If you type “where to find virtual assistants Philippines” into Google, what you really want is simple:
- Places where good Filipino VAs are actually active
- The fastest path to a hire that sticks
- A way to avoid time-wasters, ghosting, and mismatched skills
- Clear expectations on costs, process, and risk
This guide is built like a field manual. You can skim it to pick a hiring channel today, or follow it step by step if you want a long-term VA who feels like part of your team.
Why the Philippines is still the go-to for virtual assistants
The Philippines continues to dominate the VA world for a few practical reasons:
- Strong English communication at scale (especially for business support and customer-facing roles)
- A mature outsourcing ecosystem that has trained people on global tools and processes
- A huge supply of candidates across admin, customer support, eCommerce, real estate, marketing ops, and executive assistance
- Competitive cost relative to US, AU, UK, Canada
On typical pay: there are many “rate cards” online, but for a reality check, PayScale reports an average hourly pay for a Virtual Assistant in the Philippines in 2026 of ₱116.94 per hour.
That’s an average, not a rule. Specialized roles cost more, entry roles cost less, and agency pricing works differently.
The 5 main ways to find Filipino virtual assistants
Most hiring channels fall into these buckets:
- Direct-hire platforms focused on Filipino talent
- Global freelance marketplaces where many Filipinos compete
- VA agencies and managed services
- Job boards and general recruiting sites
- Referrals, communities, and social networks
Each one works, but not for the same situation. The trick is matching the channel to your need.
So before we get into the list of places, answer this in one sentence:
Do you want a long-term VA who works like an employee, or do you want freelance help for short projects?
That one decision changes where you should look.
Quick cheat sheet: pick your channel based on your goal
If you want a long-term VA (20 to 40 hours a week)
Best options:
- Direct hire marketplaces like OnlineJobs.ph
- Platforms with hiring and payment structure like VirtualStaff.ph
- Direct hire marketplaces like RemoteWork.ph
Why: You get stability, better loyalty, and often better value than paying marketplace premiums.
If you want flexible freelancers (5 to 20 hours, project-based)
Best options:
- Upwork
Why: Faster discovery, built-in contracts, easier to trial multiple people quickly.
If you want “done for you” hiring, training, and replacement guarantees
Best options:
- VA agencies and managed providers (examples show up in lists like Hubstaff, Outsource Accelerator, and ArmaSourcing)
Why: You pay more, but you offload management and recruiting.
If you are fishing for applicants at scale
Best options:
- JobStreet, Indeed, Jooble
Why: Big volume, but you do more filtering and you will see more irrelevant applications.
The best places to find virtual assistants in the Philippines
Below are the channels that actually produce hires, with practical notes on what they’re best for, the common pitfalls, and how to use them well.
1) OnlineJobs.ph (best for direct hiring full-time Filipino VAs)
If you want to hire a VA from the Philippines and you want them to work directly with you (not through an agency), OnlineJobs.ph is one of the most commonly used platforms.
They describe themselves as a large marketplace for finding and hiring Filipino virtual assistants and online workers.
Pricing-wise, their official pricing page states it’s $69 to access their database and contact candidates (you can hire and pay workers directly).
What it’s best for
- Full-time admin VAs
- Customer support reps
- Appointment setters
- ECommerce operations
- Executive assistant style roles (if you screen carefully)
- Long-term hires where you want stability
What to watch out for
- You will get a lot of applicants if your post is vague
- Some candidates apply broadly and do not read job details
- You need your own hiring process (tests, interviews, onboarding)
How to use it properly (simple playbook)
- Post a job with a very specific title
Bad: “Virtual Assistant Needed”
Good: “Real Estate VA: Follow-up, CRM cleanup, showing coordination (US hours)” - Add a “proof of attention” step
Example: “Start your application with the word ‘Pineapple’ and include a Loom link introducing yourself.” - Ask for work samples and tool proof
If the role needs Shopify, ask for screenshots of past product listings.
If the role needs Excel, ask for a sample sheet. - Pay for a short trial week
The fastest way to avoid a bad month is a paid trial with clear metrics.
2) VirtualStaff.ph (best if you want structure: hiring + payment flow + seats)
VirtualStaff.ph positions itself as a way to “build your Filipino team” using a seat system, with a platform that supports hiring and management.
