Choosing a VA Recruitment Agency

What has been your experience with a VA recruitment agency?  We hear far too often during our Discovery Call session how people have had a bad experience with a VA. This annoys me because there is no need to have such an experience.  I can understand a poor result if you are dealing with a freelance VA because you're dealing directly without agency support and you have a lower probability of success. VA Agencies like us work hard to ensure you have a great experience and importantly get the right VA for you and your needs.


The issue I find is that many bad experiences have been had with a VA agency which is just wrong, it’s not isolated to VA agencies but across the whole recruitment agency industry, there seems to be more focus on getting contracts than the care of people or getting the right match.  That is not how Alchemy Outsourcing works, we work with you to ensure you get the right match.


So how do you choose a recruitment agency for virtual assistants? What do you need to look for and consider?

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  • VA & Remote Work Expertise: Look for a recruitment agency that specializes in hiring remote or virtual workers only. They should be familiar with the unique challenges and needs of VA’s - effective communication, self-motivation, remote collaboration skills and a place to belong where others understand their environment and can support them when needed.
  • Technology and Tools: VA’s work often relies on many different technologies and tools for communication, project management, and collaboration. A recruitment agency specializing in VA’s should be knowledgeable about these tools and understand how to assess candidates' proficiency. 
  • Communication and Collaboration Skills: VA’s need strong communication and collaboration skills to thrive in a virtual environment. The recruitment agency should assess candidates' ability to effectively communicate, work independently, and collaborate remotely. 
  • Screening for Remote Competencies: Remote work requires specific competencies such as self-discipline, time management, and the ability to work autonomously. The agency should have robust screening processes in place to evaluate candidates' suitability for remote work, such as behavioral assessments and situational interviews. 
  • Onboarding and Support: When hiring virtual workers, onboarding and providing ongoing support can be different from in-house staff. Consider whether the agency offers services like remote onboarding support, virtual training, or resources to help integrate and upskill. 
  • Cultural Fit in a Virtual Environment: While cultural fit is important for any new team member, it takes on added importance in a virtual work setting. The agency should understand your company culture and values and be able to assess candidates' ability to align with and thrive in a remote work environment. 
  • Geographic Reach: If you're looking to hire a VA from different locations or globally, choose an agency that has a wide geographic reach and access to talent pools across different regions. They should have experience navigating international employment laws and regulations.


We choose to operate this way because we want long term contracts with our clients so that their VA becomes a part of their business not somebody in the background.

If you would like to explore working with us then book a Discovery Call today.

Until next time. Stay fabulous!


CEO and Managing Partner

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