Approved 3+ yrs
Sarah A.
Virtual Assistant | E-Commerce Operations & Healthcare Administrative Support
40 hrs/week available
Filipino Recruitment & HR VAs
Approved Recruitment & HR VAs you can interview
HR Virtual Assistant Philippines
Hire an HR Virtual Assistant in the Philippines for candidate sourcing support, interview scheduling, ATS updates, onboarding coordination, and people-operations administration. The same role is often called a Recruitment Virtual Assistant or Human Resources Virtual Assistant when sourcing and people-operations work share one workflow.
What you can hand off
- Candidate Sourcing Support
- Interview Scheduling
- ATS Updates
- Job Posting Administration
- Candidate Follow-Up
- Onboarding Coordination
ToolsLinkedIn RecruiterGreenhouseLeverWorkableBambooHR
- Recruiter-vetted
- Your business hours
- You interview and choose
- 1Brief
- 2Your account
Hire a Recruitment & HR Virtual Assistant
Share a quick brief, and we will show you matching Filipino virtual assistants.
Approved talent
See all relevant talent Meet approved Recruitment & HR Virtual Assistant candidates
Compare candidates on candidate communication, LinkedIn Recruiter, schedule fit, and examples of work similar to candidate sourcing support and interview scheduling.
Approved 3+ yrs
Cathy V.
Administrative Support Virtual Assistant
40 hrs/week available
Want us to narrow the list for you? Send a quick brief
Responsibilities
What can a Recruitment & HR Virtual Assistant take off your team’s plate?
Start with candidate sourcing support, interview scheduling, and ATS updates. Keep approvals, exceptions, and specialist judgment with the right internal owner while the Recruitment & HR Virtual Assistant handles the repeatable work.
Core Recruitment & HR support
Start by giving candidate sourcing support and interview scheduling one owner, one source of truth, and a clear definition of done.
- Candidate Sourcing Support
- Interview Scheduling
- ATS Updates
Workflow and coordination
Document how job posting administration and candidate follow-up move between people and tools so handoffs do not disappear into chat.
- Job Posting Administration
- Candidate Follow-Up
- Onboarding Coordination
Follow-through and visibility
Use HR document organization and reporting to keep completed work, exceptions, and next actions visible to the team.
- HR Document Organization
- Reporting
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 recruiting agencies and startups, the strongest Recruitment & HR 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.
Use a documented candidate or employee workflow with clear stages, templates, ownership, and privacy boundaries. Keep interview feedback and status changes in the ATS or HR system rather than personal messages.
Check names, dates, stage accuracy, consent or document status, and follow-up commitments. Candidate experience depends on timely communication and reliable records.
Hiring decisions, compensation decisions, employment advice, investigations, and other sensitive HR judgment remain with authorized client staff.
First 30 days
A practical onboarding plan for a Recruitment & HR 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 candidate sourcing support, interview scheduling, and ATS updates. 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 job posting administration and candidate follow-up. 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 candidate sourcing support, interview scheduling, ATS updates 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 candidate sourcing support, interview scheduling, 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 candidate sourcing support actually needs, and widen it as the work proves out.
Do not judge this role on activity counts. For Recruitment & HR work, accuracy on interview scheduling 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.
- Candidate Sourcing Support: completed on time, with exceptions recorded instead of hidden
- Interview Scheduling: accuracy or rework rate based on a sample the manager actually reviews
- ATS Updates: turnaround time from a complete request to a usable result
- Open items: any candidate sourcing support 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 candidate sourcing support 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 RecruiterGreenhouseLeverWorkableBambooHREmployment HeroGoogle WorkspaceCalendlySlack
Software hiring guidesEmployment Hero Virtual Assistant
Best-fit teams
Where Recruitment & HR Virtual Assistant support can create leverage
This role is most useful when recruiting agencies or startups need consistent recruiting coordination and people-operations administration. Define the systems, hours, response expectations, and escalation rules before comparing candidates.
Recruiting Agencies
Recruiting Agencies can use this role to keep candidate sourcing support and interview scheduling moving consistently while higher-risk decisions stay with the appropriate manager or specialist.
Startups
Startups can use this role to keep interview scheduling and ATS updates moving consistently while higher-risk decisions stay with the appropriate manager or specialist.
HR Teams
HR Teams can use this role to keep ATS updates and job posting administration moving consistently while higher-risk decisions stay with the appropriate manager or specialist.
Growing Small Businesses
Growing Small Businesses can use this role to keep job posting administration and candidate follow-up moving consistently while higher-risk decisions stay with the appropriate manager or specialist.
Write the role first
What to include in your Recruitment & HR 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 & HR 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 & HR Virtual Assistant candidates
Use practical questions to reveal process, judgment, quality checks, communication, and decision boundaries.
Walk me through how you would handle candidate sourcing support 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 interview scheduling 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 & HR 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 recruiting coordination and people-operations administration.
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 & HR Virtual Assistant talent in the Philippines
Common questions to resolve before you start interviewing.
What does a Recruitment & HR Virtual Assistant do?
Recruitment & HR Virtual Assistant work can include candidate sourcing support, interview scheduling, ATS updates, job posting administration, candidate follow-up. The right scope depends on your process, tools, decision boundaries, and the candidate's experience.
Can I hire a Recruitment & HR Virtual Assistant in 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 & HR Virtual Assistant know?
Common tools for this role include LinkedIn Recruiter, Greenhouse, Lever, Workable, BambooHR, Employment Hero. Require only the platforms your hire will use, then verify practical familiarity during the interview.
How much does a Recruitment & HR Virtual Assistant cost?
Rates vary with experience, specialization, 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 & HR Virtual Assistant?
Start with the work the person must own. Then compare relevant experience, candidate communication, sourcing support, ATS discipline, scheduling, 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.
Expanded role cluster
Cover the role from definition through cost.
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Hiring guide
How to Hire a Recruitment and HR Virtual Assistant
Hire a Recruitment and HR Virtual Assistant with a clear role brief, practical screening, interview scorecard, access plan, and structured first 30 days.
Read resource Cost guideRecruitment and HR Virtual Assistant Cost in the Philippines
Plan a Recruitment and HR Virtual Assistant budget in the Philippines by scope, weekly hours, experience, live coverage, tools, and decision ownership.
Read resourceReady when you are
Build a Recruitment & HR Virtual Assistant role around the work you need done.
Tell us which parts of candidate sourcing support, interview scheduling, ATS updates 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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