Assistant job description for Dubai a template you can copy and adapt

The structure of a good description

Keep it to one page. Candidates skim, and AI search tools quote the first clear lines, so put the substance up front.

• Job title and one sentence: who the person supports and what the job exists to achieve
• Location, working pattern and who the person reports to
• Duties: 6 to 8 specific items, in order of importance
• Requirements: must-have and nice-to-have, separated
• Goals for the first 30, 60 and 90 days, and the KPIs after that
• Tools and systems the person will use
• Package: salary range as a monthly figure, plus benefits and the visa position; the employer sponsors the visa

Duties and requirements: sample wording

Adapt the lines to your case. The wording below is for an executive assistant to an owner or director; for a personal assistant swap the business items for private-life items.

• Template, job summary: We are looking for an executive assistant to support the Managing Director of a company in Dubai. You will manage the calendar and inbox, prepare meetings and travel, and keep our commitments moving so the director can focus on decisions.
• Template, duties: manage a busy calendar and resolve conflicts; screen and prioritise the inbox and draft replies; arrange local and international travel and visas for trips; prepare agendas, notes and follow-up lists for meetings; coordinate with the team, suppliers and partners; prepare simple reports and presentations; handle confidential information with discretion; support events and client visits.
• Template, must-have: 3 or more years as an executive or personal assistant; fluent business English, written and spoken; strong Microsoft 365 or Google Workspace; experience with confidential material; based in the UAE or ready to relocate; valid visa status or willingness to be sponsored by the employer.
• Template, nice-to-have: Arabic or Russian; experience in the clinic, real estate or finance sector; experience with CRM or project tools; driving licence if errands are part of the role.
• Do not list ten skills as must-have; three or four honest must-haves attract more good applicants than a long wish list

Goals and KPIs

Assistants are hard to measure by output volume, so use a few clear, observable goals. They also help the candidate see that the job is real.

• First 30 days: learns the calendar rules, key contacts and communication preferences; no double-booked meetings
• First 60 days: owns the inbox triage and travel planning with a short weekly review
• First 90 days: proactively prepares meeting packs and follow-ups; the executive sees a clear reduction in time spent on admin
• Ongoing KPIs: response time on priority emails, number of calendar conflicts, travel plans arranged without errors, follow-ups closed on time, executive feedback every quarter
• Template, KPIs line: You will be reviewed on response time, calendar accuracy, quality of meeting preparation and the director's feedback each quarter

Tools and the package

Naming tools and the package honestly saves both sides time at the first call.

• Tools: Microsoft 365 or Google Workspace, calendar and shared mailbox, WhatsApp for business communication, a CRM or task tool such as Zoho or similar if used, travel booking platforms
• Salary: state a monthly range. Market estimate for an executive assistant is about 12,000 - 20,000 AED and for a C-level or family office role about 20,000 - 30,000 AED; for a personal assistant see our role page
• Write basic salary and allowances separately, plus health insurance, annual leave and the working days
• Template, package line: Monthly package of AED X - Y, health insurance, employer-sponsored visa, 30 days annual leave after the first year, working days Monday to Friday
• If you hide the salary, expect fewer replies from the best candidates, who compare packages first

Mistakes that scare good candidates away

Most of these look harmless to the employer and read as red flags to an experienced assistant.

• Unlimited scope: any other duties as required without a limit; say what the other duties are and how often they appear
• Hidden hours: evenings and weekends without saying so; state the real pattern
• Mixing roles: assistant, office manager, HR and driver in one posting; split it or pay for the wider scope
• Demanding perfection, no growth: no mention of development, scope growth or review of the package
• Personal data or photo requests and nationality or age preferences; describe the skills and languages you need instead
• Asking for a salary history before you share your range; share the range first

How we help

TLNT is a hiring consultancy. If you want a job description checked, we help you turn your real workload into a clear role, set the salary range as a market estimate, and then search for candidates and assess them against the criteria agreed at the start, including a practical skills assessment on real tasks. You make the hiring decision and agree the terms with the candidate; the person is employed directly by your company, the employer sponsors the visa and we give you a step-by-step checklist.

Our fee is fixed for each role and agreed before the search starts. A 10% prepayment of the fee starts the search, the rest is due once the person has started work. If it does not work out, we find a replacement free of charge; the period is set in the contract. Consulting and CRM projects are priced after a free review.