How and Where to Find a Great Virtual Assistant
By For Employers, Hiring and Managing Global Talent

Finding a Virtual Assistant is easy.

Finding the right one the first time is different.

After helping thousands of businesses hire international VAs, I can tell you this:

Most hiring mistakes happen during selection.

Let’s talk about how to do this properly.

First: Listen to Your Instinct (Yes, Really)

You’re interviewing a VA, and something feels off.

Listen to that.

This is someone who will work remotely, internationally, and independently.

You need trust.

Now – be reasonable.

If they’re shy and the role is task-based admin, maybe that’s completely fine.

But ask yourself:

  • Will they ask questions when unsure?
  • Will they admit mistakes?
  • Will they delay tasks because they’re afraid to clarify?
  • Will communication be smooth?

These are legitimate concerns.

You have the right to move on if something feels misaligned.

However -If you constantly move from one candidate to another, the issue may not be them.

It might be:

  • Unclear role definition
  • Poor delegation clarity
  • Weak filtering process

Hiring is a mirror of your clarity.

Where to Find a Great Virtual Assistant

Now let’s talk practically.

1️⃣ Referrals

One of the strongest options.

  • Other founders
  • Recruiters
  • Other VAs
  • Business networks

Pros:

  • Higher trust
  • Pre-vetted

Cons:

  • Limited pool
  • Not always skill-matched

 

2️⃣ Job Platforms

You can search for “virtual assistant job platforms” and find many options.

These platforms work – if you use them wisely.

You must:

  • Post a clear job description
  • Add specific instructions
  • Filter strictly

Otherwise, you’ll receive 200+ generic applications.

 

3️⃣ LinkedIn

One of my preferred platforms.

You can:

  • Search by skill
  • Review real experience
  • Message directly
  • Assess communication style quickly

LinkedIn allows you to see if someone has actual operational exposure – not just a VA title.

 

4️⃣ SkillSpotterZ

Yes, I built it – but I’m not saying this lightly.

It was created specifically to:

  • Connect businesses with international remote talent
  • Offer direct hiring, take the VA/Freelancer outside the Platform
  • Provide structured VA Search Service with a dedicated recruiter (one-time fee). The search is done for you, we use out refferal networks, we have already interviewed thousands of VA’s, and we know what VA can fit your style.

If you want speed and clarity, structured platforms reduce chaos.

 

5️⃣ VA Agencies

Agencies assign a VA to you.

But understand:

The VA works for the agency – not directly for you.

This means:

  • You pay the agency
  • Issues go through the agency
  • You don’t control compensation structure
  • Replacement depends on agency policies

Is it wrong? No.

Is it always ideal? Not necessarily.

You need to calculate:

  • Cost
  • Control
  • Long-term vision

Second: How to Filter Properly From the Start

This is where most founders fail.

Your Job Description Should:

  • Clearly define responsibilities
  • List required tools
  • List expectations and clear KPIs and deliverables
  • Talks about personality traits
  • Mention timezone requirements
  • Include Instructions and next steps
  • Has the keywords only that relate to the role, and not what you think sounds better
  • If possible, it asks for a short video intro (under 2min)

This filters out people who don’t read carefully.

Narrow Down Candidates Strategically

Before interviews:

✔ Ask for a short intro video
✔ Request a small assessment relevant to the role
✔ Review tool familiarity
✔ Check communication clarity

Example interview question:

“If I asked you to manage my inbox and maintain inbox zero, what would your process be?”

Listen for structure.

Great candidates explain steps.

Weak candidates speak vaguely.

Third: Once You Shortlist – Send a Structured Questionnaire

Before hopping on interviews, send a checklist.

Tell them it’s part of your process.

Ask about:

  • Internet speed
  • Equipment setup
  • Previous experience
  • Tools they’ve used
  • Timezone and availability
  • Problem-solving scenario related to the role
  • Work environment (where they’ll be working from)

This saves hours.

Serious candidates respond thoroughly.

Unqualified ones disappear.

Both outcomes help you.

The Biggest Hiring Mistake

Hiring emotionally.

Or hiring based on price.

Or hiring because you’re overwhelmed and just want someone – anyone.

Take 3–5 extra days.

Filter properly.

Define clearly.

Trust your instinct – but also improve your process.

Final Advice

A great Virtual Assistant is not found by accident.

They are found through:

  • Clear role definition
  • Structured filtering
  • Smart interviewing
  • And confident decision-making

When done properly, you won’t need to “try again in three months.”

You’ll build long-term remote support that grows with your business.