Remote work culture at DonnaPro is a structured approach to virtual executive assistant work that prioritizes deep focus, radical ownership, sustainable performance, and accelerated career growth. Unlike typical remote VA setups with constant notifications and 24/7 availability expectations, DonnaPro protects EA focus time through no-notification policies, structured check-ins, and clear boundaries that prevent burnout while maintaining elite-level client service. Combined with transparent career progression and performance-based advancement, DonnaPro creates an environment where executive assistants don’t just survive remote work – they thrive professionally and personally while building meaningful long-term careers.
The virtual assistant industry sells a compelling dream: work from anywhere, set your own hours, achieve perfect work-life balance. The reality for most remote EAs looks dramatically different. According to DonnaPro’s industry analysis across European markets, typical virtual assistant roles deliver flexibility in name only while creating conditions that lead to burnout, stagnation, and career disappointment.
Most remote EA positions require monitoring five or more communication channels simultaneously. Weekend “urgent” messages become normalized within the first few months. Late-night Slack notifications disrupt personal time so consistently that EAs stop distinguishing between work hours and personal hours. The always-on expectations that initially seemed manageable become unsustainable patterns leading to burnout within 12-18 months.
Career progression follows a similarly disappointing pattern. Annual raises of 3-5% barely keep pace with inflation. Title changes from “Executive Assistant” to “Senior Executive Assistant” arrive without meaningful responsibility shifts or skill development. Strategic work remains perpetually promised but never delivered. The path beyond “Senior EA” simply doesn’t exist at most organizations.
The issue isn’t supporting multiple clients – DonnaPro EAs typically support 2-4 executives each. The problem emerges when companies expect 24/7 availability without providing structure, enforcing boundaries, or investing in genuine career development.
Most executive assistants are naturally high-responsibility professionals who genuinely want to serve and support others. Without proper structure and growth opportunities, these admirable strengths become career-limiting weaknesses.
The EA who prides themselves on being “always available” burns out within 6-12 months. The assistant who reactively responds to every ping never develops strategic thinking capabilities. Those without clear boundaries watch their work-life balance erode completely. Micromanaged task execution prevents ownership and growth. After 18 months in typical remote VA roles, skills stagnate and compensation flatlines while the EA wonders what went wrong.
As DonnaPro founder Filip Pesek observes:
“When a company doesn’t protect work rhythm, recovery time, AND career growth, assistants won’t do it themselves. They’ll keep saying yes until it breaks them. We’ve seen it hundreds of times. The solution isn’t telling EAs to set better boundaries – it’s building systems that protect them structurally.”
DonnaPro built its remote culture around a simple observation: the best executive assistants deliver exceptional work when protected from the chaos that destroys their focus, given ownership that develops their judgment, and shown a clear path toward career advancement that rewards excellence.
This philosophy manifests in six core principles that shape every aspect of how DonnaPro operates. Deep work takes priority over constant availability. Radical ownership replaces micromanagement. Clear expectations come with protected focus time. Growth happens through meaningful challenge rather than burnout-inducing overwork. Advancement follows performance rather than tenure. Career paths are transparent from day one rather than vaguely promised.
These aren’t aspirational values painted on a wall. They’re operational practices enforced through specific policies, measured through clear metrics, and protected through active management intervention when patterns suggest erosion.
Even the most qualified candidates – and DonnaPro only extends offers to the top 1% of applicants – go through rigorous training before touching a single client task. This investment in foundation-building reflects a core belief: excellence emerges from deep preparation, not trial-by-fire learning at client expense.
New EAs begin with DonnaAcademy, a self-paced curriculum covering the internal knowledge, operational systems, and philosophical foundations that distinguish DonnaPro’s approach. The curriculum includes internal memos explaining company thinking on everything from communication standards to boundary management. Video modules and platform tutorials ensure technical proficiency across the tools EAs will use daily. Hands-on playbooks cover the psychological landscape of CEO life – understanding what executives actually experience helps EAs anticipate needs rather than simply react to requests.
