Talent Sourcing & Recruitment Virtual Assistants — From $8.50/hr
Every open role costs you more than the salary. There's the sourcing time, the screening calls, the scheduling back-and-forth, the ATS management, the candidate communication, the no-shows, and the roles that stay open for weeks while your team absorbs the workload. Most founders and HR leads are doing at least 60% of this work themselves — not because it requires their judgment, but because no one else owns it.
A talent sourcing and recruitment virtual assistant changes that equation. They own the operational layer of your hiring pipeline: sourcing candidates on LinkedIn, Indeed, and niche platforms, screening resumes against your criteria, managing your ATS, coordinating interview schedules, running background and reference checks, maintaining your talent pool, and keeping candidates warm throughout the process. You make hiring decisions. They make sure qualified candidates are always in front of you.
At VA MASTERS, our recruitment VAs aren't generalists who list "recruitment support" as one of twenty skills. They've worked as talent acquisition coordinators, sourcing specialists, and HR assistants for real companies — managing high-volume hiring pipelines, working inside Lever, Greenhouse, Workable, Jobvite, and BambooHR, and executing multi-channel Boolean search strategies on LinkedIn Recruiter and Sales Navigator. Through our 6-stage vetting process, we screen from 1,000+ applicants to deliver 2–3 dedicated specialists who can own your recruitment operations from day one.
Talent Sourcing vs. Talent Acquisition vs. Recruitment Coordination — What's the Difference?
These three terms are often used interchangeably, but they represent distinct functions — and the VA you need depends on which of these gaps you're trying to fill.
| Function | What It Involves | Who It's For |
|---|---|---|
| Talent Sourcing VA | Proactively identifying passive and active candidates through LinkedIn, Boolean search, job boards, and talent databases. Building candidate lists, sending outreach messages, maintaining talent pools for future roles. | Companies with limited top-of-funnel — not enough qualified applicants showing up organically |
| Talent Acquisition VA | End-to-end hiring pipeline management: sourcing, screening, interview scheduling, ATS management, offer coordination, and onboarding admin. Strategic hiring support for high-volume or ongoing hiring needs. | Growing teams, HR departments that need bandwidth, businesses scaling hiring across multiple roles simultaneously |
| Recruitment Coordination VA | The logistics layer of an existing hiring process: scheduling interviews, coordinating panel availability, sending confirmations, managing candidate communications, tracking pipeline status in ATS, reference checks. | Companies with a recruiter or HR lead who needs admin and coordination support to free up their strategic time |
Most clients need a combination of all three. Tell us where your hiring bottleneck actually is during the discovery call and we recruit accordingly — matching candidates who have the specific sourcing, acquisition, or coordination experience your setup requires.
The Hiring Bottleneck Most Companies Don't Recognize
In most SMBs, the person making hiring decisions (founder, department head, or HR manager) is also doing all the sourcing, screening, scheduling, and coordination. This creates a compounding problem: the higher the volume of open roles, the less time the decision-maker has for the high-judgment work only they can do. A dedicated candidate sourcing VA or talent acquisition VA breaks this cycle — freeing the decision-maker to focus on final-round interviews and offer negotiations while the pipeline fills automatically.
Full Recruitment Task Breakdown — What Your VA Owns
Candidate Sourcing & Database Building
Your talent sourcing VA identifies qualified candidates across multiple channels — not just waiting for applications to come in. They search LinkedIn (with or without Recruiter license), Indeed, Glassdoor, industry-specific job boards, GitHub for technical roles, Behance for creative roles, and professional association directories for specialist searches. For each role, they build a structured candidate list with contact information, current employer, years of experience, relevant skills, and a sourcing note on why the candidate is a potential match.
For passive candidate outreach, your VA writes personalized InMail and email sequences that get responses — not the generic template messages that get ignored. They A/B test messaging, track response rates by channel, and refine outreach copy based on what converts.
