A Workplace Where Growth Isn’t a Perk - It’s the Job Description
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Written by:
Filip Pesek
- Published:
At most companies, improvement is encouraged. At DonnaPro, it’s expected.
From day one, every team member is given a clear message: if you’re not growing – personally and professionally – you won’t be here long.
It’s not a threat. It’s a principle. And it’s one of the reasons why DonnaPro has quietly built one of Europe’s most elite executive support teams, serving founders across more than a dozen countries.
This isn’t a place where you get rewarded just for showing up. There are no participation trophies. No promotions for time served. Just a culture built on clarity, ownership, and the belief that work should challenge you — and change you.
And for those who lean in, level up, and grow beyond expectations? The rewards follow fast. Promotions show up sooner. Roles expand. Bonuses kick in. Because at DonnaPro, growth isn’t a perk. It’s part of the job.
Most Companies Give You a Job. DonnaPro Hands You a Launchpad.
This isn’t a role where you stay static.
Every assistant who joins DonnaPro starts with something rare in the world of remote admin work: a clear, structured upgrade path. From the first week, team members receive a detailed map outlining how their responsibilities, compensation, and skill set can evolve over time – assuming they stay engaged and on track.
But that’s just the baseline.
Those who lean into the system – who read the books, absorb the training, ask questions, and apply feedback fast – tend to undergo something more powerful than a promotion.
They transform.
One year in, many aren’t just better assistants. They’re sharper thinkers. Better communicators. Calmer under pressure. More strategic, more confident, and more capable than ever before.
Not because the job forces it.
Because the environment accelerates it.
The Founder Who Designed It Differently
DonnaPro didn’t emerge from HR theory. It was architected by Filip Pesek, a Slovenian bestselling author and marketing agency founder, who hired his first assistant at just 22.
After years of trial and error – learning how to delegate, build trust, and find the right rhythm – Pesek realized he wasn’t alone. Nearly every ambitious founder or CEO he knew faced the same problem: finding, training, and managing an assistant who could actually keep up.
So he started researching the space. And what stood out wasn’t the workload – it was the lack of specialization.
Most assistant services catered to everyone.
Pastors, middle managers, real estate agents, side hustlers – all pulling from the same talent pool.
That wasn’t going to cut it.
Pesek envisioned something sharper:
A service built exclusively for fast-moving founders & CEOs. A company that understood the pace, pressure, and mental bandwidth of real decision-makers.
And a culture designed not just to support them – but to sharpen the assistants who would.
That’s how DonnaPro was born: with elite standards, European roots, and a laser focus on outcomes – not fluff – for both clients and team members.
Training That Builds Elite Performance - Not Just Basic Readiness
Many assistants arrive at DonnaPro already equipped with high-level skills. That’s by design: the company’s 30-day recruitment system filters for the top 1% of applicants across the EU. But even the most qualified candidates are put through a rigorous training period before touching a single client task.
For the first 10 days, new hires enter what’s internally known as DonnaAcademy – a self-paced curriculum of internal memos, video modules, platform tutorials, and hands-on playbooks covering the mind and life of the founder. Then comes 10 days of real-time simulations. Projects. Email management drills. Shadowing. Process-building sprints.
By the time an assistant meets their first client, they’re already working from a foundation that’s far stronger than what most assistants – or even most new hires in general – ever get.
And training doesn’t stop after onboarding.
From monthly book clubs and internal challenges to quarterly reflection sessions and skill upgrade projects, assistants remain in what one internal document calls a “permanent state of sharpening.”
Because at DonnaPro, nobody coasts. Not even the best.
It’s Working: Quiet Results, Real Impact
DonnaPro doesn’t make noise for the sake of it. But its results speak loudly:
- Rated 4.8 out of 5 ⭐ on Google
- 91% of clients stay after 60-day trial period
- Media features across platforms including European Business Review, Vocal Media, and BuzzFeed
Majority of clients stay. Majority of assistants stay.
The model works—because it’s built to serve humans first, not just KPIs.
After a long time managing everything on my own in the startup world, I realized I needed help. My EA has been amazing in managing my calendar, travel plans, T&E, and other small yet time-consuming tasks. We had morning check-ins at the beginning that paid off well. Now, I can much better focus on growing the business.
I used to manage my own travel, emails, and calendar-even while running multiple businesses. Then my EA (Romina) stepped in. She’s proactive, reliable, and keeps everything running smoothly without me having to ask. Our daily check-ins keep me on top of things, and her inbox summaries are a lifesaver when I’m traveling. I finally have the headspace to focus on what matters.