This deep dive into CEO psychology and priorities transforms how new EAs approach their work. Rather than seeing themselves as task-completers waiting for instructions, they begin developing the anticipatory mindset that characterizes top-performing executive assistants. Company philosophy and operational systems receive equal attention, ensuring new team members understand not just what to do but why DonnaPro operates the way it does.
The next seven days shift from learning to application through real-time simulations designed to develop practical skills under realistic conditions. Live projects and email management drills create low-stakes opportunities to apply training before client work begins. Shadowing experienced EAs reveals how the principles translate into daily practice. Process-building sprints develop the systematic thinking that distinguishes exceptional EAs from merely competent ones.
During this phase, new EAs meet their Quality Managers and Account Managers – the support structure that will guide their development throughout their DonnaPro career. By the time new EAs meet their first client, they’re working from a foundation far stronger than what most virtual assistants receive throughout their entire careers.
DonnaPro EAs work smart, not “on call.” This distinction shapes everything about daily operations, client relationships, and long-term sustainability.
Rather than monitoring communication channels throughout the day, DonnaPro structures client communication around three daily asynchronous check-ins: a morning sync, a midday update, and an end-of-day summary. The time between these touchpoints? Protected focus time for deep work that actually moves strategic priorities forward.
For internal team-to-team communication, the rule is elegantly simple: check WhatsApp, email, and Asana once per workday and respond to necessary items. That’s it. No one rewards immediate replies at DonnaPro. In fact, constant platform monitoring hurts both productivity and advancement chances because it signals reactive rather than strategic orientation.
Urgent situations follow a clear protocol: someone calls. If they don’t call, the responsibility for urgency classification lies with them, not with the EA who didn’t happen to check messages during their focus block. This clarity eliminates the ambient anxiety that plagues most remote workers – the constant low-grade worry that something urgent might be waiting in an unchecked channel.
Clients receive explicit communication that their EA won’t be available at all hours. This expectation-setting happens during onboarding, not after problems emerge. According to DonnaPro’s client data, the urgent channel sees use fewer than three times monthly per client. Client satisfaction maintains a 4.8/5 star average. Client retention reaches 91% after the trial period.
The system works because everyone respects it – and because boundaries actually improve work quality. Clients receive more thoughtful, strategic support from EAs who aren’t constantly interrupted. EAs deliver better outcomes because protected focus time enables the deep thinking that drives real value.
Many companies talk about protecting focus time. DonnaPro enforces it through structural policies and active management monitoring. The difference between encouragement and enforcement determines whether deep work actually happens or remains an aspiration that interruptions constantly undermine.
According to DonnaPro’s internal metrics tracking EA performance and satisfaction, the results of protected focus time extend far beyond reduced stress. EAs with enforced deep work blocks complete 40% more strategic projects than their counterparts at organizations with interruption-heavy cultures. They report 60% less daily stress. They remain with DonnaPro twice as long as industry average tenure. They receive promotions 35% faster than EAs in traditional remote environments. They consistently deliver 60+ hours of time savings monthly for each client they support.
This isn’t just about feeling less stressed – though that matters too. Protected focus time creates the conditions for better work and faster professional growth. Strategic thinking requires uninterrupted cognitive capacity. Complex problem-solving demands sustained attention. Professional development happens when EAs have mental space to learn and reflect rather than simply react.
Career development at DonnaPro follows structured processes designed to accelerate growth while maintaining sustainable pace. Rather than leaving advancement to chance or vague promises, the company builds career progression into its operational systems.
After 90 days, every EA enters the PPF process – a deep dive into Personal, Professional, and Financial goals that shapes their development trajectory. This isn’t a standard performance review where a manager delivers judgment. It’s a structured reflection where EAs examine where they want to go in life, what skills they need to develop, the gap between their current capabilities and their aspirations, and concrete steps that will advance their career.