They also publish support documentation explaining how pay works through their system.
What it’s best for
- Building a small offshore team (1 to 10 people)
- Full-time roles where you want more structure than a pure job board
- Businesses that want a system for attendance and payments
What to watch out for
- You still need a strong screening process
- Your job post must be specific or you will invite noise
How to use it properly
- Use “seat” planning: decide the role outputs first, then hire into that
- Build a scorecard (more on this below) so you hire for outcomes, not vibes
- Run a 7 to 14 day ramp with daily check-ins, then reduce meeting load
3) RemoteWork.ph (another direct marketplace option)
RemoteWork.ph markets itself as a marketplace to hire Filipino remote workers directly, emphasizing no middleman fees and no salary markups.
What it’s best for
- Founders who want direct hire without agency pricing
- Roles like admin support, support inbox, data cleanup, outreach, operations
What to watch out for
- As with any marketplace, quality depends on your screening
- You need a clear job scope so you do not hire a generalist when you need a specialist
4) Upwork (best for project-based work and quick trials)
Upwork has a large supply of Filipino VAs and lets you filter by work history, badges, hours billed, and feedback. Their hiring pages specifically cover hiring virtual assistants in the Philippines.
For fees and pricing structure on the client side, Upwork has an official pricing page.
What it’s best for
- Short-term projects: CRM cleanup, lead list building, inbox triage setup
- Specialized tasks: automation help, advanced research, SEO uploading, podcast ops
- When you want to trial 2 to 3 people quickly and keep the best one
What to watch out for
- You can pay more than direct hire because marketplace fees are baked in
- Some freelancers juggle multiple clients, so availability must be confirmed
- Long-term full-time arrangements can work, but many clients prefer direct hire for that
How to use Upwork like a pro
- Post a very specific job and include screening questions
- Shortlist 10, interview 5, paid trial for 2, hire 1
- Ask for a 2-minute Loom walkthrough of a similar project they completed
- Start with a fixed-scope trial contract, then move to hourly if it’s a long relationship
5) Philippines-focused VA marketplaces (Capybara.ph, VirtualAssistant.com.ph, eVirtualAssistants)
There are also newer marketplace-style sites positioned as “hire Filipino VAs” destinations, including:
- Capybara.ph
- VirtualAssistant.com.ph
- eVirtualAssistants.com
When these are useful
- When you want to browse quickly and you are open to testing
- When you want an alternative to the big, crowded global marketplaces
- When you want to compare pricing models and role bundles
The main caution
Smaller marketplaces can be great, but quality control varies. Your process matters more than the platform name.
If you use these sites, lean heavily on:
- paid trials
- reference checks
- skills tests
- a scorecard tied to your real work
6) VA agencies and managed services (best when you want someone else to recruit and manage)
If you do not want to recruit, screen, train, and manage directly, agencies can work well. You will pay more, but you buy time and systems.
You can find agency lists and comparisons from:
- Outsource Accelerator’s “Top VA companies” content
- Hubstaff’s list of virtual assistant companies in the Philippines
- ArmaSourcing’s comparison-style post
What agencies are best for
- Customer support teams with coverage requirements
- Back-office roles with SOP-driven workflows
- Businesses that want replacement guarantees
- Owners who do not want to manage day-to-day performance
Hidden tradeoffs to know
- Higher monthly costs than direct hire
- Your VA may feel like they work for the agency, not you
- Some agencies rotate staff or shift assignments, so continuity can vary
How to choose a good agency
Ask these questions before you sign:
- Who owns the performance management? You or them?
- Is the VA dedicated or shared?
- What does replacement really mean (timeline, number of replacements, fees)?
- Can you interview and reject candidates?
- What tools do they use for time tracking and reporting?
If they dodge these questions, move on.
7) Job boards (JobStreet, Indeed, Jooble) for volume hiring
Job boards show up in the top results for this keyword because they have a lot of indexed pages.
Examples:
- JobStreet VA listings
- Indeed PH listings
- Jooble listings
When job boards make sense
- You want lots of applicants
- You have a recruiter or time to screen
- You are hiring multiple roles or building a pipeline
- You want candidates who identify as job seekers, not freelancers
The catch
Expect:
- more noise
- more mismatched applicants
- more “spray and pray” applications
If you use job boards, your job post must be strict and specific.