My EA, Petra, has been very helpful during a particularly chaotic time in one of my businesses. With minimal guidance, she quickly adapted, proactively started searching for solutions, and delivered results. I love how I can just ping her on WhatsApp, and things get done seamlessly.
My EA doesn’t just complete tasks; she proactively identify and solve potential issues before they become problems. Whether it’s a scheduling conflict or a looming deadline, my EA is always one step ahead, saving me countless headaches.
Hiring a Donna EA has been incredibly cost-effective. Instead of multiple full-time employees for various tasks, my EA handles everything efficiently. The savings have allowed us to reinvest in other critical areas. It’s the perfect solution for top-notch support without breaking the bank.
Hiring a Donna EA has been incredibly cost-effective. Instead of multiple full-time employees for various tasks, my EA handles everything efficiently. The savings have allowed us to reinvest in other critical areas. It’s the perfect solution for top-notch support without breaking the bank.
Saga adapted quickly to a new country, industry, and way of working—impressive, especially since I’m new to working with an assistant. She brings real care to everything she does, and I genuinely see long-term potential. She’s quickly become a key part of how I work day to day.
Before DonnaPro, our internal reporting was a mess of spreadsheets. Our assistant didn’t just take over the task; she proactively designed and implemented a new, streamlined system that saved us hours each week. She didn’t just do the work—she fundamentally improved the process for everyone. That’s a level of value I did not expect.
The real benefit wasn’t just getting tasks off my plate; it was finally being able to take a proper vacation without checking my phone every 30 minutes. The peace of mind that comes from knowing things are being handled intelligently and proactively is priceless. For the first time in years, I could completely disconnect, which has been crucial for preventing burnout.
We were at a point where we had to turn down new projects because I was completely bogged down by administrative bottlenecks. Bringing on our assistant through DonnaPro was the key to unlocking our growth. Sophie’s support directly enabled us to take on three new clients in the first quarter alone. She isn’t just an assistant; she’s a direct contributor to our scalability.
Progress Is the Baseline. But Outliers Shape the Future.
DonnaPro is clear with new hires: if you meet your KPIs and evolve as a person, you’ll remain a trusted part of the team. That’s the standard.
But for those who go beyond the standard – who actively contribute to projects, develop new internal systems, or show aptitude for more complex work – the company’s doors start opening.
Opportunities for bonuses appear. So do invitations to contribute to strategic initiatives, mentor others, or pilot new workflows. Some even transition into full-time corporate roles over time: operations, quality management, HR.
It’s not promised. It’s not handed out. But it happens – especially for those who are both great at their work and driven to stretch further.
As one internal policy puts it:
“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.”
There’s Always Support. But No Hand-Holding.
Unlike freelance-style setups, assistants at DonnaPro aren’t left to figure everything out alone.
Every assistant works closely with a Quality Manager – a high-level operator who helps navigate challenges, strengthen systems, and provide structured feedback. There’s also an Account Manager who supports the client relationship and steps in if communication ever goes off track.
But make no mistake: assistants own their client outcomes.
They’re expected to lead the rhythm of communication, anticipate friction points, and design systems that scale. One internal philosophy reads, “The assistant is the captain of the ship – QMs and AMs are the crew that help keep it running strong.”
It’s a structure that combines freedom with feedback – giving high-performers the space to execute while ensuring they’re never flying solo when it matters.
Growth Isn’t Just Professional — It’s Personal and Financial, Too
After 90 days, every assistant enters a process known internally as PPF – a deep-dive into their personal, professional, and financial goals.
It’s not a performance review. It’s a mirror. Assistants are encouraged to reflect honestly on where they want to go in life, what skills they need to get there, and what adjustments are required to close the gap between today’s version of themselves and the one they’re aiming for.
From there, mentors and team leads help design a realistic action plan. That might mean taking on more responsibility. Or learning a new tool. Or building habits that support focus, leadership, or resilience.
The process is confidential. But the intention is clear:
DonnaPro doesn’t just want to grow assistants. It wants to help grow people.
DonnaPro isn’t hiring all the time – but when it does, it goes all in on finding the right people.
If this culture resonates with you…
If the idea of growing faster, working smarter, and leading from the shadows excites you…
Then this might be your next move.
Real Talk: This Culture Isn’t for Everyone
All of this might sound inspiring. And for the right person, it is.
But it’s also demanding.
At DonnaPro, growth isn’t optional. Accountability is high. Expectations are crystal clear. And raises or promotions are tied directly to performance, not tenure or politeness.
This means the culture isn’t built for people who want to clock in and clock out. It’s built for ambitious professionals – people who want to grow, contribute, and stretch into something more than a title.
If that’s not the right fit, no hard feelings.
But for the ones who lean in, engage fully, and take full ownership of their journey?
This place can be career-defining.