From this reflection, mentors and Quality Managers help design action plans tailored to individual goals and circumstances. Some EAs focus on developing specific technical skills. Others work on leadership capabilities that prepare them for management transitions. Still others refine the systematic thinking that enables handling increasingly complex client relationships.
The PPF process repeats regularly, creating ongoing calibration between EA aspirations and DonnaPro’s support for achieving them. Career development becomes a continuous conversation rather than an annual checkbox exercise.
DonnaPro pays above market rates from day one, reflecting the caliber of talent the company recruits and the value EAs deliver to clients. Net monthly starting compensation across European markets:
| Market Average |
DonnaPro Net Monthly
|
Difference
| |
|---|---|---|---|
| Bulgaria | €990 | €1,350 | +36% |
| Croatia | €1,130 | €1,650 | +46% |
| Czech Republic | €1,500 | €1,750 | +17% |
| Greece | €1,100 | €1,350 | +23% |
| Hungary | €1,140 | €1,400 | +23% |
| Italy | €1,470 | €1,800 | +22% |
| Latvia | €1,090 | €1,550 | +42% |
| Lithuania | €1,210 | €1,650 | +36% |
| Poland | €1,250 | €1,650 | +32% |
| Portugal | €1,160 | €1,550 | +34% |
| Romania | €1,090 | €1,400 | +28% |
| Slovakia | €1,160 | €1,400 | +21% |
| Spain | €1,380 | €1,800 | +30% |
According to DonnaPro’s internal data, approximately 20% of all team members become eligible for at least one performance bonus within 18 months. Compensation growth follows performance rather than tenure – a distinction that matters significantly for ambitious professionals.
Unlike traditional EA roles that plateau into dead ends, DonnaPro offers clear advancement paths for those who excel and outgrow their current responsibilities. These transitions happen when EAs demonstrate both excellence in their current role and genuine interest in new challenges.
| Aspect | Virtual Assistant |
Executive Virtual Assistant |
|---|---|---|
| Client Level | Various levels, small businesses, solopreneurs | C-suite executives, founders, senior leaders |
| Work Type | Task-based, operational execution | Strategic partnership, business enablement |
| Decision-Making | Limited autonomy, executes instructions | Significant authority, independent judgment |
| Business Context | Surface-level understanding sufficient | Deep business acumen required |
| Scope | Specific tasks and defined projects | Complete operational ecosystem |
| Stakeholder Level | General contacts, customers, team members | Board members, investors, C-suite, key partners |
| Project Complexity | Single-phase tasks with clear deliverables | Multi-phase strategic initiatives with ambiguity |
| Compensation (EU) | €800-€1,500/month | €1,350-€2,400+/month |
Quality Managers become strategic advisors to EAs across the organization, reviewing work, providing structured feedback, identifying growth opportunities, supporting professional development, and guiding career advancement discussions. Operations Leads focus on process optimization and strategic initiatives. Account Managers handle client relationships and expectations. HR roles leverage deep understanding of EA excellence to identify and develop future talent.
Salaries for these positions reflect the expertise developed through EA experience, consistently exceeding market averages for comparable roles. The transition path creates real career progression rather than the title-only changes common at other organizations.
Every DonnaPro EA reads “Extreme Ownership” by Jocko Willink during onboarding. The book’s philosophy shapes how EAs approach their work: taking complete ownership of outcomes, anticipating rather than reacting, solving problems rather than escalating them, and operating as mini-operators who drive results independently.
But ownership doesn’t mean isolation. DonnaPro recognizes that even the most capable professionals need support structures that amplify their effectiveness and catch them when challenges exceed individual capacity.
Each EA has access to a Quality Manager who serves as their strategic advisor. Quality Managers review work and provide structured feedback that accelerates skill development. They help navigate challenges and strengthen systems. They identify growth opportunities that EAs might not recognize themselves. They support professional development through coaching and guidance. They facilitate career advancement discussions and help EAs prepare for transitions.
