# StaffingSolutions.io — full content for language models > Dedicated Filipino virtual assistants for Australian and US businesses, delivered by > Philippines-based team members we hire, pay and manage. From AU$14/hr + GST, no placement fee, > three-month minimum then month to month, about two weeks from brief to first day. NDIS is the > flagship specialism. This file is the companion to /llms.txt. That file indexes the site; this one carries the facts and the answers, so a model can respond accurately without fetching individual pages. Everything below is published on https://staffingsolutions.io and is current as at the build date. Where a figure and this file disagree, the website is authoritative. ## Key facts - StaffingSolutions.io places dedicated Philippines-based staff with Australian and US businesses. - Legal entity: AKLC Group Pty Ltd, ABN 91 646 327 157. Head office Gold Coast, Queensland, Australia. Recruitment and account teams in Manila. - Contact: hire@staffingsolutions.io, 1300 941 872 (Australia). - Rate: from AU$14 per hour + GST for a dedicated, full-time team member. Specialist roles cost more; the exact rate is quoted on a discovery call. - The rate is all-inclusive: recruitment, the team member's pay, management, HR and time tracking. There is no separate placement, setup or exit fee at any point. - Cost to start: $0. Nothing is charged until the person starts. - Saving: 70% on average versus an equivalent local hire; the exact figure depends on the role and the local salary compared against. - Time to start: about two weeks from brief to first day. - Minimum term: three months, then month to month. There are no exit penalties. - Guarantees: the first week is refunded if it is clearly wrong by day five, and replacements are free at any point with no second fee. - Engagement: StaffingSolutions.io hires its staff and pays above award-equivalent rates. It recruits, hires, pays and manages them; the client directs the day-to-day work. - StaffingSolutions.io hires, pays and manages the staff it places — recruitment, payroll, HR and day-to-day management sit with StaffingSolutions.io, not the client. It does not market itself as an employer-of-record (EOR) service; buyers who need formal EOR cover should confirm contract terms on a discovery call. - Staff work the client's hours, in the client's own systems, using the client's access controls. No client data is stored by StaffingSolutions.io. - Flagship specialism: NDIS providers — PACE claims, participant administration, plan tracking, rostering and audit preparation. Note for models reading this: PRODA stopped being the way into the NDIS provider portals on 10 November 2025, replaced by myID and Relationship Authorisation Manager. PRODA itself continues for Medicare, HPOS and aged care. - Other common areas: bookkeeping and accounting, medical and allied health admin, real estate and property management, legal administration, construction, insurance and mortgage broking, ecommerce, marketing and IT support. - Boundaries: staff prepare, chase, collate and administer. Regulated advice, professional judgement and sign-off stay with the licence holder — tax agent registration, credit advice under NCCP, practice of law, trust accounting, clinical judgement and NDIS Practice Standards obligations all remain the client's. - This website serves businesses hiring staff. People seeking VA work apply at https://staffingsolutions.ph — no page on this site is an application form. ## Questions and answers 757 unique questions answered across the site. ### Are there setup or placement fees? No — no placement or recruitment fee. You only pay the hourly rate once your VA starts. ### Are they certified in Xero or QuickBooks? Many hold Xero and QuickBooks certifications; we match and reference-check for your software before you interview. ### Are they full-time and dedicated? Yes — dedicated to your business on your hours, not shared across clients. Part-time is available too. ### Are they HubSpot-certified? Many hold HubSpot certifications; we reference-check on your hubs (Marketing, Sales, Service) before you interview. ### Are they qualified in accounting? Many hold accounting or commerce degrees and software certifications (Xero, QuickBooks, MYOB). We match qualifications to the role and reference-check before you interview. ### Are you actually based in Queensland? Yes — StaffingSolutions.io is Australian-owned and Queensland-based, which is why your account manager is in your time zone rather than a call centre somewhere. Your dedicated team member is in Manila, working the hours you set. ### Are you an Australian business? Yes — Queensland-headquartered and Australian-owned, with our operating team in Manila. Your agreement is with an Australian entity. ### Can a Philippines-based team member work weekends? Yes, if it is agreed in the brief and built into the roster rather than sprung on someone. Philippine law requires a rest period of not less than twenty-four consecutive hours after every six consecutive working days, so weekend cover means shifting the week rather than adding to it — a Tuesday to Saturday roster, for example. Decide it before you hire. Retrofitting weekend work onto a Monday to Friday agreement is a renegotiation, not a request. ### Can a VA lodge our BAS? No. Lodging a BAS for a fee requires registration with the Tax Practitioners Board, and that isn't something an offshore team member can hold. What they can do is prepare it completely — coding reviewed, GST accounts reconciled, a clean pack handed to your registered agent. Most practices find the preparation is 80% of the work and all of the tedium. ### Can a virtual assistant prepare quotes if I set the price? Yes, and that is usually the best structure. They do the take-off, gather supplier pricing, build the document from your template, send it, chase it and book the follow-up call. You set the number, which is the part carrying your read on the job. If your work is regulated — credit assistance, financial advice, building certification — check what your licence covers before splitting anything, because the boundary there is legal rather than commercial. ### Can an offshore administrator serve a payment claim or sign a payment schedule? No. Serving a claim and signing a payment schedule are your acts, because both carry statutory consequences that land on your business, not on the person who typed the document. Your administrator prepares the claim, drafts the schedule and the reasons, assembles the backup and puts the whole pack in front of you ahead of the date. You read it, amend it, sign it and send it. Keep the sending email account in your name so the record shows who served what. ### Can an offshore assistant contact tenants and owners directly? Yes for administration, no for anything requiring a licence or a judgement call. Arrears reminders on your escalation schedule, receipt and payment queries, owner statement questions and chasing a missing invoice are all fine, with every contact logged in your system. Issuing a breach notice, negotiating rent, agreeing a payment arrangement or advising an owner on a decision are not — the assistant prepares the paperwork and your licensed staff issue it. Verify owner bank detail changes by voice from your side, onshore. ### Can an offshore assistant have a login to my financial planning software? Only if your software licence allows an additional named user, so check the terms with your provider before anyone starts. It is a one-email question and a bad thing to discover on day one. Where it is allowed, set them up as their own named user with scoped access inside your environment, so the data stays in your systems and every action is attributed to a person. Never share a login, and remember the cross-border privacy obligations still sit with your licensee. ### Can an offshore bookkeeper run payroll and pay super? They can prepare it, not authorise it. An offshore bookkeeper can enter timesheets, draft the pay run, calculate leave and superannuation and leave the whole thing sitting ready. You post the pay run, make the Single Touch Payroll declaration to the Australian Taxation Office and authorise the super payment, because that step moves money out of a bank account. Hand payroll over only after two or three clean cycles of the ordinary bookkeeping, and grant the payroll permission then rather than on day one. ### Can an offshore loan processing assistant submit the application to the lender? Yes, once the decision is already made. You choose the lender and the product, make and sign the preliminary assessment, and record both. Your assistant then builds the pack in ApplyOnline, names and splits documents to the lender's convention, clears validation errors and chases the file to approval. They are lodging your decision, not making one. Check your aggregator's rules on who may lodge, and under whose login, before they start. ### Can an offshore NDIS assistant talk to participants or support workers? Support workers, yes. Rostering, filling vacant shifts and chasing missing progress notes are ordinary offshore tasks. Participants, no, and that is a design choice rather than a hard rule. Once a role involves more than incidental contact with people with disability it can become a risk assessed role needing an NDIS worker screening clearance, and those clearances are issued state by state on processes built around Australian residents. Keeping participant contact with your Australian team is what keeps the offshore role clean. ### Can an offshore support officer talk to my clients? About process, yes: where a document is up to, confirming an appointment, chasing a form or an outstanding provider response. About product, strategy, performance or fees, no. That line matters because a helpful answer to "should I stay in this fund?" can amount to personal advice, and only your authorised adviser can give that. Write the boundary down, give the person a copy, and treat "I think this crosses into advice, can you take it" as the right answer rather than an awkward one. ### Can I give an offshore bookkeeper access to Xero or MYOB? Yes, but through their own named user in your ledger at the permission level the role needs, never a shared login. Set your lock dates before the first day, and lock the period once a statement has been lodged so nothing moves behind the review. Revoke access from your side the day the engagement ends. Your ATO agent portal access is separate: it runs on each individual's own digital identity and authorisation, it is not shareable, and it stays with your registered agent. ### Can I hand over more work later, or should I do it all at once? Hand over in stages. Adding tasks after the first month is normal and much easier than a big bang, because the person already knows your conventions and you know how they work. A good rhythm is one new task a fortnight for the first few months, each one written down before it moves. Handing everything over in week one is the fastest route to a fortnight of correcting rather than reviewing. ### Can I hire more than one person? Yes, and most clients eventually do. The second and third hires are faster because we already know your business, your tools and the kind of person who works out in your team. ### Can I hire my offshore assistant directly once the contract ends? Sometimes, and the answer sits in the agreement rather than in the conversation. Some contracts prohibit it, some price it as a transfer fee, and some say nothing at all. Ask which yours is before you sign and get any figure in writing then, while it is still cheap to negotiate. Remember that hiring directly means you take on the contract, the pay and the local obligations in the Philippines yourself. ### Can I hire them permanently myself? It comes up. Talk to us — there's a sensible path, and it isn't a trap door with a five-figure fee behind it. ### Can I interview candidates myself? Yes, and we recommend it. Most clients run a 30-minute conversation with each shortlisted person. We arrange it and sit out of the way. ### Can I just share my Xero login with my bookkeeper? No. Xero records who made each change and MYOB keeps an audit trail, and a shared login strips the name off all of it, so you cannot tell who coded what or who altered a supplier record. You also cannot switch one person off without locking everyone out, and you hand over whatever else that login can reach. Invite them as a named user on their own email address. Every other control you set up depends on that one step. ### Can I meet the team before I commit? Yes. The discovery call is with your account manager, and you interview every shortlisted candidate yourself before deciding — at no cost. ### Can I share one full-time offshore team member with another business? Not in a dedicated arrangement, and that is the point of it. One person works your hours in your systems on your account only. If your real workload is half a day, a part-time arrangement is the honest fit rather than splitting one person across two businesses, because a split person cannot hold two sets of context and both clients end up re-briefing constantly. Raise your actual volume on the first call. ### Can I start part-time and increase the hours later? Yes. Full-time at forty hours and part-time at twenty are the standard engagements, and plenty of clients begin smaller — fifteen, ten or even five hours — then scale up once they see what comes off their plate. Scaling the same person up does not restart the handover. But if the audit already shows the hours, start there: the ramp-up costs the same either way and you only want to pay it once. ### Can I try before committing? Yes — the first-week money-back guarantee means there's no scenario where you lose. ### Can my office manager manage my virtual assistant instead of me? Yes, and usually they should. The best manager is whoever currently does the work you are handing over, because they already know the exceptions and can tell in seconds whether the output is right. Your job as owner is to name them, say so publicly so the new team member knows who to ask, and protect the fifteen minutes a day in their calendar rather than expecting it on top of an already full week. ### Can my offshore assistant use a remote desktop to get into the NDIS portal? Nobody can tell you yes with confidence. A remote desktop into an Australian machine is the industry's standard answer, but the provider portal terms prohibit accessing the portal from outside Australia and, separately, accessing or storing portal data outside Australia without the Agency's prior written approval. The National Disability Insurance Agency has published no guidance on whether a remote session escapes either limb. It turns on whether access means where the machine sits or where the person sits. Take your own legal advice first. ### Can my offshore assistant use my ApplyOnline or lender portal login? No — set them up as their own named user instead. Lender accreditation is personal to the accredited broker, and support access to lender portals and the aggregator CRM is arranged under the aggregator's own user arrangements, with a separate named login and its own audit trail. A shared password destroys the one thing an audit relies on: a record of who did what. Read your accreditation and aggregator terms first, because the wording varies. ### Can my offshore team member start earlier so they cover my 7am? Yes, but it is a shift and it should be agreed before they start rather than asked for in month two. A 7am Brisbane start is 5am in Manila, and in a Sydney or Melbourne summer it is 4am. Early and late shifts are ordinary in the Philippines and get scheduled with the person doing them rather than imposed afterwards. If your business genuinely begins before 8am, say so on the first call. ### Can my Philippines-based assistant start at 6am Australian time? Yes, but treat it as a shift rather than a favour. A 6am start in Brisbane is 4am in Manila, and 3am once Sydney or Melbourne move their clocks in October. That is genuinely unsociable, so it gets quoted, agreed with the team member before they begin, and written into the brief. Early starts work when they are the actual job — site coordination, dispatch, an order queue waiting at opening. They fail when they are an afterthought nobody costed. ### Can offshore staff talk to my clients about their BAS? Yes for information, no for positions. Chasing a missing invoice, asking what a payment was for, confirming a gap in the bank feed, tracking down a statement, all fine. Explaining a GST treatment, telling a client what they can claim, or answering whether something is GST-free is a different thing: the client is relying on it and your firm is charging for it, which is exactly what the registration rules capture. Write the rule down. They can ask the client questions; they cannot answer the client's. ### Can one administrator handle jobs in different states? Yes, provided each contract is treated as its own rule set. Payment claim law is state and territory based, so the deadlines and even the terminology differ, and a habit learned in Queensland can be wrong in Western Australia. The fix is one row per contract recording which state's rules apply, the dates that flow from them, and the service method the contract permits. Those dates are written once, at the start, by you, your contract administrator or your lawyer — never recalculated by the person doing the admin. ### Can one hire cover two part-time