How To Attract A Top 1% Virtual Assistant in 2026
Zack AllenJanuary 7, 20263:41
How I write a job posting top candidates want to apply to, and where I post it.
Last year my recruitment firm made 47 placements. My e-commerce business has done $4.2 million in revenue since 2022, and my team in the Philippines runs my operations.
Don't paste in a generic posting
Some people ask ChatGPT for a virtual assistant job posting and paste it straight in. That's not what we're doing.
To attract high-caliber talent, the posting has to make them think, "Yes, this is the role I want," not feel like another application to tick off for the day.
The biggest lever is keeping it short and to the point. Many postings are full of fluff, and the more fluff there is, the less people read. They skim. Focus on what's different about this role instead of hitting every bullet point possible.
The structure I use
- About us. Context on the business and what the team looks like.
- Must-haves. The qualifications, including any direct experience the role needs, and for virtual assistant roles, equipment requirements.
- Nice-to-haves. A few bullets that make the ideal candidate think, "That's me. I need to apply."
- Two to three core responsibilities. Not every possible task, just what matters most. If you can't name two or three, it's probably not the right time to hire.
- Application process. Exactly what happens next in our four-level vetting.
- Expectations. Working hours, 40 hours a week, the schedule.
- Compensation. I always include it. Depending on the role, country and responsibilities, it could be $800 a month or $2,000 a month.
Where to post it
I post everywhere for the most surface area, then filter.
- OnlineJobs.ph. A great option if you're hiring from the Philippines. About $70 a month, and you'll get a lot of applicants.
- LinkedIn Jobs. I find the candidates higher quality, and I believe it's free if you post one job at a time.
- Indeed. You probably know it.
- Facebook ads. The underrated, more advanced option. Run $5 to $10 a day targeting the country you're hiring from and send people to a landing page on your website.
- LinkedIn Sales Navigator. Expert mode for niche, specialized roles. Find people with the exact experience and email them, pitching them on working for your company.
- Niche Facebook groups. For example, there are a lot of groups for graphic designers where you can find the exact profile you're looking for.
Then the filtering starts
A good posting on the right platforms brings in hundreds, if not thousands, of applicants. The next step is vetting them down to the top 1%.
Transcript
Show the full transcript
Today, I'm going to show you how to attract top virtual assistants in 2026. Last year, we made 47 placements in my overseas recruitment firm. My e-commerce business has done $4.2 million in revenue since 2022, and I have my own team based in the Philippines that helps me run all my operations. Now, the first thing I have to get out of the way is that we are not writing any other job posting.
Some people will go to chatbt, ask for a virtual assistant job posting and paste that directly in. But that is not what we're doing. Because if we want to attract that high caliber of talent, we have to write it in a way that they resonate with something where they read it and they're like, "Yes, this is the role that I want to apply for." Not just ticking off another box for the day.
And one of the biggest ways we do that is writing it very brief, very to the point. A lot of these will just be fluff fililled. And the more fluff there is, the less they end up reading. They just skim through it. And so we want it to be very focused on the things that are differentiated on this role, not just hitting every single bullet point possible. And so the structure that I always write my virtual assistant job postings with starts first on the about us.
Some context on what our business is, what our team looks like. Then we go into the must haves. These are the qualifications for the role, whether it be like the direct years of experience they need. And then for virtual assistant roles, we include like the the equipment aspects, the nice to haves, couple bullet points here, things that for the ideal candidate, they read it and they're like, "Oh my god, that that's me.
I need to apply for this role." Then we have two to three core responsibilities. So I'm not just putting every single possible responsibility that they could have in this role because I want it to be very focused on the things that are most important in the role. And if you can't name two to three things, probably not a good time to hire anyway. Then we move into the application process so they know exactly what's going to happen after this in our four-level vetting protocol.
Expectations. This is where I would put like working hours, 40 hours a week, the time schedule, things like that. And then compensation on my virtual assistant post. I will always include the compensation. I never leave that out. Could be, depends on the role, the country, the responsibilities. Could be $800 a month, could be $2,000 a month. Now that we have our job posting, we have to actually post it on platforms where it gets seen by the right candidates.
Now I take the strategy of posting it on every platform and trying to filter through so I can have as much surface area as possible. So the first one is going to be online jobs.ph. If you're hiring from the Philippines, this is a great option. It's like 70 bucks a month. You'll get a lot of applicants. Then there is LinkedIn jobs. I find LinkedIn to be a higher quality of candidate and pretty sure it's free if you post one job at a time.
Indeed, probably familiar with that one. And then I would say the slept on one, but also the more advanced one is Facebook ads. Posting it with like a $5, $10 a day budget for the country you're targeting and then having them go to a landing page on your website. Now, the expert mode here if you're looking for a niche specialized role is going to be to use LinkedIn Sales Navigator, trying to get the exact uh years of experience for someone and sending them an email explaining basically pitching them on on working for your company.
Then there's niche Facebook groups. There's a lot of like graphic designer type groups where you can post in there and find that exact like profile of talent that you're looking for. So, now that you know how to attract the right candidate, make the job posting, you have to start filtering through because there's going to be hundreds, if not thousands of applicants coming through. And so, in the next video, we're going to cover how to vet for the top 1% of virtual assistants in 2026.
That's going to be linked right here. I'll see you over there.