8) LinkedIn (surprisingly good for specialist VAs and executive assistants)
LinkedIn is not “Philippines VA specific,” but it’s great when you want:
- Executive assistants with corporate experience
- Operations assistants who have managed projects
- People with specific tool stacks: HubSpot, Salesforce, ClickUp, Notion, Airtable
- Candidates with strong written communication
Best practices on LinkedIn
- Post a role and also search actively
- Look for people with consistent tenure, not job hopping every 2 months
- Ask for a portfolio or proof of systems work (dashboards, SOPs, automations)
9) Facebook groups and communities (high risk, high reward)
A lot of Filipino VAs find work through Facebook groups. You will also see scams and low-effort applicants. Still, it can work well if you know how to post.
How to post without getting flooded
- Use a Google Form application
- Require a Loom intro and a short skills test
- Make it clear it is a paid trial first, then long-term
When FB is worth it
- You are hiring entry to mid-level roles
- You have a strong filter process
- You want speed and you can handle volume
10) Referrals and “VA schools” (best quality if you tap the right network)
This is the underrated move.
If you already have one good Filipino VA, ask them:
- “Do you know someone like you who needs a role?”
- “Who was the top performer in your last team?”
You can also tap training communities and ask for graduates, but the key is still the same: test for real work.
Referrals often bring:
- better retention
- faster onboarding
- less drama
Direct hire vs agency: how to decide (without overthinking)
Here’s the simplest way to choose.
Choose direct hire if:
- You can spend time upfront building SOPs and training
- You want maximum value for money
- You want someone who feels like part of your company
- You are okay managing performance
Choose an agency if:
- You want a “ready system” and faster replacement options
- You need coverage and continuity (support desk, phones, live chat)
- You do not want to recruit
- You can afford a premium to save your time
A lot of businesses start with direct hire and later add an agency team for coverage or overflow.
What roles you can hire in the Philippines (and what usually works best)
Let’s get practical. Here are common VA role categories that hire well from the Philippines:
Administrative and operations support
- inbox management
- calendar scheduling
- travel booking
- research and data entry
- SOP documentation
- invoice follow-ups
Best channel: direct hire platforms or agencies.
Customer support
- email and chat support
- ticket management
- refunds and order tracking
- FAQ and macros
- escalation handling
Best channel: agencies for coverage, direct hire for small volume.
Lead generation and outreach
- list building
- LinkedIn prospecting
- cold email support
- CRM updates
- appointment setting
Best channel: Upwork for trials, then direct hire for long-term.
eCommerce support
- Shopify product listings
- Amazon support tasks
- order management
- supplier communication
- review monitoring
Best channel: direct hire or Upwork for specialized skills.
Marketing operations
- blog uploading
- formatting and scheduling content
- Canva graphics
- repurposing long-form content into shorts
- basic SEO tagging
Best channel: Upwork if you want multi-skill, direct hire if you have SOPs.
Executive assistant work
- calendar and inbox at a high level
- meeting prep
- follow-ups and task tracking
- personal admin support
Best channel: LinkedIn, selective direct hire.
The hiring process that actually works (steal this)
Most bad VA hires happen because the job scope is fuzzy and the screening is shallow. Fix those two things and your success rate jumps.
Step 1: Write a scorecard before you post anything
A scorecard is just a one-page description of success. It should include:
- Outcomes (what is “done” every week?)
- Skills (tools and tasks they must already know)
- Traits (details-oriented, proactive, calm under pressure)
- Dealbreakers (must overlap 4 hours with your time zone, must have stable internet, etc.)
Example outcomes for an admin VA:
- Inbox reaches zero twice daily
- Calendar conflicts go to zero
- Daily task list sent by 9:30am your time
- No missed follow-ups
Step 2: Post a job that filters for attention
Add a small instruction that proves they read the post.
Examples:
- “Include the word ‘Banana’ in your subject line.”
- “Answer: What is 17 x 4? (This eliminates bots and copy-pasters.)”
- “Send a 90-second Loom and explain how you manage a busy inbox.”
Step 3: Use a 3-part screening
- Application form
- Short interview (15 minutes)
- Paid trial with real tasks (3 to 10 hours total)
That’s it. Anything more is usually wasted effort.