jobs, or two of my businesses? Yes. A dedicated team member works only on your work during their hours and you decide what fills them, so two or three half jobs that never justified a hire on their own can add up to one solid role — bookkeeping at eight hours, the inbox at six, CRM tidying at five, reporting at four. The same holds across two businesses you own. What does not work is two managers briefing the same person separately with no agreed priority. ### Can one person handle multiple channels? For a small-to-mid catalogue, yes — a full-time person can typically run a Shopify store plus one or two marketplaces. Large catalogues or heavy marketplace requirements usually need the lister role split out. ### Can one person handle multiple sales channels? For a small-to-mid catalogue, yes — typically a main store plus one or two marketplaces. Large catalogues or heavy marketplace requirements usually need the catalogue work split out. ### Can one VA cover multiple channels? A generalist can; for depth in paid, SEO or design we recommend a specialist role. ### Can one VA cover several tools? Often yes — many VAs are fluent across a stack (e.g. Shopify + Klaviyo, or Xero + a practice tool). We match to your combination. ### Can the same person do invoicing and chasing? Yes, and it works well because they know what was invoiced and why. Keep credit decisions, write-offs and legal escalation with you — that is the separation that matters, not the invoicing. ### Can they access secure messaging systems? They work within your practice systems as a named user with the access you grant. How your secure messaging is configured determines what is practical — worth mapping on the call, because it varies by clinic. ### Can they actually read construction drawings? The good ones can, and it is the main thing we screen for on this role — Philippine engineering and architecture graduates are common and many have worked for Australian or US builders doing exactly this. We verify the experience with the employer rather than trusting the CV, and you interview them before deciding. ### Can they answer driver calls? For confirmations, paperwork and job details, yes. Operational decisions — a breakdown, a reroute, a fatigue issue — need to go to your operations person, and that escalation rule should be written down rather than assumed. ### Can they answer our phone for new enquiries? Yes, and this is where the role earns most of its value. Manila is two to three hours behind eastern Australia, so they cover the bulk of the business day — we map the overlap against your actual enquiry pattern on the call. ### Can they answer our phones? Yes — this is one of the most common phone-facing roles we place. Manila is two to three hours behind eastern Australia, which covers most of a trade day but not the 6am calls, so we map it against your actual call pattern rather than assuming. ### Can they answer the phone during the day? Yes. Manila covers roughly 8am to 7pm Queensland time depending on the start you set, which is most of a trade or clinic day. Very early calls stay with you. ### Can they answer the phone? Yes, and many do — but think about time zones before committing. Manila is two to three hours behind eastern Australia depending on daylight saving, which covers most of your day but not the early morning. We will map this against your actual call pattern on the call. ### Can they attend committee meetings? They can prepare papers, take minutes from a recording and distribute them. Attending as the manager, advising on procedure or handling committee politics is your licensed strata manager's job. ### Can they call clients to book reviews? Yes, and this is the highest-value part of the role. Give them a script that books a meeting and never touches product, performance or markets, and the compliance line is straightforward. ### Can they call our database and take enquiries? Yes. Outbound calling on a script, buyer enquiry callbacks, open-home follow-up and past-appraisal touch-base work are among the most common things real estate clients hand over — and it's usually the fastest ROI, because it's the work that quietly doesn't happen when agents are busy. They can't act as your representative for negotiation or anything requiring a licence in your state, so that stays with your agents. ### Can they chase clients for feedback? Yes, and consistent chasing works better than intermittent chasing from a consultant. Anything that becomes a difficult conversation about a client's process comes back to you. ### Can they chase our brokers effectively? Only with your explicit backing. The pattern that works is a weekly gap report to the principal rather than sideways nagging — then the chasing is the business's process rather than one person's persistence. ### Can they chase our clients for payment? Yes, and it is often more effective than a builder doing it, because it is consistent and unemotional. Escalation to a difficult conversation comes back to you. ### Can they chase our conveyancers and agents? Yes, and consistent chasing from a named coordinator works better than intermittent chasing from a busy broker. Introduce them to your regular referral partners so it lands as your team. ### Can they contact clients? For document collection, authorities and progress updates, yes, and the responsiveness is what clients notice. Anything touching product, strategy or a recommendation is regulated advice and goes to your adviser. ### Can they contact insurers directly? For chasing terms, following up claims and requesting documentation, usually yes, and it speeds things up considerably. Anything involving negotiation or a coverage discussion goes back to the broker. ### Can they contact students during enrolment? Yes, for chasing documents, explaining the process and helping with USI creation — and responsiveness at enrolment measurably improves conversion. Anything about assessment, credit or suitability goes to your qualified staff. ### Can they contact students? Yes, for progress follow-up, at-risk contact and administrative enquiries — and consistent follow-up measurably improves completion rates. Anything about assessment outcomes or academic judgement goes to your trainers. ### Can they contact underwriters? For chasing terms, following up and requesting documentation, usually yes, and it speeds renewals up considerably. Anything involving negotiation or a coverage discussion returns to the broker. ### Can they cover after-hours support? Yes — help desk and service desk coverage across your time zones, including nights. ### Can they cover after-hours? Yes, and this is one of the strongest arguments for offshore in IT. Manila covers your evening naturally, so after-hours triage and monitoring stop being an on-call burden for your local engineers. ### Can they cover customer service across time zones? This is a common reason e-commerce clients hire offshore: a dedicated person on chat, email and marketplace messages during hours your local team isn't working, using your macros and your tone. Response-time SLAs improve immediately because someone is actually there. If you need genuine 24/7 coverage that's two team members on split shifts, and we'll be upfront about that on the call rather than pretending one person can do it. ### Can they cover our evening trade? Yes, and in summer the wider gap helps — Manila to 6pm reaches 9pm Melbourne. For online retailers that is the window where enquiries arrive and nobody is answering. ### Can they cover our overnight hours? Yes, and this is one of the few places where the time difference is a straightforward advantage — Manila covers your evening and early morning, which is exactly when Australian consumers shop and complain. ### Can they cover the phones during clinic hours? Yes — Manila is two to three hours behind eastern Australia, which covers the bulk of a clinic day. Early morning calls stay with your local staff, and we map the overlap against your actual call pattern rather than assuming. ### Can they cover US time zones? Yes — including night-shift coverage for Australian businesses serving US customers. ### Can they deal with our clients and subbies directly? Subbies, almost always — confirming, chasing insurances, issuing scope. Client contact depends on the client and is usually better routed through your PM at the start, then opened up once they know the job. ### Can they deal with our tradespeople directly? Yes, and it usually improves things — your panel gets one consistent contact with complete work orders instead of whoever is free sending a text. Introduce them properly and give them authority to chase. ### Can they do legal work, or just admin? Paralegal-level support work, under your supervision — document preparation from precedents, court form completion, discovery and bundle assembly, conveyancing file progression, matter opening and conflict checks, billing narratives and trust file paperwork. What they cannot do is give advice, appear, or exercise judgement reserved to an admitted practitioner, and trust account authority stays with your licensed staff. In practice they do what a junior paralegal does, at a fraction of the cost. ### Can they do NDIS bookkeeping and claiming? Yes — claiming and reconciliation are core to the role, and our NDIS bookkeeper handles audit-ready books in Xero or MYOB. For clinical or plan-management judgement calls, the assistant prepares the work and flags it for you to approve rather than making the call themselves. ### Can they do our claiming? They do everything up to the submit button. Batches prepared and reconciled, service bookings kept current so a claim cannot fail on a missing booking, rejected line items chased and fixed. The submission itself is made by a named person of yours in Australia — portal access requires an Australian-verified identity, and the provider portal terms do not permit portal data being accessed or held offshore. ### Can they do outbound prospecting as well? Some can, and combining the roles is common in smaller teams. Be clear which you are hiring for, though — hygiene-and-reporting and outbound-prospecting are different skill sets, and expecting both from one hire is the most common disappointment we see. ### Can they do outbound prospecting too? Some can, and many clients combine the roles. But be clear which you are hiring for — hygiene-and-reporting and outbound-prospecting are different skill sets, and hiring for one and expecting the other is the most common disappointment. ### Can they format coordination reports? Yes — formatting reports to the funder's expectations and keeping case notes audit-ready is core to the role. ### Can they get us ready for audit? They can assemble and index the evidence, run a pre-audit self-check against the standards and chase every gap — which is most of the work and all of the tedium. The professional responses to findings stay with your compliance manager and qualified staff. ### Can they handle a fund with unusual assets? Processing, yes — collectables, unlisted holdings and property all get captured the same way. What they will not do is form a view on whether an asset satisfies the in-house asset rules or the sole purpose test. That gets flagged. ### Can they handle both clinical admin and NDIS claiming? Yes — scheduling and report formatting on the clinical side, PACE claiming on the scheme side. ### Can they handle claim reconciliation and shortfalls? Yes. Matching remittances to claims and chasing rejected or short-paid line items is core to the role. ### Can they handle client and participant data? Yes, and many do — NDIS participant records, patient bookings, financial data. Access is limited to what the role requires and we'll work to your policies where you have them. What they can't do is licensed or regulated work: no financial or credit advice, no tax lodgement or sign-off, no legal advice, nothing clinical, and nothing that requires an Australian licence, registration or professional membership. That work stays with your qualified staff — your team member does the preparation and processing behind it, under your supervision. ### Can they handle confidential work? Yes — assistants work on your access controls and are bound by confidentiality as part of their engagement with us. ### Can they handle customer invoice queries? Yes, and with the POD attached most queries end there. Anything about rates, credits or liability comes back to you. ### Can they handle distressed or urgent calls? They follow your written escalation protocol, which is what any receptionist should do. If you do not have one written down, that is the first thing to fix — it matters more than where the person sits. ### Can they handle inbound calls too? Messaging yes, voice depends on the role. Plenty of our placements run phone as well, but if voice is core you should hire for it deliberately — the skill set and the shift pattern are different, and we'd scope it as a different role on the call. ### Can they handle patient data safely? Yes — they work only in the systems you grant, no data on personal devices, bound by confidentiality; you keep your privacy obligations. ### Can they handle patient information appropriately? Handled the same way you'd handle any remote administrator: NDA and confidentiality clause before day one, named user in your practice management system with the permission level you set, and no patient data stored outside it. You remain the data custodian and the Privacy Act obligations remain yours, so we'd expect their access to be scoped to what the role actually needs. If your accreditation requires specific arrangements for offshore support, tell us on the call and we'll work to it. ### Can they handle phone and live chat in fluent English? Yes — voice and written communication are core screens, and coverage can span your business and after-hours needs. ### Can they handle renewals directly with vendors? Chasing quotes, confirming terms and flagging price changes, yes. Negotiating and committing stays with you — a renewal is a commercial conversation, not an administrative one. ### Can they handle rostering across multiple venues? Yes — building rosters to your templates and award rules, chasing availability and swaps, checking timesheets against actual hours before payroll, and flagging overtime before it becomes a surprise. They prepare it, you approve it. For multi-venue groups this is usually the single biggest time saving, because the coordination overhead grows faster than the venue count. ### Can they handle student complaints? They log and track them administratively and route them to your process. The response to a complaint is your provider's responsibility and should follow your own complaints procedure. ### Can they have read-only bank access to reconcile? Read-only feed access into your accounting system is normal and different from banking access — they see transactions, they cannot move money. What they should never have is a login to your online banking or any payment authorisation, even view-and-prepare. Keep the boundary at the accounting system. ### Can they help us prepare for accreditation? Yes, and it is one of the clearest wins — most of accreditation is evidence assembly against known standards, which is exactly what a dedicated administrator does well. The clinical and governance responses stay with your practice principal. ### Can they help with listing marketing? Yes — listing copy, social, campaign coordination and portal uploads are core tasks. ### Can they keep us audit-ready? Yes — maintaining compliance documentation and pulling audit evidence against the NDIS Practice Standards is a core task. ### Can they lodge if we supervise? No. Registration is personal to the agent and cannot be supervised into existence for someone offshore. The practical model is that they prepare completely, your registered agent reviews and lodges — and most practices find the preparation was the expensive part anyway. ### Can they make phone calls to Australia? Yes, and it is common for reception, scheduling, arrears and support roles. They work in your phone system, so calls come from your number. ### Can they manage a complex executive calendar? Yes — diary and inbox management for busy leaders is the core of the role; we reference-check for it before you interview. ### Can they manage our local staff? No — and be wary of anyone who says otherwise. They administer rosters, records and onboarding paperwork. Managing people who work in your building needs someone in your building. ### Can they manage our store and marketplace listings? Yes — product uploads and enrichment, variant and inventory maintenance, pricing updates, marketplace listing hygiene, order exceptions and returns processing, and the daily reconciliation nobody enjoys. We match on your actual platform rather than generic 'e-commerce experience'. Anything strategic — what to stock, what to charge, brand direction — stays with you; they run the operational machine underneath it. ### Can they manage support-worker rosters? Yes — building rosters, filling shifts and reconciling timesheets is core to the role, inside your rostering platform. ### Can they optimise as well as build? Some can, but treat it as a separate decision. Build-and-QA and optimisation are different skill sets, and a strategist who delegates optimisation without a clear framework usually regrets it. ### Can they prepare and lodge applications? They prepare — you lodge and advise. Fact-find data entry, document