Built for founder-led service firms making their first 1–5 remote hires.Inspect the brief
Plan your hire
EVIDENCE-BACKED REMOTE RECRUITING

Hire a virtual assistant who closes loops without becoming another one to manage.

Recruit a remote assistant around the work interrupting your week, with communication, ownership, tools, schedule, and judgment assessed before your interviews.

Plan this hire Inspect the role evidence
Protect founder attentionKeep recurring administration currentTurn loose tasks into visible systems
Premium hiring scorecards arranged on a brushed silver decision desk
Process visual — no client or candidate record shown.
ROLE DECISION CONSOLE

Click through the controls before you commit to the search.

Compare scope, evidence, and handoff before the market is touched. The goal is a search that feels controlled before it feels fast.

Scope readiness86%

What should a virtual assistant own first?

Protect founder attention

Inbox and calendar triage Research and meeting preparation CRM and project-board upkeep

Turn the work into a role scorecard before sourcing begins.

Plan this hire
OWNERSHIP MAP

What this role should own—and what should be tested.

A title is only useful after responsibilities, tools, communication, and evidence are explicit.

Typical responsibilities

  • Inbox and calendar triage
  • Research and meeting preparation
  • CRM and project-board upkeep
  • Client and vendor follow-up
  • Recurring reporting

Common tools

  • Google Workspace
  • Microsoft 365
  • Slack
  • Notion
  • Asana
  • HubSpot

Communication evidence

  • Concise status updates
  • Client-ready written tone
  • Clarifying ambiguity
  • Escalating risk early
ROLE-RELEVANT WORK SAMPLE

Test a realistic moment—not trivia.

Prioritize a crowded inbox, draft two responses, and explain which commitments require the founder’s decision.

01 Structure02 Judgment03 Communication04 Follow-through
Example only. The final exercise should reflect the approved role and respect candidate time.
30 / 60 / 90

Define progress before day one.

These milestones become specific only after the client approves the role scorecard.

First 30 days

Learn the systems, document recurring work, and close supervised loops reliably.

By day 60

Own the core cadence, surface risks early, and improve one recurring workflow.

By day 90

Operate against agreed measures with less prompting and a clear growth plan.

A strong fit when

  • Recurring work interrupts high-value decisions
  • The manager can define priorities and decision rights
  • There is enough stable work for durable ownership

Pause the search when

  • The role is only an unstructured task dump
  • No one can onboard or manage the hire
  • The workload is sporadic and highly specialized
BUYER QUESTIONS

Clarify the relationship before the shortlist.

Who employs or contracts with the person?

First Hire is launching as a direct-hire recruiting partner. The client employs or contracts with the selected person and chooses its own payroll, EOR, or contractor solution.

How is communication assessed?

We evaluate job-relevant clarity, listening, written tone, comprehension, and judgment through live conversation and realistic scenarios. Accent is not a screening criterion.

Are working hours confirmed?

Yes. Required overlap, schedule, start date, and other availability constraints are confirmed before a candidate reaches the shortlist.

See the sample candidate brief Understand the pricing model Walk the process
A CLEARER NEXT STEP

Turn the virtual assistant role into an evidence-backed search.

Start with the work that keeps interrupting your week, plus the timeline and working-hour overlap you need.

Plan your hire