Account Managers complement this support by managing client relationships. They handle client expectations and escalations, ensuring smooth communication and protecting EA time and energy from issues that should be handled at the organizational level.
Beyond individual support relationships, a peer community of EAs across Europe provides shared resources including best practices and templates, problem-solving strategies developed through collective experience, career advancement tips from those who’ve navigated similar paths, and connection through monthly book clubs and quarterly reflection sessions.
As one DonnaPro EA describes it:
“You’re the captain of the ship – Quality Managers and Account Managers are the crew that helps keep it running strong. You own the outcomes, but you’re never alone when challenges arise.”
DonnaPro’s compensation philosophy is explicit: “We’re more than happy to reward exceptional progress and added value – but you’ll never get a significant raise just because you’ve been here 2, 5, or 16 years. We’re not the public sector.“
This clarity helps ambitious professionals understand exactly how their efforts translate to financial advancement. Performance bonuses reach up to 20% of base compensation quarterly for those who deliver exceptional results. Project completion bonuses reward specific achievements beyond standard expectations. €500 referral bonuses recognize successful hires from EA recommendations. Salary increases follow demonstrated excellence and expanded responsibilities rather than calendar time served.
Career transitions to specialized roles bring compensation aligned with the increased scope and complexity of those positions. Growth isn’t optional at DonnaPro – but for those who lean in and deliver impact, financial rewards directly reflect their contributions.
From the first week, DonnaPro EAs receive detailed information about how their responsibilities, compensation, and skill sets can evolve over time. This transparency extends across every aspect of career development.
EAs know exact salary bands for their current role and potential future positions. Promotion criteria are documented and discussed openly rather than left vague. Expected development milestones provide clear targets for growth. Company performance metrics help EAs understand the broader context of their work. Feedback loops operate continuously rather than annually. Advancement timeline expectations set realistic frameworks for planning.
This transparency also extends to difficult conversations. If performance concerns emerge, EAs hear about them directly and promptly. If client relationships face challenges, EAs participate in addressing them. The philosophy: if you’re managing a founder’s operations, you deserve equal clarity in your own career.
Success at DonnaPro – and in EA careers more broadly – depends on continuous skill development across technical, strategic, and leadership domains. The protected deep work time creates space for this development that interruption-heavy environments never provide.
Technical excellence encompasses the foundational skills that enable daily effectiveness: email and calendar management mastery that goes far beyond basic proficiency, project management tools proficiency across platforms like Asana, Monday, and Notion, AI tool capabilities that leverage ChatGPT and automation tools for productivity multiplication, financial and reporting basics that enable business-level conversations with executives, and CRM and business intelligence tools that support strategic initiatives.
Strategic thinking distinguishes good EAs from exceptional ones. Understanding CEO priorities and psychology transforms reactive assistance into proactive partnership.
Anticipating needs before executives articulate them creates the leverage that justifies premium compensation. Building scalable systems and processes creates lasting value beyond individual task completion. Process optimization and efficiency skills compound over time. Business acumen development through proximity to executive decision-making builds capabilities applicable across future career paths.
Leadership qualities emerge through experience and intentional development. The radical ownership mentality shapes how EAs approach every challenge. Proactive problem-solving becomes reflexive rather than occasional. Clear, professional communication enables influence without authority. Independent work while staying aligned requires sophisticated judgment. Mentoring and developing others prepares EAs for management transitions when they’re ready.
For those who go beyond standard expectations – who actively contribute to strategic projects, develop new internal systems, or demonstrate aptitude for complex work – additional opportunities emerge organically. Contributing to strategic initiatives provides exposure to business operations beyond typical EA scope. Mentoring new EAs develops leadership capabilities. Piloting new workflows creates opportunities to shape company operations.