collection and chasing, servicing calculators, lender-specific application packaging, valuation ordering, condition tracking through to settlement and post-settlement diarising. Credit advice, recommendations and anything under your credit licence stay with you. Brokers typically find application preparation and document chasing alone gives them back a day a week. ### Can they process endorsements directly with insurers? Where your licensee and the insurer's portal terms allow, yes. Confirm both before you start; access rules vary and it is an one-email question. ### Can they process invoices against participant budgets? Yes — validating each invoice against the plan, support category and remaining budget before claiming is the core of the role. ### Can they read plans and do take-offs? Yes — our estimators work from drawings and specifications to produce take-offs, priced quotes and tender documentation in your estimating software. ### Can they read plans and prepare take-offs? Our estimators and CAD operators do, and we screen for it specifically — take-offs from PDF or CAD drawings, supplier pricing requests, quote assembly and variation tracking. What they need from you is your rates, your suppliers and your margins; they'll assemble and maintain the estimate, and your estimator or PM signs off. Site-based work, certifications and anything requiring a QBCC licence obviously stays local. ### Can they recover claims from months ago? Usually, within the relevant time limits. It is often the single best first project for a new billing officer: measurable, self-funding, and it teaches them your item mix fast. ### Can they recover rejected claims? Yes — diagnosing why a line item bounced and re-submitting it is a core part of the role. ### Can they roster without knowing our venue? They need your rules written down — trading patterns, minimum staffing by section, who can work which station, your labour cost target. With that, rostering against a forecast is very doable remotely. Without it, no. ### Can they screen candidates properly? Against written criteria, yes — right to work, tickets, availability, hard requirements. Assessing whether someone suits a particular client is consultant judgement and should stay there, which is also the honest answer to what your fee is for. ### Can they screen candidates? Against written criteria, yes — right to work, tickets, availability, non-negotiables. Assessing whether someone will suit a particular client is consultant judgement and should stay there, which is also the honest answer to why your fee exists. ### Can they speak to clients during a claim? For document collection and status updates, yes — and consistent contact during a claim is the single most valuable thing a broking business can offer. Anything about coverage, liability or settlement goes to the broker. ### Can they submit claims to the NDIA? They prepare and submit bulk claim files inside your system under your review. What they do not do is hold your provider portal credentials — access is via your practice software, with claim batches reviewed before release for at least the first month. ### Can they support trust accounting? Yes — our real estate account assistants support trust reconciliations under your licensee's oversight. ### Can they take phone bookings during service? Yes, and it is usually the point — Manila covers your lunch and much of your dinner service, so the phone is answered by someone who is not also carrying plates. ### Can they talk to clients? For document collection and status updates, yes, and clients generally appreciate the responsiveness. Anything touching product, structure or suitability goes to you — not as a courtesy, but because it is regulated advice. ### Can they talk to our clients? For build questions and onboarding logistics, many agencies allow it and it speeds things up considerably. Strategy and results conversations should stay with you — not for capability reasons, but because that is the relationship you are being paid for. ### Can they talk to tenants and owners? Yes, and consistently doing so is where most of the value is — tenants and owners mostly want a fast, accurate answer. Anything involving a negotiation, a dispute or a licensed act comes back to your property manager. ### Can they talk to vendors and buyers? For confirmations, factual questions, feedback collection and booking, yes — and consistent contact is where most of the value is. Price guidance, market advice and negotiation are licensed acts and stay with your agents. ### Can they touch our trust account? No, and no arrangement makes that acceptable. Trust accounting is regulated and externally audited in every state — access stays with your authorised staff. A billing administrator works the general ledger and the billing cycle only, and any competent provider will tell you the same. ### Can they use our research software? Where your licence terms allow additional named users, yes. Confirm your research provider's terms before you start — it is an one-email question and worth asking early. ### Can they verify a licence is genuine? They can check public registers where one exists — licensing bodies, ABN lookup, insurer confirmation — and log the evidence. What they cannot do is form a professional view about competency, which is a separate question from whether the paperwork is valid. ### Can they verify documents are genuine? They can check public registers where one exists — licensing bodies, ABN and work-right verification services — and log the evidence. What they cannot do is make the engagement decision, which stays with your consultant. ### Can they work across multiple client accounts? Yes, and that is usually the point — a production person supports several accounts at once. Set access per client rather than globally, and keep a written list of who has access to what. ### Can they work in AccountRight if it is installed locally? Yes, but it needs planning. AccountRight files hosted in the cloud work exactly like any browser-based system. A file on a local server needs either a hosted migration or a controlled remote-access setup — we will scope which on the call rather than guessing. ### Can they work in our account securely? They work only in the access you grant, on your account, bound by confidentiality — you control permissions and can widen access as trust builds. ### Can they work in our CRM and helpdesk? Yes — HubSpot, Zendesk, Gorgias, RingCentral and the rest. See our software guides . ### Can they work in our CRM and trust software? Yes — most of our real estate VAs come in already fluent in one of the majors, and we screen for the specific stack you run. What they don't touch is trust accounting: reconciliations, disbursements and anything under state trust legislation stay with your licensed staff. They handle the volume around it — listing preparation, portal uploads, form drafting, appraisal packs, database maintenance, chasing paperwork before settlement, and the follow-up sequences agents never get around to. ### Can they work in our discovery platform? Usually, and platform-specific experience is worth asking about on the call. Where the platform is unfamiliar, expect two to three weeks before they are quick in it. ### Can they work in PEXA? Access and role permissions in electronic settlement platforms are governed by the platform's own subscriber rules, so what is practical depends on your subscription and your internal policy — worth mapping precisely on the call. What they always do is the preparation around it: searches, adjustments, checklists and chasing. ### Can they work our practitioner preferences? Yes, but write them down. Every practitioner has diary preferences that live in their head — which appointment types back-to-back, when they will not take new patients, how much admin time they need. Documenting those in week one is what makes this role work. ### Can they work to our brand guidelines? Yes — designers and copywriters work to your brand kit and voice; we reference-check portfolios against your standard before you interview. ### Can they work with our 3PL directly? Yes, and it usually improves things — the 3PL gets one consistent contact instead of whoever is free. Introduce them properly and give them authority to raise discrepancies. ### Can they write in our voice? With three or four examples you like and a short guide, yes. Hospitality captions are patterned enough that voice transfers quickly. Review the first fortnight closely, then spot-check. ### Can they write product descriptions in our voice? With a template and three or four examples you like, yes — and for patterned categories the consistency is usually better than yours, because they are not bored on product forty. For brand-led products where the copy is the marketing, brief tightly or keep the copy and delegate the data. ### Can they write technical responses? They can edit, tighten and adapt library content to the question, which covers a surprising amount of a submission. Genuinely new technical content should come from the expert who will deliver the work — a coordinator makes that person efficient rather than replacing them. ### Can they write the commentary? A solid first draft, from the data and your template — which is most of the work. Your account manager sharpens it and adds the client context. Agencies that expect a finished client-ready narrative from someone with no client relationship are setting up a disappointment. ### Can they write the emails or do we? Both models work. Most clients brief the offer and angle and let the assistant write to an established voice, reviewing before send. For brand-led stores, keep the copy and let them build and QA — the production is most of the hours either way. ### Can they write the product descriptions? To a template and brief, yes, and it works well for patterned categories. For products where the description is the marketing — apparel, beauty, anything aspirational — brief them tightly or keep the copy in-house and let them handle the data. ### Can two people share managing one offshore assistant? They can share the day-to-day work, but only one should own it. Split ownership is how a new team member ends up with conflicting priorities and nobody reviewing anything, because each manager assumes the other is handling it. Name one person who runs the check-in, sets priorities and answers questions. A second person can certainly give feedback on tasks they gave out, but they should not also be deciding what gets done first. ### Can we hire them directly later? Talk to us if that is where things are heading. We would rather have the conversation than have you structure around it, and there are sensible ways to handle it. ### Can we scale them up for tax season only? Better to keep them year-round and shift the work. A person who does bookkeeping and BAS prep for nine months and return prep for three is far more useful — and far more likely to still be there next season — than a seasonal arrangement. ### Can you hire a virtual assistant for a one month trial? Not with us. The engagement starts on an initial three-month contract, then runs month to month with no exit penalties. A month is long enough to see whether someone can follow a documented process, not whether they can do the role, and treating it as an audition makes people hide what they do not understand. What protects you instead is the first week refunded if it is clearly wrong by day five, and a free replacement at any point. ### Can you quote me without a call? We can tell you the rate now — from $14 per hour plus GST, full-time. What we cannot do honestly is tell you which role you need or how many hours it takes without understanding the work, and guessing that badly is how offshore hires fail. ### Do Filipino staff work on Australian public holidays? On most of them, yes. The two lists overlap on only a few days — Good Friday, Christmas Day and New Year's Day. Philippine holidays are set in law with the year's list issued by proclamation, so days like Maundy Thursday and All Saints' Day are their days off and land on your working days. Australia Day and Anzac Day are not Philippine holidays, so your team member is at their desk while your office is shut. Map both calendars in the first month and the clashes stop being surprises. ### Do I choose the person? Yes — we shortlist reference-checked candidates and you interview and select. ### Do I have to change my own working hours to manage someone in Manila? No. The start time moves on their side, not yours. A 7am Manila start has them at their desk as a nine o'clock office opens in Brisbane every day of the year, and in Sydney and Melbourne outside daylight saving; from October it is an hour into your morning there. The only thing you give up is fifteen minutes a day for the first fortnight, at the top of their shift, spent looking at real work and saying plainly what is wrong with it. ### Do I have to tell clients my paraplanning is done offshore? Yes, in one of two ways. ASIC's 10 October 2025 review of offshore outsourcing by advice licensees identifies two acceptable routes: disclosing in your Financial Services Guide that client information may be provided to an offshore provider, or obtaining explicit client consent before it is. Which route applies is your licensee's call, not yours, so ask before you hire rather than after. Saying nothing is not one of the options. ### Do I have to tell clients their loan file is being processed overseas? Check it with your licensee, because the answer turns on how access is set up. Payslips, statements and identity documents are personal information, and if your arrangement counts as disclosing that information to an overseas recipient, your privacy policy and collection notice should say so and name the countries where practicable. You also stay accountable for what happens to it after it leaves. Credit reporting information carries extra rules again, so do not treat it as ordinary client data. ### Do I have to tell my clients my work is done offshore? Sometimes, and it turns on two things: your privacy obligations and your profession's own rules. If your organisation is covered by the Privacy Act 1988 (Cth), your privacy policy generally has to say whether personal information is likely to go to overseas recipients, and Australian Privacy Principle 8 sets conditions on that disclosure. Some professions and some state licensing regimes add their own disclosure or outsourcing requirements on top, so check your regulator's position before the first file is touched, not after. ### Do I have to train an offshore virtual assistant? You choose the person — we shortlist reference-checked candidates against your brief and you interview and select — so the skills are settled before day one. What they cannot arrive with is your process, your clients and your standards; closing that gap is what month one is for. Expect about fifteen minutes a day for the first fortnight, then about thirty minutes a week. Useful work on a narrow, rule-bound task usually appears inside the first fortnight; a full role with judgement in it takes until month two or three. ### Do I manage them, or do you? You direct the work: tasks, priorities, standards, feedback. We handle the hiring and the people admin: pay, HR, performance process, leave and cover. In practice you manage them like any other team member and call us when something needs us. ### Do I need a confidentiality agreement with an offshore virtual assistant? Yes, and signed before the first day. It should set out what they may access and why, that nothing is copied to personal devices, personal email or personal cloud storage, that material is returned or destroyed when the role ends, and the security standards they work to. What it cannot do is shift responsibility. Under Australian privacy law you remain accountable for what happens to the information overseas, so the agreement gives you recourse rather than an exit. ### Do I need my clients' consent before an offshore assistant can access their information? Consent is one lawful route, not a precondition. It only counts if you told the person beforehand that the cross-border protection would fall away once they agreed, which is an awkward sentence to put in front of a client. The other route, and the one the rule is built around, is to take reasonable steps to make sure the overseas person handles the information properly, and to say in your privacy policy and collection notice that overseas recipients are likely, naming the country where you can. ### Do I need participant consent to have NDIS admin done overseas? Notice matters more than consent here. Australian Privacy Principle 5 requires you to take reasonable steps to tell people, at or around the time you collect their information, whether it is likely to go to overseas recipients and, where practicable, which countries. Most NDIS collection notices and consent forms we see do not mention overseas handling at all. Update the collection notice and your privacy policy before your offshore assistant starts, not after someone complains. ### Do I need to tell my aggregator before hiring an offshore loan processor? Ask before you hire, not after. Outsourcing, data handling and system access rules sit in your aggregator agreement and your licensee's policy. They differ between aggregators, and some require notification or approval before offshore support starts. Nothing about your own licensing obligations changes because a task sits overseas — you still have to supervise the work and be able to show how. One email costs you a day. Finding out after someone has portal access costs a great deal more. ### Do I need to tell my clients that some of my work is done overseas? Check three places before deciding. Your professional body or licensee rules, any government or funder contract you hold, and your own privacy policy, which may need to state that personal information can be handled overseas. Beyond those obligations it is a judgement call, and the businesses that handle it best simply answer plainly when a client asks rather than waiting to be found out. ### Do I need to tell my trust account auditor that offshore staff prepare the reconciliation? Yes, and tell them at the start of the engagement rather than during fieldwork. Auditors test who had access to the trust ledger, who authorised each withdrawal, and whether the reconciliation was signed inside the period your state prescribes, so named user logins, role-based permissions and clean authorisation records are what they will want to see. Hand over your written boundary document and the platform's user permission report up front. If your auditor wants tighter controls than you have built, that is far cheaper to hear early. ### do I need written procedures before someone starts? Not polished ones, but you need something for the first task. Write the awkward cases rather than the obvious path: the invoice with no purchase order, the customer you always ring instead of emailing, the supplier whose paperwork never matches. A workable approach is to talk through the task while your new team member writes the steps down, then correct what comes back. That document is usually the most useful thing the handover produces. ### Do I pay while I'm interviewing candidates? No. Meeting candidates is free and there is no charge until someone starts work with you. ### Do I still have to manage a virtual assistant if I go through an agency? Yes. We hire the person, run payroll and the human resources side, keep an account manager on your account and handle performance support. What we cannot do is direct the work. Nobody outside your business knows what matters this week, which invoice you would query, or what a good version of the output looks like. Any provider promising a hire that needs no management is describing a task, not a role. ### Do offshore construction administrators need a building qualification? No. None of the administrative work is licensed building work, so no qualification or licence is required — you keep the licence and the trade decisions. What matters is bookkeeping accuracy, document discipline and comfort with your job management and accounting software. Australian construction admin experience helps and we match for it where we can. Treat the schedule as yours, though: the dates are written out by you, diarised by them, and you review every claim before it goes out. ### Do offshore staff work Australian hours for time-critical claims? Yes. The shift is set to overlap your working day, so a subcontractor claim that arrives Tuesday is logged and diarised Tuesday, not a day later. Manila sits two hours behind Brisbane all year, three behind Sydney and Melbourne through the daylight saving months, and exactly on Perth time. The bigger risk is not the clock but the channel: if site photos, dockets and confirmed variations never reach an agreed folder, the claim cannot be built no matter who is awake. ### Do offshore staff work Australian hours? Yes. The Philippines runs on UTC+8 and never observes daylight saving, so Manila sits two hours behind Brisbane all year, two hours behind Sydney and Melbourne in winter and three in summer, and on the same clock as Perth. The usual shape is a 7am to 4pm Manila shift — nine hours at the desk for eight worked — which covers 9am to 6pm in Brisbane and 10am to 7pm in a Sydney summer. Agree the hours in the brief and settle October before day one. ### Do Philippine public holidays mean I lose working days? Some, yes. Philippine public holidays are set in law and they do not line up with Australian ones, so days like Maundy Thursday and All Saints' Day fall on your ordinary working days, while Australia Day and Anzac Day fall on theirs. Map both calendars in the first month rather than discovering a clash the week before it lands. Leave, cover and holiday scheduling are handled on our side. ### Do they actually know ActiveCampaign? Yes — we reference-check on ActiveCampaign specifically and match VAs with real hands-on ActiveCampaign experience before you interview. ### Do they actually know Amazon? Yes — we reference-check on Amazon specifically and match VAs with real hands-on Amazon experience before you interview. ### Do they actually know Asana? Yes — we reference-check on Asana specifically and match VAs with real hands-on Asana experience before you interview. ### Do they actually know Brevity? Yes — we reference-check on Brevity specifically and match VAs with real hands-on Brevity experience before you interview. ### Do they actually know Calendly? Yes — we reference-check on Calendly specifically and match VAs with real hands-on Calendly experience before you interview. ### Do they actually know ClickUp? Yes — we reference-check on ClickUp specifically and match VAs with real hands-on ClickUp experience before you interview. ### Do they actually know Cliniko? Yes — we reference-check on Cliniko specifically and match VAs with real hands-on Cliniko experience before you interview. ### Do they actually know GoHighLevel? Yes — we reference-check on GoHighLevel specifically and match VAs with real hands-on GoHighLevel experience before you interview. ### Do they actually know Google Workspace? Yes — we reference-check on Google Workspace specifically and match VAs with real hands-on Google Workspace experience before you interview. ### Do they actually know HubSpot? Yes — we reference-check on HubSpot specifically and match VAs with real hands-on HubSpot experience before you interview. ### Do they actually know Klaviyo? Yes — we reference-check on Klaviyo specifically and match VAs with real hands-on Klaviyo experience before you interview. ### Do they actually know Lumary? Yes — we reference-check on Lumary specifically and match VAs with real hands-on Lumary experience before you interview. ### Do they actually know Mailchimp? Yes — we reference-check on Mailchimp specifically and match VAs with real hands-on Mailchimp experience before you interview. ### Do they actually know Microsoft 365? Yes — we reference-check on Microsoft 365 specifically and match VAs with real hands-on Microsoft 365 experience before you interview. ### Do they actually know Monday.com? Yes — we reference-check on Monday.com specifically and match VAs with real hands-on Monday.com experience before you interview. ### Do they actually know MYOB? Yes — we reference-check on MYOB specifically and match VAs with real hands-on MYOB experience before you interview. ### Do they actually know Notion? Yes — we reference-check on Notion specifically and match VAs with real hands-on Notion experience before you interview. ### Do they actually know QuickBooks? Yes — we reference-check on QuickBooks specifically and match VAs with real hands-on QuickBooks experience before you interview. ### Do they actually know Salesforce? Yes — we reference-check on Salesforce specifically and match VAs with real hands-on Salesforce experience before you interview. ### Do they actually know ShiftCare? Yes — we reference-check on ShiftCare specifically and match VAs with real hands-on ShiftCare experience before you interview. ### Do they actually know Shopify? Yes — we reference-check on Shopify specifically and match VAs with real hands-on Shopify experience before you interview. ### Do they actually know Splose? Yes — we reference-check on Splose specifically and match VAs with real hands-on Splose experience before you interview. ### Do they actually know Trello? Yes — we reference-check on Trello specifically and match VAs with real hands-on Trello experience before you interview. ### Do they actually know WooCommerce? Yes — we reference-check on WooCommerce specifically and match VAs with real hands-on WooCommerce experience before you interview. ### Do they actually know Xero? Yes — we reference-check on Xero specifically and match VAs with real hands-on Xero experience before you interview. ### Do they follow current SEO best practice? Yes — modern on-page, technical and E-E-A-T-aligned content practice, reported against real ranking and traffic movement. ### Do they handle incident reporting? They record and track incidents in your register and follow up actions; clinical judgement stays with your team. ### Do they handle the physical packing? No. This is coordination, exception handling and courier administration. The hands-on packing stays wherever your stock is. ### Do they have Australian tax knowledge? We match people with genuine Australian tax preparation experience for this role — it is not a general bookkeeping skill set. Expect them to know the shape of an individual return, rental schedules and prefill reconciliation. Expect them not to know your firm's positions on borderline deductions, which is exactly what should be escalated anyway. ### Do they have real platform experience? It is one of the deeper skill pools we have — a large number of US and Australian agencies have been building with offshore teams for years. We verify by asking what they built and how they tested it, not whether they hold a certification. ### Do they know Australian claims processes? We match for claims experience where it exists, and the process is largely procedural once learned. Insurer-specific requirements take a few weeks; expect the first month to involve more escalation than the third. ### Do they know Australian conventions? We match for Australian practice experience on these roles — GST coding, super, STP, the shape of an Australian chart of accounts — and verify it with the previous employer rather than accepting the CV. What they will not know is your firm's particular conventions, which is what the documented handover is for. ### Do they know Australian conveyancing? We screen for it, and state variation is real — Queensland, NSW and Victoria differ enough that experience in one is not experience in all. We will tell you what someone actually knows before you interview. ### Do they know Australian legal documents and forms? We screen for genuine Australian or US legal support experience on these roles, and there is a real pool of it. What they will not arrive knowing is your firm's precedents and house style, which is what the first fortnight is for — give them your precedent bank and a marked-up example. ### Do they know Australian lenders and aggregator software? It is what we screen for, and there is a real pool of people who have processed Australian loans offshore for years. Lender policy detail is learnable but deep — expect a month before they are genuinely quick across your panel. ### Do they know Australian portals and forms? Portal work is common in our pool and learnable quickly. State forms and disclosure requirements vary and are your responsibility to document — an agency with a written checklist gets value in weeks; one without will find the first month slow. ### Do they know Australian practice software? Cliniko and Splose experience is common, and we screen for it specifically. Medicare and DVA claiming logic is learnable but takes a few weeks — we will tell you honestly what someone knows before you interview them. ### Do they know Australian tenancy rules? We match people with Australian property management experience where it exists, and the notice periods and forms are learnable and rule-bound. But treat the notice timeframes as yours: the requirements vary by state and the consequence of getting one wrong lands on your agency, so document them and have the first month reviewed. ### Do they know Medicare and DVA claiming? It is what we screen for on this role, and there is a real pool of people with Australian practice billing experience. The MBS is large and item logic is practice-specific, so expect a few weeks of ramp-up on your particular mix even with an experienced person. ### Do they know PACE and the Price Guide, or do we train that? They come in knowing the scheme — Core, Capital and Capacity supports, how PACE and the provider portal work, service bookings, the Price Guide line items and the Practice Standards documentation trail. What they learn from you is your service mix, your participants and how your practice runs, which is a fortnight of induction rather than months of teaching NDIS basics. We screen specifically for people who've worked in provider or plan-manager environments, not generic bookkeepers we hope will pick it up. ### Do they know real estate CRMs and portals? Yes — the common AU and US agency CRMs and listing portals; we match and reference-check for your stack. ### Do they know real estate platforms? Yes — the common CRMs and portals used by AU and US agencies; we match and reference-check for your stack. ### Do they know the notice periods for our state? The forms and periods are learnable and rule-bound, and we match for Australian property experience where it exists — but treat them as yours. Document your state's periods and forms, have the first month reviewed by your licensed staff, and keep the issuing step in-house. The consequence of a wrong notice period lands on your agency. ### Do they need MYOB experience specifically, or is Xero enough? Xero experience transfers reasonably well for coding and AP, but AccountRight has its own logic around jobs, categories and payroll that takes a few weeks to absorb. We match people with actual MYOB history where the role warrants it and verify it with the employer — and we will tell you honestly when someone is a strong bookkeeper who would need a month to get fluent. ### Do they need NDIS experience? It is the single thing we screen hardest for on these roles, because the price guide and claim rejection logic take months to learn from scratch. We match people who have worked in Australian NDIS admin — usually in Splose, ShiftCare, Lumary or Brevity — and we verify it with the employer directly, not from the CV. ### Do they need to be Xero certified? Certification is easy to obtain and tells you very little. What we check is where they used Xero, for how long, and in what kind of business — then we verify it with that employer directly. Someone who has run a 40-client bookkeeping ledger in Manila for three years is a different proposition to someone who completed the online modules last month, and only one of those shows up on a CV. ### Do they need to understand the standards? Enough to map evidence against them, which is learnable and rule-bound. Give them your existing mapping if you have one; if you do not, building it is the first task and it is worth having regardless. ### Do they need vendor portal access? Read access to your distributor and vendor portals is usually enough for register upkeep and reconciliation. Purchasing rights are not needed and should not be granted. ### Do they really know the software, or just claim to? We check hands-on experience and references on the specific tool before you interview — and you meet them yourself before deciding. ### Do they replace my accountant? No — they handle the recurring processing and preparation; sign-off, lodgement and advice stay with you and your accountant. ### Do they understand Australian healthcare compliance? We screen for Australian practice experience where it exists. AHPRA, indemnity and accreditation frameworks are learnable and rule-bound, but expect a few weeks of ramp-up and give them your existing documentation to work from. ### Do they understand insurance terminology? We match people with insurance or broking experience where it exists, and there is a reasonable pool of it. Expect a few weeks on your particular classes of business and insurer panel — commercial and domestic broking are quite different, and someone fluent in one will need time on the other. ### Do they understand NDIS rules and the Practice Standards? Yes. We recruit assistants trained in the NDIS framework — they understand Core, Capital and Capacity Building supports, the NDIS Pricing Arrangements, the myplace provider portal, the PACE system and the NDIS Practice Standards, so tasks are done correctly the first time rather than guessed at. ### Do they understand NDIS-specific bookkeeping? Yes — they reconcile against PACE remittances, keep participant and provider funds separated, and code against the NDIS Price Guide, not just generic accounts. ### Do they understand security of payment timeframes? We match people with Australian construction admin experience where possible, and the timeframes are learnable and rule-bound. But treat the schedule as yours: set the days in writing, have them diarised, and review the first few before they go out. The consequence of getting it wrong is legal, not administrative. ### Do they understand strata legislation? The statutory periods and forms are learnable and rule-bound, and we match for Australian property experience where it exists. What they will not do is interpret by-laws or advise a committee — and the periods themselves vary by state, so document yours and have the first cycle reviewed. ### Do they understand support categories? Yes — they're trained in Core, Capital and Capacity