Approved 4+ yrs
Ma E.
Executive Assistant | Executive Support | Lead Generation
40 hrs/week available
Philippines-based Recruitment Candidate Sourcing support
Recruitment Sourcing Virtual Assistant Philippines
Hire a Recruitment Candidate Sourcing Virtual Assistant in the Philippines to handle building linkedin candidate searches, creating targeted candidate longlists, and adding and updating crm records. Define the target candidate and evidence requirements before sourcing begins so recruiters receive relevant profiles instead of raw volume.
What you can hand off
- Building Linkedin Candidate Searches
- Creating Targeted Candidate Longlists
- Adding And Updating CRM Records
- Deduplicating Candidate Databases
- Sending Approved Candidate Outreach
- Recording Screening Responses
ToolsLinkedIn RecruiterBullhornJobAdderVincereSEEK Talent Search
- Recruiter-vetted
- Your business hours
- You interview and choose
- 1Brief
- 2Your account
Hire a Recruitment Candidate Sourcing Virtual Assistant
Share a quick brief, and we will show you matching Filipino virtual assistants.
Approved talent
See all relevant talent Meet approved Recruitment Candidate Sourcing Virtual Assistant candidates
Compare candidates on candidate sourcing, LinkedIn Recruiter, schedule fit, and examples of work similar to building linkedin candidate searches and creating targeted candidate longlists.
Want us to narrow the list for you? Send a quick brief
Responsibilities
What can a Recruitment Candidate Sourcing Virtual Assistant take off your team’s plate?
Start with building linkedin candidate searches, creating targeted candidate longlists, and adding and updating crm records. Keep approvals, exceptions, and specialist judgment with the right internal owner while the Recruitment Candidate Sourcing Virtual Assistant handles the repeatable work.
Core Recruitment Candidate Sourcing support
Start by giving building linkedin candidate searches and creating targeted candidate longlists one owner, one source of truth, and a clear definition of done.
- Building Linkedin Candidate Searches
- Creating Targeted Candidate Longlists
- Adding And Updating CRM Records
Workflow and coordination
Document how deduplicating candidate databases and sending approved candidate outreach move between people and tools so handoffs do not disappear into chat.
- Deduplicating Candidate Databases
- Sending Approved Candidate Outreach
- Recording Screening Responses
Follow-through and visibility
Use conducting structured administrative prescreens and scheduling recruiter and client interviews to keep completed work, exceptions, and next actions visible to the team.
- Conducting Structured Administrative Prescreens
- Scheduling Recruiter And Client Interviews
- Maintaining Candidate Pipeline Stages
Not sure what to delegate? Start with the work that repeats every week.
Send a quick brief List the recurring tasks, bottlenecks, tools, response times, and approvals. That is usually enough to define the first version of the role.
How the role works
Set up the work before you hand it over.
For recruitment agencies and executive search firms, the strongest Recruitment Candidate Sourcing setup is usually a defined operating role rather than a loose list of errands. The client owns the process and decisions; the Virtual Assistant owns the recurring execution that has been clearly delegated.
Define the target profile before sourcing begins: must-have experience, location or timezone rules, compensation boundaries, disqualifiers, and what evidence counts as relevant. Store research and outreach status in the ATS or agreed tracker.
Audit a sample of sourced profiles for relevance, duplicate records, contact accuracy, and notes that explain why each person matches. Volume without fit creates more work for recruiters downstream.
Final screening decisions, interview judgment, offers, compensation negotiation, and employment decisions stay with the recruiter or hiring manager.
First 30 days
A practical onboarding plan for a Recruitment Candidate Sourcing Virtual Assistant
Keep the first month narrow enough to review properly. Add scope only after the original workflow is accurate and predictable.
- Week 1
Learn the workflow
Start with building linkedin candidate searches, creating targeted candidate longlists, and adding and updating crm records. Give the Virtual Assistant examples of good completed work, access only to the systems needed for those tasks, and a short daily check-in while the process is still new.