Resume Screening & Initial Qualification
Your VA reviews inbound applications against your defined criteria — must-have requirements, preferred qualifications, and disqualifying factors — and produces a structured shortlist with evaluations. Not a ranked list with no context. An actual summary of each candidate: where they meet the bar, where they don't, and what to probe in the first interview.
For roles where volume is high, they set up ATS screening filters and knockout questions to triage applications automatically, then manually review borderline cases. For hard-to-fill roles, they conduct brief qualification calls (15–20 minutes) to verify experience claims and assess communication fit before passing candidates to you.
Interview Scheduling & Coordination
Scheduling a multi-round interview across three stakeholders, two time zones, and a candidate who's currently employed — this is the coordination task that consumes hours of recruiter time every week. Your VA owns it entirely. They use Calendly, Google Calendar, or your existing scheduling tool, manage availability across all parties, handle rescheduling requests, send confirmation emails with role context and interview prep materials, and follow up with candidates who go quiet.
For panel interviews: they coordinate room booking (virtual or physical), send agenda and interviewer assignments, collect feedback forms after each round, and synthesize debrief notes into a candidate evaluation summary.
ATS Management & Pipeline Hygiene
An ATS that isn't maintained accurately is worse than no ATS — it creates false pipeline confidence and lets candidates fall through without follow-up. Your VA keeps your ATS clean: updating candidate stages as they progress, logging all touchpoints, tagging candidates by role and source, archiving closed requisitions properly, and ensuring no candidate sits in a stage without a next action assigned.
They also run standard recruiting reports from your ATS — time-to-fill by role, source quality by channel, funnel conversion rates at each stage — so you have data to make better hiring decisions instead of gut feeling.
Candidate Communication & Experience Management
Candidate experience affects whether strong candidates accept your offer and whether they refer others to you. Your VA manages all candidate-facing communication: application acknowledgements, status updates at each stage, pre-interview preparation emails, post-interview follow-ups, rejection notices with respectful messaging, and offer letter coordination. Response time drops from days to hours. Candidates report a professional, organized process — which builds employer brand even with people you don't hire.
Reference & Background Checks
Your VA manages the full reference check process: reaching out to provided references, conducting structured reference calls using your question framework, documenting responses, and flagging any concerns for your review. For background check coordination: initiating the process through your verification vendor (Checkr, Sterling, HireRight), tracking completion status, and flagging adverse findings for your HR review before conditional offers become final.
Job Description Writing & Job Posting
Your VA drafts job descriptions based on your role brief — writing to attract qualified applicants while accurately representing the role and your culture. They post across the appropriate mix of job boards (Indeed, LinkedIn, Glassdoor, industry-specific platforms), optimize posting copy for search visibility, track application volume by source, and update or boost postings when inbound flow drops below target. They also maintain your careers page content and ensure listings are current.
Onboarding Administration & New Hire Coordination
Once the hire is made, your VA handles the administrative onboarding workflow: sending offer letters, collecting signed documents, setting up accounts in your HRIS, coordinating equipment setup, scheduling first-week meetings, and distributing onboarding materials. This frees your HR lead or hiring manager to focus on the relationship-building side of onboarding — the work that actually determines whether a new hire sticks.
See How Our Recruitment VAs Source & Screen Talent
LinkedIn Sourcing — Boolean Search, LinkedIn Recruiter & Multi-Channel Strategy
LinkedIn is where most quality candidate sourcing happens — but using LinkedIn effectively requires more than typing job titles into the search bar. Your candidate sourcing VA is trained in structured Boolean search methodology and multi-channel sourcing strategy.
Boolean Search on LinkedIn
Boolean search combines keywords with logical operators (AND, OR, NOT) to precisely narrow or expand LinkedIn search results. Your VA builds Boolean strings customized to each role — targeting candidates by title, skills, industry, seniority, employer, and location combinations that match your hiring criteria. For a Senior React Developer in Austin with fintech experience, a well-crafted Boolean string surfaces candidates who match all three dimensions — not just developers in Austin who've touched React once.