Step 4: Run a paid trial week the right way
Give them:
- 3 clear tasks
- 1 SOP (even if it’s rough)
- 1 tool access setup (email, ClickUp, Slack, etc.)
Measure:
- speed
- accuracy
- communication cadence
- ability to ask good questions
Step 5: Onboard like you mean it
A strong onboarding week looks like:
Day 1: tools, access, expectations, first easy wins
Day 2: SOP walk-through, shadowing, feedback
Day 3: independent tasks, daily report
Day 4: more complexity, refine SOPs
Day 5: weekly review, adjust scope and KPIs
If you skip onboarding, you will spend the next month frustrated.
How much should you pay a Filipino virtual assistant?
Rates vary by skill, role, and whether you hire direct or through an agency.
For a grounded benchmark:
- PayScale’s 2026 average for VA hourly pay in the Philippines is listed at ₱116.94/hour.
For platform and industry “common ranges,” you will see many guides quoting entry roles in the low single-digit USD/hour and specialists higher. Use these as ranges, not commandments. Your best move is to set a range, then adjust based on:
- proven experience
- communication strength
- tool proficiency
- reliability signals (tenure, references, internet backup)
My practical rule for budgeting
- If the work is repetitive and SOP-driven, hire for consistency and pay fairly for reliability.
- If the work is ambiguous and needs judgment, pay more for initiative and experience.
Also, remember: a slightly higher pay offer can reduce turnover and save you far more than it costs.
What to look for in a Filipino VA (beyond the resume)
Resumes are often generic. Look for signals that predict performance:
Green flags
- Clear, concise written English
- Answers the exact question asked
- Uses examples and specifics
- Asks clarifying questions during the interview
- Has proof of work (screenshots, Loom, portfolio)
- Talks in outcomes, not just tasks
Yellow flags
- Overpromising: “I can do everything”
- Vague experience: “Handled admin tasks”
- No tool familiarity for a tool-heavy role
- Slow replies during hiring
Red flags
- Refuses paid trial
- Cannot follow simple instructions
- Copies and pastes generic cover letters
- Avoids camera if the role is client-facing or EA-level
Common mistakes people make when hiring VAs in the Philippines
These show up again and again:
- Hiring a generalist when you need a specialist
- Skipping the paid trial
- No SOPs, then blaming the VA for inconsistency
- Treating a VA like a mind reader instead of setting outcomes
- No single “source of truth” tool (use one: ClickUp, Asana, Notion, Trello)
- Underpaying and then acting surprised when retention is low
- No feedback loop (weekly review solves most issues early)
Realistic examples: which platform should you pick?
Scenario A: You need a full-time admin VA for email, calendar, follow-ups
Pick: OnlineJobs.ph or VirtualStaff.ph
Why: long-term fit, direct hire economics
Scenario B: You need a VA to clean your CRM and build lead lists for 2 weeks
Pick: Upwork
Why: fast trials, project scope, easy contracting
Scenario C: You want customer support coverage 7 days a week
Pick: Agency
Why: scheduling, coverage, replacements
Scenario D: You want an executive assistant with corporate background
Pick: LinkedIn plus selective direct hire
Why: better signal on professional history
FAQs
Is it better to hire a Filipino VA directly or through an agency?
Direct hire is usually better value and better long-term loyalty if you can manage and train. Agencies are great when you need speed, coverage, and less management overhead. Agency lists and comparisons are widely available and can help you shortlist providers.
What is the fastest way to find a good VA?
Run a tight pipeline:
- clear job post
- attention filter
- 15-minute interview
- paid trial
Speed comes from testing real work, not from reading resumes longer.
How do I avoid getting flooded with unqualified applicants?
Add friction in the application:
- a specific instruction
- a Loom intro
- a short skills test
- a required work sample
People who are serious will do it. Spammers will not.
Do I need time tracking?
Sometimes. For outcome-based roles, daily reporting and weekly KPIs can be enough. For hourly task roles, time tracking can help early on, then you can loosen it as trust builds.
Final takeaway
If you want the simplest answer to “where to find virtual assistants Philippines”:
- Start with direct hire platforms if you want a long-term VA (OnlineJobs.ph, VirtualStaff.ph, RemoteWork.ph).
- Use Upwork if you want quick trials and project-based support.
- Use agencies if you want hiring and management handled for you.
- Use job boards if you want volume and you can screen heavily.