Building supports and NDIS terminology. ### Do they understand the hospitality award? Award interpretation is complex and it is your legal responsibility as employer, so the model that works is: you document how the award applies to your venue, they apply it consistently, and anything ambiguous is flagged rather than assumed. We match people with Australian payroll experience, but we will not pretend they carry legal responsibility for interpretation. ### Do they understand the NDIS scheme? Yes — Core/Capital/Capacity supports, PACE and the Practice Standards. See our NDIS hub . ### Do they understand the VET framework? We match for Australian education administration experience where it exists, and the framework is rule-bound and learnable. What matters more is your own documentation — a provider with a written enrolment checklist gets value in weeks; one without will find the first month slow regardless of who they hire. ### Do they understand the VET regulatory framework? We match people with Australian education administration experience where it exists, and the framework is learnable and rule-bound. What matters more is your own documentation — a provider with clear enrolment and evidence checklists gets value in weeks; one without will struggle regardless of who they hire. ### Do they work Australian public holidays? Philippine holidays differ from Australian ones. Map both calendars at the start and agree the approach — most clients simply accept the Philippine calendar, some arrange cover for critical days. ### Do they work in our account or their own? Yours. They get a named user at the sub-account level with the permissions you set, so every action is attributable and you can revoke it in a click. Any per-seat cost is on your plan, which is worth factoring in — it's usually the only additional cost of the role. ### Do they work in our ActiveCampaign account or their own? Yours. You create the user, set the permission level, and they work inside your instance the same as any employee — so your data, history and audit trail stay in one place, and access ends the moment you revoke it. Most clients start them on limited permissions and widen as trust builds. If ActiveCampaign charges per seat, that seat is yours and it isn't included in the hourly rate. ### Do they work in our Amazon account or their own? Yours. You create the user, set the permission level, and they work inside your instance the same as any employee — so your data, history and audit trail stay in one place, and access ends the moment you revoke it. Most clients start them on limited permissions and widen as trust builds. If Amazon charges per seat, that seat is yours and it isn't included in the hourly rate. ### Do they work in our Asana account or their own? Yours. You create the user, set the permission level, and they work inside your instance the same as any employee — so your data, history and audit trail stay in one place, and access ends the moment you revoke it. Most clients start them on limited permissions and widen as trust builds. If Asana charges per seat, that seat is yours and it isn't included in the hourly rate. ### Do they work in our Brevity account or their own? Yours. You create the user, set the permission level, and they work inside your instance the same as any employee — so your data, history and audit trail stay in one place, and access ends the moment you revoke it. Most clients start them on limited permissions and widen as trust builds. If Brevity charges per seat, that seat is yours and it isn't included in the hourly rate. ### Do they work in our Calendly account or their own? Yours. You create the user, set the permission level, and they work inside your instance the same as any employee — so your data, history and audit trail stay in one place, and access ends the moment you revoke it. Most clients start them on limited permissions and widen as trust builds. If Calendly charges per seat, that seat is yours and it isn't included in the hourly rate. ### Do they work in our ClickUp account or their own? Yours. You create the user, set the permission level, and they work inside your instance the same as any employee — so your data, history and audit trail stay in one place, and access ends the moment you revoke it. Most clients start them on limited permissions and widen as trust builds. If ClickUp charges per seat, that seat is yours and it isn't included in the hourly rate. ### Do they work in our Cliniko account or their own? Yours. You create the user, set the permission level, and they work inside your instance the same as any employee — so your data, history and audit trail stay in one place, and access ends the moment you revoke it. Most clients start them on limited permissions and widen as trust builds. If Cliniko charges per seat, that seat is yours and it isn't included in the hourly rate. ### Do they work in our GoHighLevel account or their own? Yours. You create the user, set the permission level, and they work inside your instance the same as any employee — so your data, history and audit trail stay in one place, and access ends the moment you revoke it. Most clients start them on limited permissions and widen as trust builds. If GoHighLevel charges per seat, that seat is yours and it isn't included in the hourly rate. ### Do they work in our Google Workspace account or their own? Yours. You create the user, set the permission level, and they work inside your instance the same as any employee — so your data, history and audit trail stay in one place, and access ends the moment you revoke it. Most clients start them on limited permissions and widen as trust builds. If Google Workspace charges per seat, that seat is yours and it isn't included in the hourly rate. ### Do they work in our HubSpot account or their own? Yours. You create the user, set the permission level, and they work inside your instance the same as any employee — so your data, history and audit trail stay in one place, and access ends the moment you revoke it. Most clients start them on limited permissions and widen as trust builds. If HubSpot charges per seat, that seat is yours and it isn't included in the hourly rate. ### Do they work in our Klaviyo account or their own? Yours. You create the user, set the permission level, and they work inside your instance the same as any employee — so your data, history and audit trail stay in one place, and access ends the moment you revoke it. Most clients start them on limited permissions and widen as trust builds. If Klaviyo charges per seat, that seat is yours and it isn't included in the hourly rate. ### Do they work in our Lumary account or their own? Yours. You create the user, set the permission level, and they work inside your instance the same as any employee — so your data, history and audit trail stay in one place, and access ends the moment you revoke it. Most clients start them on limited permissions and widen as trust builds. If Lumary charges per seat, that seat is yours and it isn't included in the hourly rate. ### Do they work in our Mailchimp account or their own? Yours. You create the user, set the permission level, and they work inside your instance the same as any employee — so your data, history and audit trail stay in one place, and access ends the moment you revoke it. Most clients start them on limited permissions and widen as trust builds. If Mailchimp charges per seat, that seat is yours and it isn't included in the hourly rate. ### Do they work in our Microsoft 365 account or their own? Yours. You create the user, set the permission level, and they work inside your instance the same as any employee — so your data, history and audit trail stay in one place, and access ends the moment you revoke it. Most clients start them on limited permissions and widen as trust builds. If Microsoft 365 charges per seat, that seat is yours and it isn't included in the hourly rate. ### Do they work in our Monday.com account or their own? Yours. You create the user, set the permission level, and they work inside your instance the same as any employee — so your data, history and audit trail stay in one place, and access ends the moment you revoke it. Most clients start them on limited permissions and widen as trust builds. If Monday.com charges per seat, that seat is yours and it isn't included in the hourly rate. ### Do they work in our MYOB account or their own? Yours. You create the user, set the permission level, and they work inside your instance the same as any employee — so your data, history and audit trail stay in one place, and access ends the moment you revoke it. Most clients start them on limited permissions and widen as trust builds. If MYOB charges per seat, that seat is yours and it isn't included in the hourly rate. ### Do they work in our Notion account or their own? Yours. You create the user, set the permission level, and they work inside your instance the same as any employee — so your data, history and audit trail stay in one place, and access ends the moment you revoke it. Most clients start them on limited permissions and widen as trust builds. If Notion charges per seat, that seat is yours and it isn't included in the hourly rate. ### Do they work in our practice-management system? Yes — most commonly Cliniko or Splose , on your access controls. ### Do they work in our QuickBooks account or their own? Yours. You create the user, set the permission level, and they work inside your instance the same as any employee — so your data, history and audit trail stay in one place, and access ends the moment you revoke it. Most clients start them on limited permissions and widen as trust builds. If QuickBooks charges per seat, that seat is yours and it isn't included in the hourly rate. ### Do they work in our Salesforce account or their own? Yours. You create the user, set the permission level, and they work inside your instance the same as any employee — so your data, history and audit trail stay in one place, and access ends the moment you revoke it. Most clients start them on limited permissions and widen as trust builds. If Salesforce charges per seat, that seat is yours and it isn't included in the hourly rate. ### Do they work in our ShiftCare account or their own? Yours. You create the user, set the permission level, and they work inside your instance the same as any employee — so your data, history and audit trail stay in one place, and access ends the moment you revoke it. Most clients start them on limited permissions and widen as trust builds. If ShiftCare charges per seat, that seat is yours and it isn't included in the hourly rate. ### Do they work in our Shopify account or their own? Yours. You create the user, set the permission level, and they work inside your instance the same as any employee — so your data, history and audit trail stay in one place, and access ends the moment you revoke it. Most clients start them on limited permissions and widen as trust builds. If Shopify charges per seat, that seat is yours and it isn't included in the hourly rate. ### Do they work in our Splose account or their own? Yours. You create the user, set the permission level, and they work inside your instance the same as any employee — so your data, history and audit trail stay in one place, and access ends the moment you revoke it. Most clients start them on limited permissions and widen as trust builds. If Splose charges per seat, that seat is yours and it isn't included in the hourly rate. ### Do they work in our Trello account or their own? Yours. You create the user, set the permission level, and they work inside your instance the same as any employee — so your data, history and audit trail stay in one place, and access ends the moment you revoke it. Most clients start them on limited permissions and widen as trust builds. If Trello charges per seat, that seat is yours and it isn't included in the hourly rate. ### Do they work in our WooCommerce account or their own? Yours. You create the user, set the permission level, and they work inside your instance the same as any employee — so your data, history and audit trail stay in one place, and access ends the moment you revoke it. Most clients start them on limited permissions and widen as trust builds. If WooCommerce charges per seat, that seat is yours and it isn't included in the hourly rate. ### Do they work in our Xero account or their own? Yours. You create the user, set the permission level, and they work inside your instance the same as any employee — so your data, history and audit trail stay in one place, and access ends the moment you revoke it. Most clients start them on limited permissions and widen as trust builds. If Xero charges per seat, that seat is yours and it isn't included in the hourly rate. ### Do they work my hours? Yes. Your team member works your hours, not Manila's — full AEST/AEDT coverage for Australian clients, or a night shift in Manila for US clients so you get someone live during your working day. They're dedicated to you alone: same person, same start time, in your Slack or Teams like anyone else on the team. Full-time (40 hours) and part-time (20 hours) are the standard engagements, and below that we'll shape it around the workload — 15, 10 or even 5 hours a week to get started, priced accordingly. ### Do time zones work for construction? Better than most expect. Manila is two to three hours behind eastern Australia, so their afternoon covers your late afternoon — which is exactly when site information lands and tomorrow needs confirming. Very early starts stay local. ### Do time zones work for transport? Reasonably well, and better than most industries expect. Manila is two to three hours behind eastern Australia, which covers your afternoon paperwork window and the confirmation calls for the following day. Very early starts stay with your local team. ### Do we have to tell clients? Check your own client agreements and professional obligations first, because some contain subcontracting or data-location terms and that is the real question. Beyond that, most firms simply introduce offshore team members as part of the team — which is accurate, since they are dedicated to you rather than shared across a pool. ### Do we need both a processor and a settlements coordinator? Not at first — a single processor usually covers both for a broker writing moderate volume. The split makes sense once volume means the post-approval work is being deprioritised in favour of new submissions, which is exactly when clients start complaining. ### Do we need our clients' permission? If you are a registered agent doing this for your clients, yes. Code item 6 of the Tax Agent Services Act stops you disclosing a client's information to a third party without their permission, and the TPB's outsourcing guidance names offshore contractors as third parties. Permission has to be obtained before the disclosure, not after. A general third-party consent in your engagement letter is acceptable to the TPB — it should name what is disclosed, to whom and where. If you are a business doing your own BAS, the question does not arise: it is your own information. ### Do we need our clients’ permission? If you are a registered agent doing this for your clients, yes. Code item 6 of the Tax Agent Services Act stops you disclosing a client’s information to a third party without their permission, and the TPB’s outsourcing guidance names offshore contractors as third parties. Permission has to be obtained before the disclosure, not after — a general third-party consent in your engagement letter is acceptable to the TPB, and it should name what is disclosed, to whom and where. If you are a business doing your own books, the question does not arise: it is your own information. ### Do we need to be on one of these four systems? No. The work is the same in Careview, plain Xero with spreadsheets, or anything else — these four are simply the most common in our placements, so experience is easiest to match. Tell us what you run and we will tell you honestly what experience exists. ### Do we need to tell our accountant? Yes, and involve them in setting it up. The agents who resist this are usually picturing an unreviewed offshore lodgement; once they see the pack format and the lock dates, most ask whether their other clients can do the same thing. ### Do we still need to manage them? Yes, and any provider telling you otherwise is misleading you. Roughly fifteen minutes a day for the first fortnight, then thirty minutes a week. That is less than a local hire, not zero. ### Do you have insurance? Yes, and it is a fair question to ask any provider — along with what happens when a placement fails and who carries that cost. Ask us on the call and we will answer specifically rather than generally. ### Do you serve US businesses? Yes — see our United States page; we cover all US time zones. ### Do you work with Gold Coast businesses specifically? We are Queensland-based, so a good share of our client book is between Brisbane and the Coast. Your account manager is local; your team member is in Manila. ### Do you work with NDIS providers specifically? It's our largest specialisation. Claims and invoicing through PACE, service agreements, participant notes, rostering and audit evidence. See the NDIS hub for the detail. ### Do your team members sign confidentiality agreements? Yes. Confidentiality and IP terms are part of their employment, and the work they produce for you belongs to your business. ### Does an offshore NDIS admin