What “good” EA recruiting looks like
- Role defined from founder constraint (inbox, calendar, ops follow-through) — not generic “VA”
- Communication and ownership screened hard
- Work sample / scenarios before final interviews
- Clear onshore vs international tradeoffs (timezone, cost, coverage)
Domestic boutique vs international proof-first
| Domestic EA boutique | Proof-first international (Talented) | |
|---|---|---|
| Typical hire | US-based EA | Philippines, South Africa, LatAm |
| Proof | Interviews + references | Role-specific assessments + interviews |
| Model | Often contingency / retained search | One-time placement; pay when you hire |
| Risk tool | Firm-dependent | 90-day replacement |
How Talented places EAs
Constraint → responsibility → evidence screen → shortlist. Funnel example: 620 applied → 26 evidence → 8 interviewed → 3 presented → 1 hired in 14 days.
Who this is for / not for
For: founders who want a dedicated EA/operator internationally with proof first.
Not for: firms that must have a US-only W-2 EA in the room every day — use a domestic specialist.
FAQ
Are you only “VA” recruiting?
No — executive assistants and operators defined by responsibility.
Replacement?
90 days.
Freelancer marketplace?
No.