How to Select Virtual Assistant Services for Startups

Underrated tip to increase the odds of finding a successful virtual assistant faster: Finding the right virtual assistant isn’t easy. Especially when time is not on your side. You need someone reliable. Someone who “gets it.” But you won’t know until they’re already working. So here’s what I recommend to my clients. (It’s also what I do in my own business.) If you need to hire 1 role, bring on your top 2-3 candidates for a 30-day trial run. And be clear that after 30 days, there’s only room for one. The purpose of this is to: Test their skills in real situations. Compare candidates side by side. Make a decision based on performance. Cut down on the risk of hiring the wrong person. Here’s how you can do a successful 30-day trial run: Be Clear About the Trial Terms from the Start ➝ Tell them you’re testing multiple people for one spot. ➝ Let them know their performance will decide who stays. Outline Clear Goals and Deliverables ➝ Write down the tasks they’re responsible for. ➝ Be specific about deadlines and quality standards. Give Each Candidate the Same Instructions ➝ Provide the same onboarding materials. ➝ Answer questions in a shared doc so they all have access. Track Performance Objectively ➝ Create a scorecard to evaluate them fairly. ➝ Track speed, accuracy, communication, and quality. Don’t Ask for Free Work ➝ Offer a fair trial rate (this builds goodwill). ➝ Show them you respect their time and effort. Assign Real Tasks ➝ Give them tasks you actually need done. ➝ It makes your decision easier because it’s practical. Set Checkpoints ➝ Meet at least 3 times. ➝ Review progress, give feedback, and ask questions. Be Honest and Timely With Your Final Decision ➝ Thank everyone for their effort. ➝ Offer feedback even to those who didn’t make it. When you stack the odds in your favor like this, you don’t hope you made the right hire. You know. Helpful?  ♻️Please share to help others. 🔎Follow Michael Shen for more. #HiringOffshoreTalent #OffshoreHiring #Outsourcing 

Why “One-Size-Fits-All” VA Support Fails Modern Founders (and What to Do Instead) Every founder knows: agility is everything. But here’s the problem... most VA services lock you into rigid processes and cookie-cutter workflows. If you’ve ever felt forced to change how you work just to fit a VA solution, you’re not alone. The real difference-maker? Support that adapts to your business (not the other way around). The most effective VA partnerships are built on flexibility and customization. Here’s how founders can maximize value from VA support: - Insist on Adaptability: Your business will evolve. Choose VAs who can integrate seamlessly with your existing tools, pace, and shifting priorities so you never outgrow their support. - Prioritize Integration, Not Just Delegation: Demand VAs who become true partners, understanding not just WHAT you do, but HOW you do it... from unique workflows to company culture. - Set Clear Feedback Loops: Schedule regular reviews to refine processes and scope as your business grows. Continuous adjustment unlocks ongoing value. The outcome? Instead of ticking boxes off a generic task list, your VA becomes a flexible strategic asset, empowering your team to move quickly and focus on what matters most. Don’t settle for rigid support models. Find VA partners that flex to your business because you’re building something unique, and your support system should power that, not restrict it. Curious how adaptable VA support could transform your workload? Let’s start the conversation below.

Struggling to hire a reliable virtual assistant? Tired of poor English, slow results, and endless hand-holding? Here’s a proven system to help you hire better, faster—and avoid the mistakes most business owners make. The #1 mistake is hiring too fast. You skip vetting. You trust resumes, not real skills. And you waste months fixing problems you could’ve avoided in the first place. Here’s how to stop that. Step 1: Require a 30-second video. When applicants apply, ask them to speak on camera for 30 seconds. This shows you their English level, communication skills, and overall confidence and energy. If their video is bad—don’t waste your time. Step 2: Screen for communication first. English isn’t just about grammar—it’s about clarity, tone, and energy. If someone can’t explain simple ideas clearly, the job will suffer. Good communication will save you hundreds of hours later. Step 3: Expand your talent pool. Don’t rely on just one platform. Post your job on Facebook Groups, OnlineJobs.ph, Upwork, and LinkedIn. The more candidates you have, the better your options. Step 4: Prioritize countries with strong work ethics. Kazakhstan is one of the most underrated markets for reliable VAs. People there are hardworking, motivated, and take pride in foreign jobs. Working 6 days a week, 10–12 hours a day is considered normal. Yes, you might pay $2 more per hour compared to the Philippines, but you often get far better results. Step 5: Train the right way. • Hop on Zoom • Share your screen • Walk through your SOP • Record the session • Ask them to write the process down in a Google Doc Now you’ve got a simple, scalable training system. Step 6: Evaluate fast. Week 1 tells you everything you need to know. Are they asking smart questions? Delivering clear results? Avoiding constant mistakes? If not—move on. Step 7: Document everything. Update your SOPs as your processes change. Next time you hire, you hand them the doc and video. No chaos. No wasted time. Stop hiring on gut feeling. Start hiring with systems. The right VAs save you time, energy, and sanity. The wrong ones cost you all three. Stop hiring on gut feeling. Start hiring with systems. The right VAs save you time, energy, and sanity. The wrong ones cost you all three.