Hi, I’m Justine — a New York–based Executive Assistant turned creative professional who believes in bringing equal parts polish, humor, and heart to everything I do. I’ve spent my career supporting senior leaders, streamlining chaos, and learning firsthand what makes a company culture truly worth staying for (spoiler: it’s not the cold brew on tap).

Outside of work, I run a fashion and lifestyle page that celebrates simple style and real-life wit — because professionalism and personality can (and should) coexist. I’m passionate about helping other EAs and career professionals ask the right questions, advocate for themselves, and build careers rooted in respect, trust, and authenticity.

With clarity and a double espresso,

Justine xo.

I majored in Journalism in college, and I’ll never forget my very first class. My professor said, “Carucci, a plane goes down, and there’s a distraught mother in the airport who just lost her kids on the flight. Are you interviewing her?” to which I immediately replied, “Nope.”

“You’ll never be a journalist, Carucci.”

“Fair enough, professor.”

And I never was.

What I didn’t realize — until I worked three jobs I ended up hating—was that I wasn’t willing to ask uncomfortable questions off the record either. And that was costing me valuable time in my career.

One thing I always stress to anyone new to the field, looking for a change, or still searching for the right opportunity as an EA: interview the company right back, because you’re the CEO of your own career.

I’ll even go a step further — don’t feel nervous before an interview, even if it’s your dream job. Because let’s be honest, it can look like a dream on paper and still be a nightmare in reality (which we’ve all experienced).

Remember: you’re showing up as a candidate they need to convince. You need to want this job, because you already possess the skills to do it. Stay confident and focus on your needs.

If we polled all of Chrissy’s subscribers, I bet the top three needs for the ideal EA role would be the same: respect, trust, and proper pay.

They sound like common-sense asks, but let’s face it—they’re often what’s missing in our space. And we all deserve to find them.

Here are my top five interview questions for gaining real clarity post-interview 👇

(Quick note: sometimes the HRBP may need to circle back with answers. Kindly and enthusiastically ask if they can follow up via email — and offer to send a quick recap to make it easy. EA-ing, always.)

1️⃣ How many executives will I be supporting?

2️⃣ In what capacity will I be supporting each executive (if there’s more than one)?

3️⃣ Is there a possibility that more executives could be added to my plate in the future—due to layoffs, resignations, or team growth?

4️⃣ What is the training or onboarding grace period for this role? (This is an excellent way to gauge your potential leader’s level of patience and consideration).

5️⃣ How do executives X, Y, and Z handle disappointment?

6️⃣ What’s the most recent change the company implemented based on employee feedback and what was the impact? (This goes much deeper than the usual “What’s your favorite part about working here?” It gives real insight into culture and management style).

💰 When discussing salary, always ask for the full benefits package—they’ll be happy to send it, even after your first interview. Be comfortable with your base pay, and know the exact numbers for your other benefits so you can make an informed decision.

Give a $10K range (for example, $120K–$130K) and explain what matters most to you. Maybe you’d accept $120K a year with two work-from-home days, unlimited PTO, and a 10% 401(k) match. If there aren’t any wfh days, $125k might be your acceptable base to offset the 5 days of travel.

Justine’s right — interviewing the company right back isn’t just empowering, it’s strategic. Turns out, candidates who take that approach end up happier, more engaged, and more aligned in their roles.

💬 According to Gallup, employees who felt they had an exceptional interview experience were 2.7× more likely to say their job turned out better than expected. When you show up curious and confident, you’re more likely to land somewhere that fits your values.

🧩 A ResearchGate study, found that person-to-organization fit — alignment with a company’s values and culture — has a stronger effect on hiring decisions than job-specific skills alone. Translation: when you ask questions that uncover how a team really operates, you’re doing both yourself and the company a favor.

❤️ And companies that prioritize culture fit see higher employee engagement and retention overall. (Franklin Fitch, 2024)

It’s proof that finding alignment early, through the right questions, helps you avoid roles that look great on paper but drain you in practice.

So when Justine says, “Interview the company right back, because you’re the CEO of your own career,” it’s not just solid advice, it’s backed by data.

Headstrong to take you (calendars, 100s of asks, inboxes, and ad-hoc projects) on.

Follow our Spotify playlist for inspo! 🎧