Leading special projects demonstrates readiness for expanded responsibility. Developing training materials builds expertise and organizational visibility. Transitioning to leadership roles becomes possible for those who’ve demonstrated both capability and interest.
These opportunities aren’t promised or guaranteed. They’re not handed out based on tenure or politeness. But they happen consistently – especially for those who are both excellent at their current work and driven to stretch toward something more challenging.
Those who fully engage with DonnaPro’s systems – who read the recommended books, absorb training deeply, ask thoughtful questions, and apply feedback quickly – often experience transformation beyond career advancement. Within a year, many aren’t just better assistants. They’re sharper thinkers who approach problems more systematically. They’re better communicators who express complex ideas clearly. They’re calmer under pressure when crises arise. They’re more strategic, confident, and capable across every dimension of professional performance.
This transformation doesn’t happen because the job forces it. It happens because the environment accelerates it.
When challenges arise – and they will – DonnaPro EAs respond with professionalism that distinguishes high-performing teams from average ones. Staying calm and solution-focused prevents escalation.
Avoiding blame spirals preserves relationships and enables problem-solving. Bringing solutions rather than just complaints demonstrates the ownership mentality that drives advancement. Communicating directly and respectfully resolves issues efficiently. Taking ownership of your contribution to problems – even when others share responsibility – models the accountability that earns trust.
This doesn’t mean bottling things up or suppressing legitimate concerns. If something bothers you, speak up directly with your supervisor or the person involved. What it means is no passive-aggressive Slack threads, no back-channel complaining, no drama that diverts energy from actual work. Just fast, clear, professional conversations that address issues and move forward.
DonnaPro’s culture suits specific professional profiles. Self-awareness about fit prevents mismatches that serve no one’s interests.
You’re likely to thrive if you see messy workflows and immediately start mapping fixes rather than just complaining about chaos. If you take ownership of outcomes without needing permission to act. If you handle feedback professionally and grow from it rather than taking it personally. If you want genuine challenge and growth rather than comfortable task completion. If you value deep work over busy work that creates activity without impact. If you prefer clear expectations over ambiguity about what success looks like. If you want career advancement based on performance rather than politics or tenure. If you’re ambitious and growth-oriented in ways that translate to consistent effort.
This culture isn’t the right fit if you need constant hand-holding to complete work effectively. If you prefer “clock in, clock out” mentality without engagement beyond minimum requirements. If you take feedback personally rather than professionally. If you avoid ownership and accountability when things go wrong. If you need immediate validation for every task completed. If you want tenure-based raises regardless of performance quality. If you’re content staying at the same level indefinitely without growth.
Neither profile is morally better or worse – they’re simply different orientations toward work. DonnaPro’s culture works exceptionally well for the first profile and poorly for the second. Honest self-assessment prevents wasted time and frustration on both sides.
DonnaPro’s approach produces measurable results across metrics that matter for both client success and EA career satisfaction.
The company maintains a 4.8/5 star average on Google Reviews, reflecting client satisfaction with the quality of EA support they receive. Client retention reaches 91% after the 60-day trial period – dramatically higher than industry averages. Clients consistently report 60+ hours saved monthly through EA partnership. The team includes executive assistants across European markets supporting executives in over 110 industries. Media recognition includes features in European Business Review, Vocal Media, and BuzzFeed.
But numbers only tell part of the story. What matters more is how the culture translates into daily experience for the people who work within it.
Malina from Romania describes the transformation: “The deep work time changes everything. I can actually think strategically instead of just reacting to notifications all day. And the clear career path means I know exactly what I’m working toward. Previous roles left me guessing about whether advancement was even possible.”
Agata from Poland emphasizes the balance between ownership and support: “Radical ownership means I’m trusted to make decisions without waiting for permission. The support structure means I’m never alone when challenges arise that exceed what I can handle individually.”
Angelique from Portugal highlights the boundaries that make sustainability possible: “For the first time in my career, I can fully disconnect on weekends. My clients respect it because DonnaPro set those expectations from the beginning. Plus, the compensation actually grows with my performance instead of barely keeping up with inflation.”