- Weeks 2-3
Add ownership
Once the basics are consistent, add deduplicating candidate databases and sending approved candidate outreach. Ask the Virtual Assistant to document recurring questions and turn repeat answers into a checklist or SOP instead of relying on chat history.
- Week 4
Review by outcomes
By the end of the first month, review whether building linkedin candidate searches, creating targeted candidate longlists, adding and updating crm records are running consistently, exceptions are recorded instead of hidden, and the remaining decisions that need your input are clearly documented.
Common hiring mistakes
Three mistakes that make this role harder than it needs to be
Do not combine building linkedin candidate searches, creating targeted candidate longlists, and unrelated specialist work into one role without setting priorities.
Do not hand over full LinkedIn Recruiter access on day one. Give the minimum permissions building linkedin candidate searches actually needs, and widen it as the work proves out.
Do not judge this role on activity counts. For Recruitment Candidate Sourcing work, accuracy on creating targeted candidate longlists and the state of unresolved exceptions matter far more than hours logged.
Managing the role
Use a small scorecard instead of watching every click.
For the first month, review a few measures that tell you whether the work is dependable. The exact targets should come from your own workload and service standards.
- Building Linkedin Candidate Searches: completed on time, with exceptions recorded instead of hidden
- Creating Targeted Candidate Longlists: accuracy or rework rate based on a sample the manager actually reviews
- Adding And Updating CRM Records: turnaround time from a complete request to a usable result
- Open items: any building linkedin candidate searches blocked past the agreed response window, with the blocker and next owner named
- Documentation: LinkedIn Recruiter records current enough that someone else could pick up building linkedin candidate searches tomorrow
Tools and skills
Hire for workflow fluency, not a software checklist.
Software familiarity matters, but process judgment matters more. Ask candidates to explain what they completed inside the tool, how they checked accuracy, and what they escalated.
LinkedIn RecruiterBullhornJobAdderVincereSEEK Talent SearchSourceWhale
Software hiring guidesJobAdder Virtual Assistant Bullhorn Virtual Assistant Vincere Virtual Assistant
Best-fit teams
Where Recruitment Candidate Sourcing Virtual Assistant support can create leverage
This role is most useful when recruitment agencies or executive search firms need consistent candidate sourcing and recruitment crm production. Define the systems, hours, response expectations, and escalation rules before comparing candidates.
Recruitment Agencies
Recruitment Agencies can use this role to keep building linkedin candidate searches and creating targeted candidate longlists moving consistently while higher-risk decisions stay with the appropriate manager or specialist.
Executive Search Firms
Executive Search Firms can use this role to keep creating targeted candidate longlists and adding and updating crm records moving consistently while higher-risk decisions stay with the appropriate manager or specialist.
Staffing Businesses
Staffing Businesses can use this role to keep adding and updating crm records and deduplicating candidate databases moving consistently while higher-risk decisions stay with the appropriate manager or specialist.
In-House Talent Acquisition Teams
In-House Talent Acquisition Teams can use this role to keep deduplicating candidate databases and sending approved candidate outreach moving consistently while higher-risk decisions stay with the appropriate manager or specialist.
Write the role first
What to include in your Recruitment Candidate Sourcing Virtual Assistant job brief
A clear role brief makes candidate comparison easier because everyone is being evaluated against the same work, systems, schedule, and decision boundaries.
Responsibilities
List recurring tasks and the result the Virtual Assistant should own. Separate daily, weekly, and occasional work.
Tools and access
Name the systems used from week one and decide which permissions can be granted safely after onboarding.
Hours and overlap
State weekly hours, timezone, required live coverage, response expectations, and whether the schedule is fixed or flexible.
Decision boundaries
Explain what the Virtual Assistant may handle independently, what needs approval, and what should be escalated immediately.
Hiring process
How to hire a Recruitment Candidate Sourcing Virtual Assistant in the Philippines
Define the work first, then test candidates on the evidence and judgment that matter for that exact scope.