Example Boolean logic your VA applies:
- Title targeting: ("Talent Acquisition Manager" OR "Head of Recruiting" OR "TA Lead") AND ("SaaS" OR "tech startup" OR "Series B")
- Skills targeting: ("Python" OR "Django") AND ("fintech" OR "payments") NOT ("intern" OR "junior")
- Exclusion filtering: NOT (staffing agency OR recruiter) to filter out agency placeholders masquerading as talent
LinkedIn Recruiter vs. LinkedIn Sales Navigator vs. Free Search
Your VA works effectively across all three LinkedIn tiers. Without a Recruiter license, they maximize the free search limit through strategic searches, profile views, and connection-based outreach. With LinkedIn Recruiter, they use InMail credits efficiently, save searches with ongoing alerts, and use Spotlight filters to identify candidates who've recently changed jobs (indicating openness to new opportunities). With Sales Navigator, they apply lead lists and territory filters for more targeted sourcing.
Beyond LinkedIn, your VA sources through platform-appropriate channels for each role type: GitHub and Stack Overflow for technical talent, Dribbble and Behance for designers, AngelList/Wellfound for startup-oriented candidates, industry-specific Slack communities and Discord servers, and alumni networks.
Cold Outreach Sequences That Actually Get Responses
Passive candidate response rates to generic InMail messages average 15–25%. Your VA writes personalized outreach that references something specific about the candidate's background — a project, a company they've worked at, a skill that's relevant to the role — and frames the opportunity around what's in it for them, not what you need. This consistently produces 35–50% response rates on quality candidate sourcing campaigns. They manage the full outreach sequence: initial message, one follow-up, and a close message — then log outcome in your CRM or ATS for pipeline tracking.
ATS Platforms & Recruitment Tools — What Your VA Knows
Your recruitment VA is tested on the specific tools your team uses, not generically assessed for "ATS experience." Here's the platform landscape our VAs operate in:
| Platform | Best For | VA Proficiency Areas |
|---|---|---|
| Lever | Growing tech companies, collaborative hiring | Pipeline management, EasyBook scheduling, nurture sequences, reporting suite, Lever Hire + Lever Nurture integration |
| Greenhouse | Mid-market and enterprise, structured hiring | Scorecard setup, interview kits, sourcing attribution reports, offer management, onboarding module |
| Workable | SMBs, all-in-one recruiting | Job board integrations, pipeline automation, mobile interviewing, GDPR candidate data management |
| BambooHR | Companies using BambooHR for HRIS | Applicant tracking integration with HR records, onboarding workflows, offer letters, e-signatures |
| Jobvite | Mid-size companies with employee referral programs | Referral management, CRM pipeline, analytics dashboard, social recruiting features |
| JazzHR | SMBs, budget-conscious teams | Job posting syndication, knock-out questions, pipeline stages, basic reporting |
| SmartRecruiters | Enterprise, global hiring | Multi-language job posts, agency portal management, hiring manager collaboration, analytics |
| Rippling + ATS | Tech-forward companies on Rippling | HRIS-ATS integration, automated onboarding triggers, compliance workflows |
Additional tools your VA works with: LinkedIn Recruiter, LinkedIn Sales Navigator, Indeed Resume database, HireEZ (AI sourcing), SeekOut, Calendly and Acuity for scheduling, Checkr and Sterling for background checks, Typeform for candidate questionnaires, Slack and Notion for recruiter-to-hiring-manager communication workflows.
Using a Tool Not Listed Here?
If your company uses a proprietary ATS or a platform we haven't listed, we build a software-specific skills test during recruitment to verify your VA's proficiency before you meet them. You won't get someone who says they know a tool and learns it after placement.