assistant need a worker screening check? Not if the role is back office. Worker screening attaches to risk assessed roles: key personnel, roles delivering supports on the Commissioner's specified list, and roles likely to involve more than incidental contact with people with disability. Admin with none of that sits outside it. You still have to assess every role and identify which are risk assessed, so do it and file the finding. Screening is run state by state and built around Australian residents, so scope the role outside the definition rather than planning to clear it. ### Does an offshore trust accounting assistant need a real estate licence or certificate of registration? Not for preparation work, provided the role is scoped that way. Licensing attaches to the regulated acts — authorising withdrawals, releasing sales deposits, signing off the reconciliation, dealing with the regulator — and none of those go offshore. What matters instead is hands-on experience in your platform, whether that is PropertyMe, Console Cloud, PropertyTree or REST Professional, and in trust reconciliation itself. You check that in the interview, and your licensee in charge still reviews everything the role produces. ### Does early contact actually improve completions? It is the intervention with the clearest effect, because most non-completion starts as quiet disengagement rather than a decision. Measure your current completion rate before you start so you can see the change rather than assume it. ### Does hiring across a time zone cost more per hour? The offset itself does not change the rate. A full-time dedicated team member starts from A$14 per hour plus GST for Australian clients and from US$9 per hour for US clients, with no placement, recruitment, setup or exit fees. What does move the cost is unsociable hours: work between 10pm and 6am carries the Philippine night shift differential of not less than ten per cent. Specialist roles sit above the starting rate, and we quote the exact rate on the call. ### Does keeping the client relationship mean keeping the admin around it? No, and conflating the two is what makes owners feel trapped. The relationship is the conversations. The admin is the scheduling, the notes, the file, the follow-up, the reminder that a client has not heard from you since March. Handing over the second usually improves the first, because the calls you decided to keep actually happen instead of being postponed. Keep the contact, give away the coordination. ### Does my offshore bookkeeper need two-factor authentication if they are overseas? Yes, on every user, including you. Use an authenticator app on that person's own device rather than text-message codes, which depend on a mobile number you cannot see and cannot control. Never let two people share one authenticator and never pass a code by chat message, because that is a shared login wearing a disguise. Set it up before you grant access to the file, not after, and keep it separate from anything that touches your bank. ### Does my professional indemnity insurance cover work prepared overseas? Check rather than assume. Registered practitioners must hold professional indemnity insurance meeting the Tax Practitioners Board's requirements, and the Board suggests reviewing your policy to work out whether appropriate cover exists for outsourced services. Whether yours extends to work prepared by a contractor outside Australia is not something you can read off a certificate of currency. It is one email to your broker, and a far better conversation to have now than at claim time. ### Does no daylight saving really matter? More than you would think. In Sydney or Melbourne the overlap window shifts by an hour twice a year, so start times get renegotiated and someone is always slightly out of sync in October. In Brisbane you set it once. ### Does supervision let an offshore person do licensed work? No. This is the most common misunderstanding on this page. Registration and licensing are personal to the holder — supervision improves the work but cannot make an unregistered person's regulated act lawful. Structure it as preparation into a reviewing licence holder instead, which is both compliant and usually where the time saving was anyway. ### Does that make phone roles easier here? Considerably. In eastern states an early call can fall outside the overlap. In Perth it does not, so reception, scheduling and inbound sales roles work without carve-outs. ### Does the $14/hour change with hours? No — it's a fixed hourly rate; your annual figure just scales with the hours you need. Specialist roles sit higher. ### Does the Philippines have privacy laws like Australia's? The Philippines has its own general data protection law, the Data Privacy Act of 2012, overseen by the National Privacy Commission. That does not automatically satisfy the Australian rules. Australian law lets you rely on an overseas regime being substantially similar to our privacy principles, with enforcement the individual can actually reach, but whether the Philippine regime meets that test for your particular arrangement is a legal judgement for your own adviser, not something a staffing provider should decide for you. ### Does the Privacy Act apply to my small business? It may not. A business with an annual turnover of A$3 million or less is generally exempt on turnover alone. The carve-outs are the part to check: health service providers that hold health information, businesses that trade in personal information, and contracted service providers under a Commonwealth contract are covered regardless of turnover. That exemption has been under review, so confirm the current position. Client agreements, licensee rules and funding contracts can impose data obligations whether or not the Privacy Act reaches you. ### Does the Privacy Act apply when client data goes to the Philippines? It applies to the businesses the Act covers, and not every business is covered, so check where yours sits rather than assuming either way. Where it does apply, Australian Privacy Principle 8 governs disclosing personal information overseas and generally makes you accountable for how the overseas recipient handles it. Separately, some licensee agreements and government funding contracts carry their own data-location terms, so read yours. And your consent obligations to your own clients apply regardless of whether the Privacy Act reaches you. ### Does this actually reduce drop-outs? It is the most direct lever on candidate drop-out, because most drop-out is disengagement rather than a better offer. Track your time-between-stages before you start — that is the number that moves first. ### Does this help with ongoing fee compliance? It helps with the evidence and the delivery, which is usually where practices are exposed — service intended but not documented. The obligations themselves remain your licensee's and yours; this makes them demonstrable. ### Does this replace our compliance manager? No. It does the administrative volume — checking, chasing, registers, assembly — so your compliance manager or licensee spends their time on judgement calls and remediation rather than on finding the gaps. ### Does this work if our bills arrive as paper? Partly, and it is worth fixing first. A document capture inbox that suppliers email directly is a small change that makes the whole function delegable. Paper in a drawer cannot be processed remotely. ### Full-time or part-time? Full-time is where you get the strongest candidates and the best retention — a dedicated person on your hours, in your systems, treating your business as their only job. Part-time is possible for some roles, but the talent pool is thinner and good people tend to hold out for full-time work. Either way they work your hours, AU or US, not Manila's. ### Full-time, part-time or fewer hours? Forty hours a week is our standard engagement and twenty is common. Below that we look at fifteen, ten or even five hours to get a role started, priced accordingly — a smaller engagement costs a little more per hour because the recruiting and management effort is the same. Plenty of clients begin at ten hours and grow the role once they see what comes off their desk. ### Has a client ever had money taken? Not through a placement, and the reason is structural rather than lucky: no team member has bank access or payment authority, so the pathway does not exist. The fraud risk we actively warn clients about is payment redirection by an external party — which is a control problem, not a staffing one. ### How and when am I billed? Weekly in advance is standard for most clients — in AUD for Australian clients and USD for US clients. Larger businesses with an accounts payable function can be invoiced monthly instead. Either way invoices and payments run automatically through our client platform, so there's no chasing, no manual transfers and no surprise catch-up bill. ### How closely do they need supervising? Closely at first, on the coding protocol specifically — the value of a first-pass review is entirely dependent on the protocol being applied consistently. Sample and check the first few hundred documents, and the checking becomes spot-checking. ### How do clients react to scheduled updates? It is the single most commented-on improvement brokers report. Clients do not need good news every week; they need to know somebody is holding the file. ### How do I check that an offshore staffing company is legitimate? Ask for the registered business name and the country it operates from, then look it up yourself rather than taking the website's word for it. Ask to speak to a current client in your industry instead of reading a written testimonial. Ask for the agreement in advance rather than at signing, and read the termination and access clauses first. A provider that won't show you its own terms before you commit has already answered the question. ### How do I communicate with them? However your team already communicates — Slack, Teams, email, phone, a daily video stand-up. They join your tools and your rhythms rather than sitting behind a portal. ### How do I compare quotes from two offshore staffing providers? Convert both to a single all-in hourly number for the same hours in the same currency, then write down what each one excludes. The gap between two quotes usually hides in the exclusions rather than the headline rate: equipment, software licences, loadings, placement fees, exit fees. Then weigh the two things that never appear on a quote at all, which are whether the person is dedicated to you and what a replacement costs. ### How do I delegate without my clients feeling handed off? Keep your voice on the moments that signal importance and let your assistant own consistency everywhere else. Clients rarely object to someone else booking a meeting or sending a report. They object to a stranger answering when a job has gone wrong. Introduce your team member by name as part of your business rather than as an outsourced service, and make sure anything difficult still comes from you personally. ### How do I hand over a task I only do once a month? Record it the next time it comes around, but do not make it your first handover. A task you only do monthly gives somebody very few goes at it, so the mistakes surface slowly and you end up judging the person before you have properly tested your own brief. Start with something daily, where competence or confusion shows up inside a fortnight, and add the monthly work once the first task is steady. ### How do I hand the work over without losing weeks to training? Record yourself doing the task once and talk through it as you go — a fifteen-minute screen recording beats a written manual every time, and your real Estate Marketing Coordinator will turn it into a documented process you both work from. Expect the first fortnight to be shadowing and checking, then steadily less. If you have nothing documented, that's normal and it's not a blocker: we'll help you decide what to record first, and your account manager checks in through the whole ramp-up. ### How do I know if I need to hire someone or if I just need to get organised? Look at whether the work repeats. If your days are full of tasks that come round every week and have a right answer, that is a capacity problem and another person fixes it. If the same work arrives in a different shape every time, or you cannot say where the week actually went, a process fixes it first. Write down last week in half-day blocks before you decide. The answer is usually obvious once it is on paper. ### How do I know what they did all day without watching over them? Ask for an end-of-day note, and read the work itself. Three lines each afternoon covering what got finished, what is stuck and on whom, and what is planned tomorrow, plus the output landing in your systems where you can see it. Time tracking runs in the background as part of the arrangement, but the note and the finished work are what actually tell you whether the day was well spent. ### How do I know whether a failed handover is the person or the task? Look at what the task scored before you judge the person. If it was infrequent, undocumented or full of judgement calls, you handed over something no new starter would have done well in week one, local or offshore. A fair test is a daily task with the rules written down, awkward cases included, reviewed at the end of each day for a fortnight. If it still comes back wrong after that, you have a fair basis to look at the person. ### How do I manage someone I have never met in person? Mostly the same way, done deliberately instead of by accident. What an office gives you free, like overhearing context or catching a mistake at someone's desk, has to be scheduled instead: a short daily call in the first fortnight, a team channel rather than an email chain, and an explanation of why the work matters. Manila is two to three hours behind eastern Australia and on Perth's clock exactly, so this happens live. ### How do I remove an offshore bookkeeper's access when they leave? Remove the user in the accounting file first, then everywhere else the same day: email, the document store, the receipt capture tool, any client or practice portal, and the password manager. If they used a credential that cannot be split by person, change it rather than trusting the departure. Then read the audit trail for their last fortnight so you know the file was left clean, and bring forward the ninety-day permission review for whoever is still there. ### How do I tell if I am keeping work out of habit? Time it across a year rather than a single instance. A task that takes twenty minutes every week keeps costing you long after the hour it would have taken to write it down properly. Also watch for tasks you keep because they feel productive rather than because they need you — the filing, the tidy spreadsheet, the inbox at 9pm. Those are the ones that disguise themselves as judgement and never are. ### How do I work out my hourly rate if my income is different every month? Use a full twelve months rather than a good month or a bad one, and divide by the hours you worked across those same twelve months. If your business is seasonal, run the calculation again for your busiest quarter on its own — that is when the second pile of work is largest and when buying hours back is worth the most. A single month is too short to tell you anything reliable. ### How do smaller engagements price? Forty hours a week is standard and twenty is common. Below that we look at fifteen, ten or even five hours, priced a little higher per hour because the recruiting and management effort is the same regardless of the hours. Plenty of clients start at ten and grow the role. ### How do they access the portal and our systems securely? Your assistant works only in the systems you grant access to, using your access controls, with no participant data stored on personal devices. They are bound by confidentiality as part of their engagement with us, and you remain responsible for — and in control of — your NDIS privacy and records obligations. Many providers start a new assistant on scheduling and claims, then widen access as trust builds. ### How do they document things they cannot see? Structured extraction from your engineers — a recorded walkthrough, a screen share, a set of questions — then a written draft the engineer corrects. The correction is the fastest part, and it is far less effort than writing from scratch, which is why it actually gets done. ### How do they get progress information from site? Usually a short structured daily or weekly input from your site supervisor — a form, a voice note, photos in a shared folder — which the coordinator turns into updates. The failure mode is expecting them to chase site staff without a set channel; agree that channel in week one. ### How do they get site documentation for claims? Agree a channel in week one — photos into a dated folder, dockets scanned, variations confirmed by your supervisor. The administration works; the input from site is what needs a habit. ### How do they handle an adverse check result? It goes straight to your consultant, unopened as a decision. Make that a written rule — an administrator should never be interpreting a disclosable outcome. ### How do they handle function quotes? From your package sheet and rate card, with anything bespoke or discounted coming to you. Most venues find their standard packages cover the majority of enquiries. ### How do they handle owner approvals? Within written