- Step 1
Define the work
Document responsibilities, tools, hours, budget, schedule, and the result the person should own.
- Step 2
Review relevant talent
Compare role experience, tools, communication, schedule, and work evidence rather than broad profile claims.
- Step 3
Interview with real scenarios
Use examples from your workflow to understand process, quality checks, judgment, and limits.
- Step 4
Confirm the hire
Agree on final rate, start date, hours, responsibilities, reporting, and onboarding before work begins.
Why the Philippines?
Hire for role fit, communication, and execution quality.
Philippines-based remote professionals work across international teams and common cloud tools, but location alone does not guarantee fit. Evaluate relevant experience, communication, work evidence, schedule, and judgment for the workflow you need.
VirtualAssistant.com.ph gives you a structured path from private role brief to approved profiles, candidate review, interview, and confirmed hiring terms.
Interview guide
Questions to ask Recruitment Candidate Sourcing Virtual Assistant candidates
Use practical questions to reveal process, judgment, quality checks, communication, and decision boundaries.
Walk me through how you would handle building linkedin candidate searches from intake to completion.
Listen for: A concrete process, the information they need first, quality checks, documentation, and when they would ask for clarification.
How do you keep creating targeted candidate longlists accurate and up to date?
Listen for: A repeatable checking method, source-of-truth discipline, clear ownership, and a way to surface exceptions instead of hiding them.
Which Recruitment Candidate Sourcing tools have you used most often?
Listen for: Practical depth in tools relevant to your stack, with examples of what they completed and how they checked the result.
What would you escalate instead of deciding on your own?
Listen for: Good judgment about permissions, client or customer risk, financial impact, compliance, unusual exceptions, and decisions outside the agreed scope.
Show me an example of work closest to candidate sourcing and recruitment crm production.
Listen for: Evidence that resembles your workflow, plus a clear explanation of the candidate's contribution, quality checks, and result.
Frequently asked questions
Hiring Recruitment Candidate Sourcing Virtual Assistant talent in the Philippines
Common questions to resolve before you start interviewing.
What does a Recruitment Candidate Sourcing Virtual Assistant do?
Recruitment Candidate Sourcing Virtual Assistant work can include building linkedin candidate searches, creating targeted candidate longlists, adding and updating crm records, deduplicating candidate databases, sending approved candidate outreach. The right scope depends on your process, tools, decision boundaries, and the candidate's experience.
Can a Australian business hire a Recruitment Candidate Sourcing Virtual Assistant from the Philippines?
Yes. VirtualAssistant.com.ph helps businesses compare Philippines-based virtual assistants by relevant skills, tools, experience, availability, communication, and role fit.
What tools should a Recruitment Candidate Sourcing Virtual Assistant know?
Common tools for this role include LinkedIn Recruiter, Bullhorn, JobAdder, Vincere, SEEK Talent Search, SourceWhale. Require only the platforms your hire will use, then verify practical familiarity during the interview.
How much does a Recruitment Candidate Sourcing Virtual Assistant cost?
Rates vary with experience, specialisation, schedule, live-overlap requirements, technical depth, and how independently the person is expected to operate. Compare scope and evidence of fit, not only the lowest hourly rate.
How do I choose the best Recruitment Candidate Sourcing Virtual Assistant?
Start with the work the person must own. Then compare relevant experience, candidate sourcing, boolean search, talent mapping, recruitment crm management, communication, availability, and examples that show they can execute your workflow.
Can this role be part-time?
Often, yes. Define the workload, response-time expectations, and required schedule overlap first so candidates can tell you whether the hours are realistic.
Ready when you are
Build a Recruitment Candidate Sourcing Virtual Assistant role around the work you need done.
Tell us which parts of building linkedin candidate searches, creating targeted candidate longlists, adding and updating crm records you want delegated, plus the tools, hours, overlap, and decisions that must stay with your team. Your role brief is private and you can start without creating an account.
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