Who Uses a Recruitment VA — Three Core Use Cases
Startup Founders Hiring Their First 10–50 People
You're hiring for every function simultaneously — engineering, sales, marketing, ops — while also running the company. You don't have time to source 200 LinkedIn profiles, screen 80 applications, and schedule 15 first-round calls for a role that should take two weeks to fill. Your recruitment VA takes the entire sourcing-to-shortlist pipeline off your plate. You receive a curated list of 3–5 qualified, pre-screened candidates for each role, with your calendar already filled with first-round interviews. You make hiring decisions. They do everything before and after that moment.
In-House HR Teams That Need Sourcing Bandwidth
Your HR team is handling performance reviews, compliance, benefits, employee relations, and onboarding — and also expected to fill 8 open roles this quarter. The capacity doesn't exist. A talent acquisition VA plugs directly into your HR team's workflow: working inside your ATS, following your hiring process, and handling the high-volume sourcing and coordination work that's consuming your team's time. Your HR leads focus on strategic hiring decisions, culture, and people management. The VA owns the pipeline operations.
Staffing Agencies & Recruiting Firms
Every recruiter at your agency has a billing target — and every hour spent on sourcing, scheduling, and candidate tracking is an hour not spent on client development and senior placement work. A candidate sourcing VA extends the capacity of every fee-earner in your agency without adding headcount overhead. They work inside your ATS (Bullhorn, Vincere, PCRecruiter, or similar), source candidates for open requisitions, manage candidate communication workflows, and keep pipeline stages clean so your recruiters can focus on placement calls and client management.
"Working with VA Masters completely changed the way I handle recruitment. Bringing Raquel on board as my Virtual Assistant has been a huge relief. She takes care of coordinating interviews, tracking candidate progress, and managing job publications, which frees up my time for strategic growth and interviews. One of the biggest benefits is not having to deal with the logistics side of things. Everything from payroll to performance reviews is managed smoothly by VA Masters. I genuinely appreciate the support and efficiency they bring to my team."
Employer Branding & Job Description Support
The quality of your talent pipeline starts before you post a job. Candidates assess your company on your LinkedIn presence, your Glassdoor rating, the job description itself, and the communication experience during the hiring process. Your recruitment VA supports all of it.
Job Description Writing That Attracts the Right Applicants
Most job descriptions are written by committee, read like a compliance document, and generate a flood of applications from people who read only the title. Your VA writes job descriptions that communicate the role clearly, set honest expectations about scope and seniority, highlight what makes the role and company genuinely attractive to the candidate you want, and use inclusive language that doesn't inadvertently narrow your candidate pool. They format descriptions for both job board optimization (keyword-rich titles and headers) and human readability.
LinkedIn Company Page & Job Post Optimization
Your VA manages your company's LinkedIn Careers page content, keeps the "Life at [Company]" section current with team photos and culture posts, and ensures job postings are formatted to maximize visibility in LinkedIn's algorithm. They track which job posts generate qualified inbound applications vs. which need to be supplemented with active sourcing campaigns.
Candidate Experience at Scale
For every candidate who applies — whether they're hired or not — your VA ensures a professional, timely, and respectful communication experience. Application confirmations go out within hours, not days. Status updates are proactive. Rejection messages are human, not robotic. Interview prep materials are sent in advance. This compounds over time: your employer brand is shaped by hundreds of candidate interactions each quarter, most of which your VA manages without your involvement.
Building a Talent Pipeline — Not Just Filling Roles
Reactive hiring — starting from zero every time a role opens — is expensive and slow. The average time-to-hire for a specialist role is 30–45 days when you start sourcing after the requisition opens. A VA who builds and maintains a proactive talent pipeline reduces this to 7–14 days by the time you have a regular need.
What Talent Pool Building Looks Like in Practice
Your VA identifies and tracks candidates for roles that recur at your company — the roles you fill every 6–12 months as you scale. They source these candidates proactively, send low-pressure introductory messages ("We don't have an opening right now, but we're building a network of [role] professionals for future opportunities"), and keep them warm through periodic touchpoints. When a role opens, your pipeline already contains 10–20 pre-identified, pre-contacted candidates who know your company — and your time-to-fill drops dramatically.
