Recruiting & HR VAs run the top of your hiring funnel — sourcing on LinkedIn, screening inbound applicants, scheduling interview loops, and managing onboarding paperwork. They give you recruiter throughput without a recruiter salary.
Recruiting is two-thirds operational work and one-third judgment. The judgment work — final interviews, offer decisions, culture fit — has to stay with the hiring manager. The operational work — sourcing, screening, scheduling, follow-up, candidate communication, onboarding paperwork — is exactly what a trained Recruiting & HR VA can own end-to-end.
For most small and mid-sized businesses, a dedicated Recruiting VA replaces the need for a full-time in-house recruiter at a fraction of the cost. They run sourcing on LinkedIn Recruiter, Indeed, AngelList, and your ATS of choice; conduct first-round screening calls; schedule interviews with hiring managers; manage the candidate pipeline; and own onboarding paperwork once an offer is accepted.
Slow, ghosting recruiting processes damage your employer brand. Our Recruiting VAs work to a defined SLA — first response within 24 hours, scheduling within 48 hours, post-interview follow-up within 24 hours of every conversation. That cadence matters as much as the sourcing strategy.
The companies that hire well at small scale don't have an in-house recruiter — they have a repeatable funnel. A Recruiting & HR VA builds and runs that funnel: sourcing on LinkedIn Recruiter and Indeed against a defined ICP, conducting structured first-round screens with a written scorecard, scheduling hiring-manager interviews with full briefing packets, and managing candidate communication so nobody ghosts and nobody's surprised by an offer.
By the second hire run through the funnel, the cycle time drops dramatically — typically from 6–8 weeks to 3–4 weeks for non-executive roles. By the fifth hire, you have a hiring system: every role has a scorecard, every candidate gets the same experience, and you can predict the funnel math (sourced → screened → interviewed → offered → accepted) for any role you open.
Most onboarding programs fail because they end the day the new hire's badge works. A Recruiting & HR VA owns the longer arc: the day-one welcome packet, the week-one check-in, the 30-day pulse survey, the 60-day review prep, and the 90-day decision conversation. That structure costs nothing extra to run and dramatically improves first-year retention — the single highest-leverage HR metric for a small business, since every early departure represents months of recruiting cost lost.
A snapshot of the work a Recruiting & HR VA ships day-to-day. Your SOPs and priorities shape the actual mix.
Concrete artifacts your Recruiting & HR VA ships on a recurring cadence — so you always know what's coming and when.
Verified, ICP-matched candidates loaded into your ATS with personalized outreach sent — response rates tracked.
Interviews booked end-to-end with calendar invites, candidate prep packets, and panelist briefs delivered.
Every candidate has a current stage, notes, and next step. Stale candidates closed with proper rejection comms.
Offer, paperwork, equipment order, day-one schedule, and 30/60/90 plan ready before signing.
Measurable success criteria we hold the work to — reviewed weekly with your account manager.
Tell us hours, tools, and how to reach you. We'll route you straight to the consultation form with everything pre-filled — review and submit in one click.
See how a Recruiting & HR VA plugs into the operating cadence of your specific industry — with the tools, compliance, and workflows you already run on.
A right-hand for founders and executives — calendar, inbox, travel, vendors, and personal ops handled with discretion.
QuickBooks-certified assistants for clean books, on-time reporting, and AR/AP without the cost of a full-time bookkeeper.
Content, social, email, and campaign execution. Your strategy, our hands — consistent output without hiring an in-house marketer.
Practical playbooks to set your VA up for success from day one.