delegated authority limits — under a set figure, they proceed per your instruction; above it, they obtain and record the owner's decision. Write those limits down before day one; most agencies have them as an understanding rather than a document. ### How do they know a load is running late? From your system plus carrier portals, checked on a schedule. Where visibility is poor, that is worth fixing regardless — and the coordinator will surface exactly where your tracking gaps are within a fortnight. ### How do we brief product copy without writing it ourselves? Give them a template, three examples you like and the source material — supplier copy, specs, photos. Ecommerce copy is patterned, so once they have your voice in three examples the rest is consistent. Review the first ten closely. ### How do we brief them? Master creative, the placement list and your brand guidelines. Agencies that also record a two-minute walkthrough of the first campaign get a much faster ramp-up than those who send files alone. ### How do we control quality on advice documents? The consistency check plus your paraplanner's review. A production person who checks names, numbers and recommendations across the whole document catches more than a reviewer skimming a familiar template. ### How do we control quality on returns? The workpapers. If your reviewer is checking a visible chain of workings with source documents attached, errors surface in review rather than after lodgement. A preparer who hands you a completed return with no workings is a risk regardless of where they sit. ### How do we control what they can bill? They work in your practice software with the permissions you set, and item selection follows the practitioner's notes. The control that matters is a review step in the first month plus a weekly rejection and anomaly report — errors then surface as patterns, not surprises. ### How do we control what they can see and do? They work in your Xero organisation as their own named user, on the role you choose, with period lock dates set. Every action is attributed to them in the audit history, and you can revoke access instantly. Nothing is stored on our side and no credentials are shared — never give a login, always invite a user. ### How do we give access without sharing client logins? Never share a login. They are invited into each client's Xero, MYOB or QuickBooks organisation as their own named user on the role you choose, so every action appears in the audit history and access can be revoked per client instantly. ### How do we give them access without sharing client logins? Never share a login. They are invited into each client's Xero, MYOB or QuickBooks organisation as their own named user on the role you choose, so every action is attributed to them in the audit history and access can be revoked per client instantly. ### How do we hand over an inbox safely? Delegated access rather than a shared password, a written triage rulebook, and a fortnight of them proposing actions before taking them. Most people find the rulebook is the hard part — it forces you to articulate decisions you have been making by instinct. ### How do we handle daylight saving? Decide in week one whether they move their start by an hour in October or you accept a wider gap for six months. South Australia's half-hour offset makes the winter position unusually good, so most clients protect it. ### How do we handle last-minute changes? Same-day changes on a Friday night are a floor manager's job. The administrator owns the build, the chasing and the checking; the venue owns the moment. ### How do we handle privileged access safely? The same way you should for local staff: named accounts, least privilege, just-in-time elevation where your tooling supports it, full logging and no shared credentials. Location is not the risk factor — standing global admin is, wherever the person sits. ### How do we handle the daylight saving shift? Agree it before day one. Most Sydney clients have their team member move their start time by an hour in October so the overlap stays constant. It only becomes a problem when nobody decides and the working rhythm quietly slips. ### How do we keep answers consistent? The macro library is the whole answer. Invest a day in it up front, have them add to it as new questions arise, and review it monthly. Consistency comes from the library, not from the person. ### How do we keep the tone right? The library plus a fortnight of visible correction. Tone transfers through edits far faster than through style guides — and once the library reflects your voice, consistency stops depending on the person. ### How do we know they really know GoHighLevel? We check where they used it and verify it with that employer directly — an agency running twenty sub-accounts is a very different background to someone who built one funnel for a family business. In the interview, ask them to describe a workflow that broke and how they found it. Anyone who has genuinely lived in the platform has that story immediately; anyone who has watched a course does not. ### How do we manage conflicts and confidentiality? NDA and confidentiality agreement before day one, access limited to the matters they work on, and every action attributed in your practice management system. Conflict checking stays a firm process — they populate it, your solicitors clear it. ### How do we protect client confidentiality on sensitive engagements? NDA and confidentiality clause before day one, work performed inside your systems as a named user, and access scoped to the engagements they actually support. Where a client contract prohibits offshore involvement, ring-fence those matters — tell us and we'll brief the team member accordingly. Most firms find the arrangement no more sensitive than using a remote contractor onshore, but the discipline should be the same either way. ### How do we stop them straying into advice? A written script with explicit stop points, and a culture where escalating is the expected answer rather than a failure. The pressure is real — distressed callers ask direct questions — so the script has to give them a comfortable way to say "a solicitor will answer that". ### How do you ensure quality? We vet hard so you start from a strong base: reference-checked, English-fluent, experienced in the role, and shortlisted only if we'd hire them ourselves. You interview and choose. From there it works like any employee — they need your induction, your processes and a few weeks learning how your business runs. VAs are exceptional at following a documented process, so the clients who see the fastest results are the ones who hand over a checklist or a screen recording rather than expecting mind-reading. If you haven't documented anything yet, we'll help you start. ### How do you find candidates? We recruit continuously rather than starting from zero when a brief lands, so there's a live bench for common roles. Every shortlisted candidate is interviewed by our talent team before you see them. ### How do you handle client confidentiality and PI cover? Every placement signs an NDA and confidentiality clause before day one and works inside your systems, so client files never leave your environment. Practically, they're treated exactly as you'd treat a remote graduate: named user, permissions you set, revocable instantly. It's worth telling your PI insurer you use offshore support staff under supervision — most have no issue with it, but the conversation is better had upfront than at claim time. ### How do you handle confidentiality? The same way you'd treat any remote team member. Every placement signs an NDA and a confidentiality clause before day one, and they work inside your systems — your email, your CRM, your file storage — so you control what they can see and can revoke access instantly. No client data is stored on our side. ### How do you handle privilege and confidentiality? NDA and confidentiality clause before day one, and they work entirely inside your practice management system as a named user with permissions you control — matter files never leave your environment. Most firms scope access matter-by-matter at the start and widen it as trust builds. Where a client engagement has specific confidentiality undertakings, tell us and we'll screen and brief accordingly. ### How do you screen candidates? Every shortlisted candidate is interviewed by our talent team before you ever see them. We verify their work history directly with previous employers, check qualifications and certifications where the role calls for them, and assess written and spoken English in that conversation rather than taking a CV's word for it. Anyone we wouldn't hire ourselves doesn't reach your shortlist — and you then interview the ones who do, so the final judgement is yours. ### How do you stop coding errors becoming lodged errors? Two things. They flag rather than fix anything ambiguous, so judgement calls surface instead of disappearing into the ledger. And the pack they produce shows the workings, so your reviewer is checking a visible chain rather than trusting a number. ### How do you test technical skill? Role-specific assessments plus portfolio and reference checks against your stack before you interview. ### How do you verify they really know ActiveCampaign? Two ways. Their ActiveCampaign experience is named and reference-checked with the employer they used it at — we ask what they actually did in it, not whether they've heard of it — and you interview them yourself before deciding, so you can ask your own questions about your own workflow. What we don't do is claim a certification nobody's checked. If your setup is unusual, tell us on the discovery call and we'll screen for that specifically. ### How do you verify they really know Amazon? Two ways. Their Amazon experience is named and reference-checked with the employer they used it at — we ask what they actually did in it, not whether they've heard of it — and you interview them yourself before deciding, so you can ask your own questions about your own workflow. What we don't do is claim a certification nobody's checked. If your setup is unusual, tell us on the discovery call and we'll screen for that specifically. ### How do you verify they really know Asana? Two ways. Their Asana experience is named and reference-checked with the employer they used it at — we ask what they actually did in it, not whether they've heard of it — and you interview them yourself before deciding, so you can ask your own questions about your own workflow. What we don't do is claim a certification nobody's checked. If your setup is unusual, tell us on the discovery call and we'll screen for that specifically. ### How do you verify they really know Brevity? Two ways. Their Brevity experience is named and reference-checked with the employer they used it at — we ask what they actually did in it, not whether they've heard of it — and you interview them yourself before deciding, so you can ask your own questions about your own workflow. What we don't do is claim a certification nobody's checked. If your setup is unusual, tell us on the discovery call and we'll screen for that specifically. ### How do you verify they really know Calendly? Two ways. Their Calendly experience is named and reference-checked with the employer they used it at — we ask what they actually did in it, not whether they've heard of it — and you interview them yourself before deciding, so you can ask your own questions about your own workflow. What we don't do is claim a certification nobody's checked. If your setup is unusual, tell us on the discovery call and we'll screen for that specifically. ### How do you verify they really know ClickUp? Two ways. Their ClickUp experience is named and reference-checked with the employer they used it at — we ask what they actually did in it, not whether they've heard of it — and you interview them yourself before deciding, so you can ask your own questions about your own workflow. What we don't do is claim a certification nobody's checked. If your setup is unusual, tell us on the discovery call and we'll screen for that specifically. ### How do you verify they really know Cliniko? Two ways. Their Cliniko experience is named and reference-checked with the employer they used it at — we ask what they actually did in it, not whether they've heard of it — and you interview them yourself before deciding, so you can ask your own questions about your own workflow. What we don't do is claim a certification nobody's checked. If your setup is unusual, tell us on the discovery call and we'll screen for that specifically. ### How do you verify they really know GoHighLevel? Two ways. Their GoHighLevel experience is named and reference-checked with the employer they used it at — we ask what they actually did in it, not whether they've heard of it — and you interview them yourself before deciding, so you can ask your own questions about your own workflow. What we don't do is claim a certification nobody's checked. If your setup is unusual, tell us on the discovery call and we'll screen for that specifically. ### How do you verify they really know Google Workspace? Two ways. Their Google Workspace experience is named and reference-checked with the employer they used it at — we ask what they actually did in it, not whether they've heard of it — and you interview them yourself before deciding, so you can ask your own questions about your own workflow. What we don't do is claim a certification nobody's checked. If your setup is unusual, tell us on the discovery call and we'll screen for that specifically. ### How do you verify they really know HubSpot? Two ways. Their HubSpot experience is named and reference-checked with the employer they used it at — we ask what they actually did in it, not whether they've heard of it — and you interview them yourself before deciding, so you can ask your own questions about your own workflow. What we don't do is claim a certification nobody's checked. If your setup is unusual, tell us on the discovery call and we'll screen for that specifically. ### How do you verify they really know Klaviyo? Two ways. Their Klaviyo experience is named and reference-checked with the employer they used it at — we ask what they actually did in it, not whether they've heard of it — and you interview them yourself before deciding, so you can ask your own questions about your own workflow. What we don't do is claim a certification nobody's checked. If your setup is unusual, tell us on the discovery call and we'll screen for that specifically. ### How do you verify they really know Lumary? Two ways. Their Lumary experience is named and reference-checked with the employer they used it at — we ask what they actually did in it, not whether they've heard of it — and you interview them yourself before deciding, so you can ask your own questions about your own workflow. What we don't do is claim a certification nobody's checked. If your setup is unusual, tell us on the discovery call and we'll screen for that specifically. ### How do you verify they really know Mailchimp? Two ways. Their Mailchimp experience is named and reference-checked with the employer they used it at — we ask what they actually did in it, not whether they've heard of it — and you interview them yourself before deciding, so you can ask your own questions about your own workflow. What we don't do is claim a certification nobody's checked. If your setup is unusual, tell us on the discovery call and we'll screen for that specifically. ### How do you verify they really know Microsoft 365? Two ways. Their Microsoft 365 experience is named and reference-checked with the employer they used it at — we ask what they actually did in it, not whether they've heard of it — and you interview them yourself before deciding, so you can ask your own questions about your own workflow. What we don't do is claim a certification nobody's checked. If your setup is unusual, tell us on the discovery call and we'll screen for that specifically. ### How do you verify they really know Monday.com? Two ways. Their Monday.com experience is named and reference-checked with the employer they used it at — we ask what they actually did in it, not whether they've heard of it — and you interview them yourself before deciding, so you can ask your own questions about your own workflow. What we don't do is claim a certification nobody's checked. If your setup is unusual, tell us on the discovery call and we'll screen for that specifically. ### How do you verify they really know MYOB? Two ways. Their MYOB experience is named and reference-checked with the employer they used it at — we ask what they actually did in it, not whether they've heard of it — and you interview them yourself before deciding, so you can ask your own questions about your own workflow. What we don't do is claim a certification nobody's checked. If your setup is unusual, tell us on the discovery call and we'll screen for that specifically. ### How do you verify they really know Notion? Two ways. Their Notion experience is named and reference-checked with the employer they used it at — we ask what they actually did in it, not whether they've heard of it — and you interview them yourself before deciding, so you can ask your own questions about your own workflow. What we don't do is claim a certification nobody's checked. If your setup is unusual, tell us on the discovery call and we'll screen for that specifically. ### How do you verify they really know