Silver Medalist Lists
Every strong candidate who doesn't get the role is a future pipeline asset — but most companies never follow up on them. Your VA maintains a silver medalist list: candidates who made final rounds, received good feedback, but weren't selected. These are pre-screened, pre-qualified people who already have positive sentiment toward your company. Re-engaging them when a relevant role opens converts at significantly higher rates than cold sourcing.
Competitive Intelligence for Recruiting
Your VA tracks talent movement in your competitive landscape: who's leaving companies you compete with for talent, what compensation packages competitors are posting publicly, what new roles they're opening that signal strategic direction. This recruiter market intelligence helps you position your opportunities more effectively and identify windows when top talent may be available.
What Does a Talent Acquisition or Recruitment VA Cost?
| Option | Typical Cost | What You Get | What's Missing |
|---|---|---|---|
| In-house Recruiter / TA Coordinator | $50,000–$80,000/yr + benefits | Dedicated person, US-based | Cost efficiency; scalability with hiring volume |
| Recruitment Agency / Contingency Search | 15–25% of first-year salary per hire | Candidates placed | Dedicated attention to your brand; affordable for high-volume |
| Freelance Recruiter / Upwork | $25–$50/hr | Flexible sourcing support | Consistency; ATS ownership; long-term pipeline building |
| VA MASTERS Recruitment VA | $8.50–$14/hr (full-time dedicated) | Dedicated specialist in your stack, your process, your brand | Nothing — this is the model that scales |
At full-time hours (160/month), a VA MASTERS recruitment VA costs $1,360–$2,240/month — compared to $5,000–$7,000/month for a US-based recruiter, or 15–25% of salary per hire with an agency. For a company making 10 hires/year at an average $70K salary, a single year of agency fees runs $105,000–$175,000. A dedicated VA for the same period: under $30,000.
Without a Dedicated Recruitment VA
- Founder or HR lead doing all sourcing manually
- Roles stay open 45–90 days while team absorbs work
- Candidates ghosted or updated days/weeks late
- ATS filled with stale, untagged pipeline data
- No talent pool — starting from zero every hire
- Interview scheduling consuming 3–5 hours per role
- Agency fees consuming 20%+ of comp budget on key hires
With a VA MASTERS Recruitment VA
- Sourcing running 24/7 across LinkedIn, job boards, and passive channels
- Qualified shortlist delivered within days of requisition opening
- Every candidate communicated with within hours
- ATS clean, current, and reportable at all times
- Talent pipeline active — warm candidates ready for next opening
- Interview schedules fully coordinated and confirmed
- Cost per hire drops by 60–80% vs. agency model
How We Find Your Recruitment VA — The 6-Stage Process
Hiring Workflow Discovery
We map your recruitment reality: volume of open roles, hiring cadence, ATS and tools in use, sourcing channels you rely on, types of roles you hire for, and whether you need sourcing, full talent acquisition, or coordination support. A sourcing VA for a fintech startup and a recruitment coordinator for a staffing agency are very different roles — we define this precisely before recruiting.
Targeted Candidate Collection
We post to HR, talent acquisition, and recruiting-specific job boards, headhunt from our existing network of recruitment VA professionals, and source candidates with verified ATS and sourcing experience. We look for candidates who've actually recruited for companies, not just taken certification courses. Typically 1,000+ applications per role.
Initial Screening
English fluency, communication quality, tech equipment and internet speed, and structured review of actual recruiting experience: which ATS platforms, what sourcing methods, what types of roles recruited for, what volume managed. Around 500 pass this stage.
Custom Recruitment Skills Test
We build a test matched to your hiring needs. Boolean search exercises using your target role profiles. ATS navigation scenarios in your specific platform. Candidate outreach message quality assessment. Resume evaluation exercises against sample job descriptions. Scheduling coordination scenarios with calendar conflicts. 50–100 candidates pass this stage.
