compensation.
  • Capacity – means they have the time and the mental, physical, and emotional capacity to do the job well.

Want it

Of those items, people often consider “want it” to be a simple thing to find in candidates. People either want the job, or they don’t, right? What makes it tricky in practice is that there are plenty of people who are qualified but lack a strong motivation to take the responsibility. They’re usually easy to spot once already in a job role - they’re the ones who may be very good at the job, but obviously get no joy from doing it well.

Joy and passion for the role are important factors in EOS concepts, and should be among all businesses. Someone who loves what they do takes an extra level of pride in their performance. They’re the ones who help your company advance and meet goals.

When you’re hiring, finding those people is not easy - most people know how to confidently get through an interview! However, we’ve implemented strategies to filter our applicants to those who genuinely “want it.”

For example, many will dedicate their professional or personal lives to whatever “it” is. Maybe it’s a common set of values that they share with your company - these can show up in the activities they do outside of work or in the past companies they have worked for.

Whatever that “it” is that your candidates must align with, your life will be easier if it is found during the interviewing process. A mistake that many hiring managers make is to hire more for technical ability (capacity) than wanting it. So you might get someone who is very technically competent, but then you’ll be saying goodbye in a year or two when they’re bored with their role.

Worxbee’s relationship with EOS means we prioritize wanting it along with the other two hiring concepts. Our goal is to find APs who want to stay and grow with the company.

Get it

What does it really mean to “get it?” On the surface this might look like it’s talking about capability, but it’s really not about that. For companies, someone gets it when they understand your company, your mission, your team, and how they can act to support all three.

When we go through the GWC hiring process, we’ve found that the resumé is not often the place to find evidence of “getting it.” For the most part, getting it is about the more intrinsic qualities of the AP and for that, we look to the cover letter.

Cover letters are a necessary part of the EOS hiring process because it’s an opportunity for candidates to demonstrate that they get your company and the job they’re applying for. As hiring managers, cover letters give us the opportunity to discover whether someone is worth looking at, even if they don’t seem to have all of the technical requirements.

Beyond the cover letter, the interview is a great way to uncover if people really get it or not. Interview questions can determine if they really understand the job and the team they are applying to work with. We start with questions that are based around our core values as this helps to draw out whether the person aligns with them.

The bottom line is you can train someone for more technical skills, but you can’t train them to “get it.”


We’ve listed capacity last here and that’s for a good reason. In successful EOS-based companies, placing more importance on capacity (including technical skills) can set you up for conflict later on.

Your candidates must both “want” and “get” the job in the first place, otherwise they can end up with a cultural fit conflict. They might be extremely capable, but you don’t want them to take the job just because they need one, or because it was offered to them.

It’s not that capacity isn’t important - it’s part of the EOS tools for a reason. For APs, it’s not a junior role - you need a person who can start with a high level of skill and experience. Perhaps a checklist of required skills doesn’t have to be a dealbreaker. If the candidate absolutely aces wanting it and getting it, but has little event planning experience in their AP skills repertoire, maybe that’s not a big deal, especially if you don’t run many events.

Why hire EOS-capable administrative professionals?

If you are an EOS company, then hiring an EOS-capable administrative professional means that you get someone who specifically understands your tools and practices. EOS has a structure that takes some learning, so it’s important that anyone in an AP role for your business knows how it works.

You can expect EOS-capable APs to understand the structure of EOS, including the accountability chart. They’ll be collecting relevant data for Level 10 meetings, and creating to-dos for the team during those meetings. After Level 10 meetings, APs have a role in holding folks accountable for their rocks.

In short, EOS-capable APs provide the added support to take your company to the next level. It’s well worth hiring an AP who already understands this practice.

Worxbee finds and hires top-quality EOS-capable administrative professionals. They’re ready to hit the ground running in your business. Talk to us today about how we can help you find the right fit.