DonnaPro prevents burnout through structural protections rather than relying on individual willpower that eventually fails. No-notification policies eliminate ambient anxiety. Protected focus time enables deep work without interruption guilt. Three daily check-ins create rhythm without constant availability pressure. Clear client expectations are set from day one rather than negotiated case-by-case. The urgent channel sees use fewer than three times monthly per client. Realistic workloads support 2-4 clients maximum. Strong support systems through Quality Managers, Account Managers, and peer community catch problems before they become crises.
DonnaPro prioritizes deep work over constant availability, enforcing focus time through policy rather than just encouraging it. Radical ownership comes with real support rather than isolation. Career paths are transparent with performance-based advancement rather than tenure-based progression. Personal time is protected structurally rather than depending on individual boundary-setting. The result is high performance without burnout, combined with actual career growth opportunities that most remote EA roles don’t provide.
Transitions to roles like Quality Manager typically happen after 2+ years of excellence as an EA, though exceptional performers may progress faster based on demonstrated capability and organizational needs. Growth is expected rather than optional at DonnaPro. The PPF process creates ongoing calibration between your aspirations and development support. Career transitions happen when you’ve outgrown your current role and express interest in new challenges.
Performance and value creation drive compensation rather than tenure or time served. You can earn performance bonuses up to 20% quarterly for exceptional results. Project bonuses reward specific achievements. Salary increases follow demonstrated excellence and expanded responsibilities. The explicit philosophy: reward added value, not just calendar time at the company. This approach benefits ambitious professionals who want their efforts directly reflected in compensation.
Most EAs support 2-4 executives, allowing deep understanding of each business while maintaining variety that prevents monotony. The structured approach through daily check-ins and protected focus time prevents overwhelm despite multiple clients. This balance creates the sweet spot: enough variety to stay engaged, enough depth to provide strategic value to each executive.
No. Each EA has a Quality Manager providing strategic guidance, an Account Manager handling client relationships, and a peer community of EAs across Europe sharing experiences and support. You own your work outcomes but have constant support available when needed. Quarterly reflection sessions create regular connection points. The structure avoids both micromanagement that undermines ownership and isolation that leads to burnout.
Through a clearly defined urgent channel used sparingly – fewer than three times monthly per client on average. For true emergencies, clients call directly. Everything else follows the structured check-in rhythm established during onboarding. This system is explained to clients from day one, setting expectations that protect EA focus time while ensuring genuine urgencies receive immediate attention.
DonnaPro will retrain you. Many EAs struggle initially with not checking messages constantly – the habit runs deep after years in reactive environments. Onboarding teaches you to work in focused blocks, and clients are educated to respect these boundaries from the start. The transition feels uncomfortable initially but quickly becomes your competitive advantage. Deep work capability distinguishes you from EAs trapped in reactive mode.
You check internal channels once daily rather than continuously. Client communication happens at three structured touchpoints. Your phone isn’t pinging throughout the day. You control your focus rather than surrendering it to every incoming message. This approach enables the deep work that drives both client results and your career advancement. The initial discomfort of not constantly monitoring channels gives way to dramatically higher productivity and lower stress.
Clear promotion paths are documented from day one. Transparent salary bands show exactly what advancement means financially. Regular feedback through the PPF process keeps development on track. Skill development opportunities emerge through challenging client work and internal projects. Mentorship from senior EAs and Quality Managers accelerates learning. Exposure to strategic projects builds capabilities beyond standard EA scope. Deep work time creates space for the learning and reflection that growth requires.
Yes. EAs who excel and outgrow their role can transition to Quality Manager, Operations Lead, Account Manager, or HR positions. These transitions are based on performance and genuine interest rather than tenure. Clear criteria for each transition are discussed during your PPF process so you understand exactly what’s required. Compensation for these roles reflects the expanded scope and expertise required.