In-Depth Interview
We probe for real recruitment experience: "Walk me through how you'd build a Boolean string for a [your role type]." "How do you handle a candidate who goes silent after a confirmed interview?" "What's your process when an ATS stage is ambiguous?" Candidates who answer from experience, not theory, make the shortlist. 15–20 pass.
Client Presentation
You meet 2–3 verified specialists. Review their ATS experience, sourcing test results, and communication style. Choose the one who fits your process. We support onboarding, ATS access setup, and active check-ins through the first 30 days to ensure a smooth pipeline handoff.
Ready to Fill Roles Faster Without the Overhead?
Tell us about your hiring volume, ATS, and where your biggest bottleneck is — sourcing, screening, or coordination — and we'll map out exactly who you need.
Book a Free Discovery Call →Why Filipino Recruitment VAs Consistently Deliver
The Philippines has a deep pool of talent acquisition and HR professionals with real experience supporting US, UK, and Australian companies. Here's what makes Filipino recruitment VAs specifically strong:
Strong communication and relationship skills. Candidate sourcing and recruitment coordination are fundamentally communication-intensive roles. Filipino professionals are widely known for their warm, professional, and clear English communication — qualities that directly translate to higher candidate response rates, better candidate experience ratings, and more productive hiring manager relationships. They communicate with candidates the way a company wants to be represented.
Attention to detail in ATS management and documentation. Recruitment operations break down when candidate records are incomplete, stages are outdated, or source attribution is missing. Filipino recruitment VAs take ATS hygiene seriously — because they understand that a clean pipeline is the foundation of good hiring decisions. They document every touchpoint, update stages promptly, and treat the ATS as a single source of truth rather than a box to check.
Professional training in LinkedIn and digital sourcing. The Philippines has a mature talent acquisition VA community with years of experience supporting distributed US hiring teams. Our candidates have been trained in Boolean search methodology, LinkedIn Recruiter workflows, and multi-channel candidate outreach — not introduced to these tools for the first time during your onboarding.
Cultural fit with Western business communication norms. Filipino professionals are extensively familiar with US, UK, and Australian workplace culture, communication expectations, and professional norms through years of work with Western companies. Your recruitment VA communicates with hiring managers, department heads, and candidates in a way that reflects your company appropriately.
Time zone alignment for real-time coordination. Most recruitment coordination is time-sensitive: a candidate is available for a call at 2pm EST today, or a panel interview needs to be rescheduled by end of business. VA MASTERS recruitment VAs work during your business hours — available in real time for the coordination work that can't wait for a 12-hour turnaround.
VA MASTERS Recruitment VA vs. The Alternatives
| Feature | VA MASTERS | Other VA Agencies | Recruitment Agency |
|---|---|---|---|
| Dedicated to your hiring only | ✓ | Varies | ✗ |
| Custom skills test per company | ✓ | ✗ | ✗ |
| Tested on your specific ATS | ✓ | ✗ | ✗ |
| LinkedIn sourcing & Boolean search | ✓ | Varies | ✓ |
| Employer brand representation | ✓ | Varies | ✗ |
| Talent pipeline building | ✓ | Rarely | ✗ |
| No per-hire placement fee | ✓ | ✓ | ✗ |
| No upfront recruitment fee | ✓ | ✗ | ✓ |
| HR, payroll & management handled | ✓ | Partial | ✗ |
| Cost vs. US equivalent | Up to 80% less | 40–60% less | Higher (per-hire fees) |
What Our Clients Say About Hiring With VA MASTERS
Real Messages From Real Clients
Meet Our Recruitment & Talent Acquisition VAs
As Featured In
Looking for adjacent HR and people operations support? Explore our Virtual Operations Manager services, our Payroll Management VA services, or our Administrative VA services. You may also find the case study on how HR virtual assistants transform tech recruitment useful before your discovery call.
Frequently Asked Questions — Talent Sourcing & Recruitment Virtual Assistants
What is a talent sourcing virtual assistant?
A talent sourcing virtual assistant proactively identifies qualified candidates for open roles through LinkedIn Boolean search, job board sourcing, passive candidate outreach, and talent database research. Unlike waiting for inbound applications, a sourcing VA actively builds a candidate pipeline — identifying who matches your hiring criteria, reaching out with personalized messages, and delivering a shortlist of warm, responsive candidates to your hiring team. They typically use LinkedIn (Recruiter or Sales Navigator), Boolean search methodology, HireEZ, SeekOut, and job board resume databases.
What is a talent acquisition virtual assistant?
A talent acquisition virtual assistant manages the end-to-end hiring pipeline: candidate sourcing, resume screening, initial qualification calls, interview scheduling and coordination, ATS management, candidate communication and experience, reference and background check coordination, offer letter management, and new hire onboarding administration. This is a broader, more strategic role than a sourcing VA or recruitment coordinator — they own the full pipeline from top-of-funnel sourcing through Day 1 of employment. VA MASTERS places talent acquisition VAs for growing companies that need a dedicated person running their hiring operations without the cost of a full-time US-based recruiter.
What is a candidate sourcing VA and what do they do day-to-day?
A candidate sourcing VA's day revolves around finding qualified candidates before they apply. Daily activities include: building Boolean search strings for active roles, running LinkedIn searches and filtering results, reviewing candidate profiles against job criteria, adding qualified candidates to a sourcing tracker or ATS, sending personalized outreach messages (InMail, email, or connection requests), following up on previous outreach, tracking response rates by channel and adjusting messaging, and reporting sourcing progress to the hiring manager or recruiter. They typically source 20–50 qualified profiles per role per day, depending on market availability and role difficulty.
Which ATS platforms can your recruitment VAs use?
Our recruitment VAs are experienced with Lever, Greenhouse, Workable, BambooHR (Applicant Tracking), Jobvite, JazzHR, SmartRecruiters, Rippling, and Bullhorn (for staffing agencies). They also work with adjacent tools: LinkedIn Recruiter, LinkedIn Sales Navigator, Calendly and Acuity for scheduling, Checkr and Sterling for background checks, HireEZ and SeekOut for AI-assisted sourcing, and Typeform for candidate questionnaires. If your company uses a different ATS, we build a software-specific skills test during recruitment to verify hands-on proficiency before candidate presentation.
Can a recruitment VA do LinkedIn sourcing and Boolean search?
Yes — and this is one of the most common tasks our recruitment VAs handle. Boolean search on LinkedIn involves combining keywords with AND, OR, and NOT operators to precisely target candidates by title, skill, employer, industry, and seniority. Your VA builds Boolean strings customized to each role, runs systematic searches, filters results against your criteria, builds candidate lists with profile summaries, and sends personalized outreach sequences. With a LinkedIn Recruiter license, they use InMail, Spotlight filters, and saved searches with alerts. Without a license, they work within LinkedIn's free search limits using strategic search rotation and connection-based outreach.
Can a VA support a recruitment agency or staffing firm?
Yes — and staffing agencies are one of the best use cases for a recruitment VA. Your VA extends the capacity of every fee-earner in your agency: sourcing candidates for open requisitions, managing candidate communication workflows, keeping your ATS (Bullhorn, Vincere, PCRecruiter) clean and current, coordinating client interview schedules, and handling the administrative layer of the placement process. This frees your consultants to focus on client development, candidate relationship building, and placement calls — the billable work. We've placed recruitment VAs for solo recruiters and multi-consultant staffing firms.
What's the difference between a candidate sourcing assistant and a recruitment coordinator?
A candidate sourcing assistant focuses exclusively on top-of-funnel pipeline building: finding qualified candidates through LinkedIn, job boards, and outreach before they apply. A recruitment coordinator focuses on the coordination and logistics layer of an existing pipeline: scheduling interviews, managing ATS stages, handling candidate communication, coordinating references and background checks, and supporting offer administration. Some companies need both functions. Others need one more than the other. We help you identify which gap to fill first during the discovery call.