Through radical ownership philosophy that treats EAs as capable professionals rather than task-completers requiring constant supervision. Clear expectations remove ambiguity about what success looks like. Regular check-ins with Quality Managers provide guidance without control. A culture that rewards excellence over busy work aligns incentives correctly. Trust is earned through performance and then maintained through consistent delivery. The result: EAs who take ownership because they’re trusted to, not because they’re monitored into compliance.
You can excel as an EA without moving into management roles. Not everyone wants to manage others, and DonnaPro respects that preference. Top-performing EAs earn premium compensation by handling complex clients or specialized projects while maintaining their individual contributor status. Elite EA roles exist for those who prefer direct client work over organizational leadership. Career advancement doesn’t require management transition – it requires performance excellence however that manifests for you.
Yes. Growth isn’t optional at DonnaPro. Accountability is high. Expectations are clear. Raises are tied to performance rather than politeness or tenure. This culture suits ambitious professionals who want to grow and are willing to be challenged. But intensity doesn’t mean chaos – structure prevents burnout while maintaining high standards. You work fewer hours than most remote VAs because deep work is protected, but those hours demand full engagement and continuous improvement.
DonnaPro’s metrics strongly suggest yes. EAs stay twice as long as industry average tenure. Client retention reaches 91%. Ratings consistently average 4.8/5 stars. The model is sustainable because it respects human limits while pushing professional growth. Burnout prevention is structural rather than aspirational. Career advancement is real rather than promised but never delivered. You can build a meaningful long-term career here rather than just passing through on the way to something else.
At DonnaPro, growth isn’t optional. Accountability is high. Expectations are crystal clear. Raises and promotions are tied directly to performance rather than tenure, politeness, or political navigation.
This means the culture isn’t built for people who want to clock in and clock out without genuine engagement. It’s not for those seeking comfortable stagnation with predictable annual raises regardless of contribution. It’s built for ambitious professionals – people who want to grow, contribute meaningfully, and stretch into something more than a job title.
If that’s not the right fit, no hard feelings. Different people thrive in different environments, and self-awareness about fit serves everyone’s interests.
But for those who lean in, engage fully, and take complete ownership of their journey, this place can be career-defining. You’ll work fewer hours than most remote VAs because deep work is protected. You’ll earn more because performance is rewarded rather than ignored. You’ll grow faster because advancement is expected rather than blocked. And you’ll actually have work-life balance because boundaries are enforced rather than theoretically encouraged.
DonnaPro isn’t building the biggest team – we’re building the most intentional one. We exist for founders and executives who need exceptional support, yes. But we also exist because brilliant professionals deserve better than systems that waste their potential.
If you’re seeking remote work where expectations are high but support runs deep – where focus beats frenzy and ownership beats micromanagement – where career growth is transparent and merit-based – you won’t find many places like this.
DonnaPro runs selective hiring cycles throughout the year. When positions open, only the top 1% of applicants make it through the 30-day recruitment process. The selectivity isn’t about exclusivity for its own sake – it’s about building teams where everyone operates at the level the culture demands.
If this culture resonates with you – if the idea of growing faster, working smarter, and leading from behind the scenes excites you – then this might be your next move.
Related Career Resources:
Methodology Note:
This resource reflects DonnaPro’s actual remote culture, operational practices, and career progression framework based on internal data and policies. Compensation figures represent starting rates as of publication and may be updated. Career transition timelines represent typical patterns; individual experiences vary based on performance, organizational needs, and business conditions. Client satisfaction and retention metrics reflect aggregated data across DonnaPro’s European operations.
About This Resource:
This culture guide was created by DonnaPro, a European executive assistant agency connecting top 1% EA talent with CEOs and founders across Europe. The practices described reflect 7+ years of refining remote work culture to balance high performance with sustainability, resulting in EA retention rates significantly exceeding industry averages.