How much does a talent sourcing or recruitment VA cost?
VA MASTERS recruitment and talent acquisition VAs are priced at $8.50–$14/hr depending on experience and the complexity of the role. At full-time hours (160/month), that's $1,360–$2,240/month — compared to $5,000–$7,000/month for a US-based recruiter, or 15–25% of annual salary per hire with an agency. For a company making 10 hires per year at an average $70K salary, a single year of agency fees runs $105,000–$175,000. A dedicated VA for the same period: under $27,000. There are no recruitment fees to get started with VA MASTERS — sign the agreement and we begin recruiting immediately.
Can a VA help build a talent pipeline for future hiring?
Yes — proactive pipeline building is one of the highest-value activities your recruitment VA handles. Rather than starting from zero when a role opens, your VA continuously identifies and engages potential candidates for roles you hire frequently, maintains a silver medalist list of strong candidates from past searches, and nurtures relationships with passive candidates through periodic touchpoints. When a role opens, you already have 10–20 pre-identified, pre-contacted candidates who know your company — reducing time-to-fill from 30–45 days to 7–14 days.
Can a VA write job descriptions and manage job postings?
Yes. Your VA drafts job descriptions based on your role brief, optimizes them for both search visibility and candidate conversion, and posts across the appropriate mix of platforms (LinkedIn, Indeed, Glassdoor, and industry-specific boards). They track application volume and source quality by platform, adjust posting copy when inbound flow underperforms, boost postings strategically, and maintain your careers page content. They also write inclusive, accurate job descriptions that set honest expectations — reducing mismatched applications and improving offer acceptance rates from candidates who knew what they were applying for.
How quickly can I get started with a recruitment VA?
Sign the service agreement — no upfront payment required. Our recruitment team begins immediately. Qualified candidates are typically delivered within 2 business days for initial review. The full process — custom skills test, interviews, and your client meeting — completes within 1–2 weeks. Your VA can begin sourcing against your open requisitions within days of placement, with ATS access configured and outreach templates approved in the first week.
Is a VA a good option for a startup that's never had a dedicated recruiter?
Yes — and startups are one of the most common VA MASTERS use cases for recruitment support. Founders typically fill the first 10–20 roles themselves, doing all the sourcing, screening, and scheduling manually while also running the company. A recruitment VA changes this completely: they own the pipeline from sourcing through shortlist, and you step in for final-round interviews and offer decisions. You spend your time on the 20% of the process that requires your judgment — not the 80% that doesn't. For early-stage companies, this is often the difference between hiring in 2 weeks vs. 8 weeks per role.
What makes VA MASTERS different from other recruitment VA services?
Three things. First, we build a custom skills test for your specific ATS, role types, and sourcing methodology — not a generic "can you use LinkedIn?" assessment. Second, every VA we place is dedicated exclusively to your company — not a shared resource managing 10 clients simultaneously. Third, we stay involved after placement: monitoring performance, handling HR, and recruiting a replacement at no additional cost if a VA doesn't meet your standard. Most VA agencies place and disappear. VA MASTERS operates as an ongoing talent partner.
Stop Letting Open Roles Drain Your Team's Capacity
A dedicated Filipino talent sourcing and recruitment VA fills your pipeline continuously — sourcing candidates, screening applications, coordinating interviews, and keeping your ATS clean — at up to 80% less than a US-based hire.
- LinkedIn Boolean sourcing, ATS management, interview coordination — fully owned
- Tested on your specific tools and role types before placement
- Works with startup founders, in-house HR teams, and staffing agencies
- From $8.50/hr — no recruitment fees, no setup costs
- Sign the agreement and we start recruiting for your recruitment VA today
Book a free discovery call and we’ll map out exactly how a virtual assistant can save you time, cut costs, and help your business grow. No commitment required.
Connect with our experts to:
- Identify which roles you can outsource immediately
- Get a custom cost savings estimate for your business
- Learn how our 6-stage recruitment process works
- See real examples of VAs in your industry