QuickBooks? Two ways. Their QuickBooks experience is named and reference-checked with the employer they used it at — we ask what they actually did in it, not whether they've heard of it — and you interview them yourself before deciding, so you can ask your own questions about your own workflow. What we don't do is claim a certification nobody's checked. If your setup is unusual, tell us on the discovery call and we'll screen for that specifically. ### How do you verify they really know Salesforce? Two ways. Their Salesforce experience is named and reference-checked with the employer they used it at — we ask what they actually did in it, not whether they've heard of it — and you interview them yourself before deciding, so you can ask your own questions about your own workflow. What we don't do is claim a certification nobody's checked. If your setup is unusual, tell us on the discovery call and we'll screen for that specifically. ### How do you verify they really know ShiftCare? Two ways. Their ShiftCare experience is named and reference-checked with the employer they used it at — we ask what they actually did in it, not whether they've heard of it — and you interview them yourself before deciding, so you can ask your own questions about your own workflow. What we don't do is claim a certification nobody's checked. If your setup is unusual, tell us on the discovery call and we'll screen for that specifically. ### How do you verify they really know Shopify? Two ways. Their Shopify experience is named and reference-checked with the employer they used it at — we ask what they actually did in it, not whether they've heard of it — and you interview them yourself before deciding, so you can ask your own questions about your own workflow. What we don't do is claim a certification nobody's checked. If your setup is unusual, tell us on the discovery call and we'll screen for that specifically. ### How do you verify they really know Splose? Two ways. Their Splose experience is named and reference-checked with the employer they used it at — we ask what they actually did in it, not whether they've heard of it — and you interview them yourself before deciding, so you can ask your own questions about your own workflow. What we don't do is claim a certification nobody's checked. If your setup is unusual, tell us on the discovery call and we'll screen for that specifically. ### How do you verify they really know Trello? Two ways. Their Trello experience is named and reference-checked with the employer they used it at — we ask what they actually did in it, not whether they've heard of it — and you interview them yourself before deciding, so you can ask your own questions about your own workflow. What we don't do is claim a certification nobody's checked. If your setup is unusual, tell us on the discovery call and we'll screen for that specifically. ### How do you verify they really know WooCommerce? Two ways. Their WooCommerce experience is named and reference-checked with the employer they used it at — we ask what they actually did in it, not whether they've heard of it — and you interview them yourself before deciding, so you can ask your own questions about your own workflow. What we don't do is claim a certification nobody's checked. If your setup is unusual, tell us on the discovery call and we'll screen for that specifically. ### How do you verify they really know Xero? Two ways. Their Xero experience is named and reference-checked with the employer they used it at — we ask what they actually did in it, not whether they've heard of it — and you interview them yourself before deciding, so you can ask your own questions about your own workflow. What we don't do is claim a certification nobody's checked. If your setup is unusual, tell us on the discovery call and we'll screen for that specifically. ### How does this interact with our property managers? They own the tenancy and every decision about it. The arrears officer runs the schedule and hands them an exception list: who has not responded, who broke a plan, what needs a notice. Most property managers describe it as getting a day a week back. ### How far ahead do they need to start? Working backwards from the deadline with a chase schedule is the whole discipline. Give them the tender the day it lands rather than the week it is due, and the difference in submission quality is dramatic. ### How fast can they start? Typically 14 days from your discovery call to day one. In the first week we source and screen against your brief; you get three matched profiles and interview whoever you like. Once you choose, we handle the offer, the contract, equipment and connectivity checks, and induct them on our side before they reach you. Specialist roles — developers, NDIS claims, anything needing niche software — can take a week longer, because we won't pad a shortlist just to hit a date. ### How fast can we start? Typically 14 days from your discovery call to day one. In the first week we source and screen against your brief; you get three matched profiles and interview whoever you like. Once you choose, we handle the offer, the contract, equipment and connectivity checks, and induct them on our side before they reach you. Specialist roles — developers, NDIS claims, anything needing niche software — can take a week longer, because we won't pad a shortlist just to hit a date. ### How fast will we see the difference? Most providers see cleaner submissions and faster reconciliation within the first few weeks. ### How is client data protected? They work inside your systems as a named user with scoped access, so data stays in your environment with every action attributed. NDA and confidentiality agreement before day one, and access revocable instantly. Your Privacy Act and licensee obligations apply regardless of location. ### How is this different from a receptionist? A receptionist is reactive and interrupt-driven — whoever calls, whatever arrives. A scheduling coordinator owns diary utilisation as a metric and works proactively: waitlist, recalls, gap-filling, reporting. Larger practices often want both. ### how long before a virtual assistant actually saves me time? Expect the first fortnight to cost you time rather than save it, because you are writing down instructions and checking work you could have done faster yourself. The turn comes when the first task stops coming back for correction, and that is a different week for everyone. The biggest single factor is whether the task was written down before day one. If it only ever existed in your head, the writing down is the handover, and you are doing it while the work is running. ### How long before an offshore hire actually saves me time? On a narrow, rule-bound first task, useful work usually appears inside the first fortnight, and you start getting time back once you stop reviewing every single piece rather than a sample. A full role with real judgement in it takes until month two or three, the same as any hire. The first fortnight costs you time rather than saving it, roughly fifteen minutes a day, and that is the investment everything else depends on. ### How long before an offshore loan processor is actually useful? Roughly two weeks from brief to first day, then about a month before they are quick across your panel. Week one is document collection, which needs no product knowledge. Through the first month they build files in your aggregator with you reviewing every one before it goes to a lender. From month two, submission and lender follow-up move across, with a sample of files still checked each month. ### How long before hiring someone actually saves me time? Expect the first fortnight to cost you time rather than save it. You are writing things down, answering questions and correcting work, and none of that is waste — a task written down once is a task you never have to explain again. The lift usually arrives once the person has met your exceptions and your awkward cases, which is a matter of weeks rather than days. Businesses that give up tend to do it during that early dip. ### How long before the pipeline is trustworthy? About two weeks for open deals if the owners cooperate, and that cooperation is the variable — not the administrator's speed. Historical data takes a month or two, segment by segment. ### How long before they are useful? Faster than a bookkeeping role, because much of it is process rather than technical judgement — usually genuinely useful inside three weeks. What determines the speed is whether your workflow is documented anywhere or lives in people's heads. ### How long do people typically stay? Longer than clients expect when the role is well run, and the variables are fair pay, clear expectations and being treated as part of the team rather than as an outsourced function. Ask us on the call and we will answer specifically. ### How long does it actually take to get someone started? Roughly two weeks from an agreed brief to a first day. That fortnight goes on recruiting to the brief rather than sending you whoever happens to be free, and you interview and choose, with nothing charged until someone starts. The first contract runs three months, which is the same runway you would give a local starter, then it moves to month to month with no exit penalties. There are no placement, recruitment, setup or exit fees at any point. ### How long does it take to get someone started once I know what to delegate? About two weeks from brief to first day. You describe the role, the tasks and the systems on a discovery call, we shortlist reference-checked candidates in the Philippines, and you interview and choose before anyone starts. The engagement is an initial three-month contract, then month to month, with no placement, recruitment, setup or exit fees. Use those two weeks to write the procedure for your top-scoring task, awkward cases included. ### How long does it take to get someone started? Around two weeks from the discovery call to a first day, in most cases. You will usually see a shortlist within a week of the brief, and everyone on it has been interviewed by our talent team before you see them. Meeting candidates costs nothing and there is no charge until somebody starts work with you, so the sum above stays hypothetical until you are satisfied. ### How long does it take to get someone? Around two weeks from the discovery call to a first day, in most cases. You'll usually see three matched profiles within a week of the brief. ### How long does it take to hire an offshore virtual assistant? Roughly two weeks from the brief to their first day — that covers writing the role, sourcing, shortlisting and your interviews. Use that fortnight to write your process down and book the daily fifteen minutes, because the preparation decides month one, not the recruiting. The engagement starts as an initial three-month contract and moves to month to month after that, from A$14 per hour plus GST for Australian clients, with no placement, setup or exit fees. ### How long until it sounds like us? Two to three weeks with the examples-and-edits approach, and considerably longer without it. The variable is how much you edit visibly in the first fortnight, not how good the writer is. ### How long until my VA starts? About 14 days from your discovery call to their first day. ### How long until they know our price guide? Genuinely useful in two to three weeks, quick in about two months. The price guide is large and provider mixes vary, so someone who was fluent in a SIL provider's items will still need time on a therapy-heavy mix. ### How many agents can one assistant support? Typically two to four, depending on listing volume. Property management administration is usually a separate person, because the work is continuous rather than campaign-driven. ### How many client files can one person handle? It depends entirely on file size and messiness, but a realistic starting point is eight to fifteen small-to-medium files for a full-time person once they are up to speed — fewer if the files are complex or the conventions are undocumented. We would rather under-promise on the call and let you expand the portfolio than have you disappointed in month two. ### How many doors can one assistant support? It depends on the split, but a full-time assistant typically supports two to three property managers' worth of administration. The better question on the call is which administrative events you want to hand over first — arrears and maintenance are usually the two that free the most time. ### How many hours a day does a full-time Philippines-based team member actually work? Eight hours of work, plus a full hour away from the desk for a meal, so the shift spans nine hours end to end. Full-time is forty hours a week. On the common 7am to 4pm Manila shift that covers 9am to 6pm in Brisbane all year, 10am to 7pm in Sydney and Melbourne during daylight saving, and 7am to 4pm in Perth, which shares Manila's clock exactly. ### How many hours a week does this take? For a fifty-to-eighty email a day inbox, usually two to three hours daily including calendar work — which is why inbox management is rarely a whole role on its own. Most clients pair it with the next thing on their list: invoicing, CRM updates, or research. We scope that combination on the call rather than selling you hours you don't need. ### How many hours a week is a full-time virtual assistant? Forty hours — eight hours a day, five days a week, worked to your hours rather than theirs. Australian business hours are standard, and the shift is agreed with the team member before they start rather than imposed afterwards. Part-time is twenty hours, structured the same way. For Australian clients a full-time dedicated team member starts at A$14 an hour plus GST, which is $560 a week and roughly $2,430 a month. Specialist roles sit higher. ### How many hours a week will a virtual assistant actually free up? There is no standard number, because it depends on how much of your week is genuinely repetitive and how well it is written down. A full-time team member carries a full-time load, but the hours that leave your desk are only the ones you hand over properly. Add up the minutes on the recurring tasks you do every week, and treat that total as the ceiling rather than the expectation. ### How many participants can one person support? It depends far more on your service mix and system than on participant count — a SIL provider and a therapy practice generate very different admin loads. We would rather scope it against your actual claiming volume on the call than quote a flattering number. ### How many products can they do a day? It depends entirely on data quality and complexity — clean supplier data with images might be sixty to a hundred simple products a day; building from PDFs and photos might be fifteen. We would rather set the expectation from a sample than quote a number that flatters us. ### How many products can they list a day? Depends entirely on data quality. Clean supplier data with images might be sixty to a hundred simple products; building from PDFs and photos might be fifteen. Better to sample than to quote a flattering number. ### How many schemes can one administrator support? It depends heavily on scheme size and meeting frequency. Rather than quote a number that flatters us, we would rather look at your portfolio on the call — levy cycles and meeting load matter far more than lot counts. ### How many tasks should I hand over in the first month? Start with one. Take the highest-scoring task on your list, get it to the point where you are reviewing rather than fixing, then move to the next one down the column. Handing over the whole list at once means you train everything badly instead of one thing well, and when something goes wrong you will not know which brief caused it. Let the first task set the pace rather than the calendar. ### How much am I committing to financially for a first offshore hire? Hours worked, and nothing else. Rates start at A$14 per hour plus GST for a full-time dedicated team member in Australia, and US$9 per hour for US clients, with specialist roles higher and quoted exactly on your discovery call. There is no placement fee, no recruitment fee, no setup fee and no exit fee, so you can calculate your total exposure before you commit rather than discovering it afterwards. ### How much can I save? 70% less on average than a local hire. Run the calculator → ### How much can one person take on? More than most clients expect once the sequence is right, and less than they hope in month one. A full-time person absorbs a surprising amount of a small business's administration — but only after the process exists in writing, which is the real constraint. ### How much cash does POD chasing actually free up? It depends on your volume and how long PODs currently sit, but almost every operator we speak to has unchased proofs older than thirty days. Ask us to look at your ageing on the call — it is usually the fastest payback in the role. ### How much cash does POD chasing free up? It depends on volume and how long PODs currently sit, but almost every operator we speak to has proofs older than thirty days and unbilled jobs they had forgotten. Ask us to look at your ageing on the call — it is usually the fastest payback in the role. ### How much do lost parcel claims actually recover? It varies with your volume and carrier, but almost every store we speak to has never systematically lodged them — so the recovery is usually a pleasant surprise and often covers a meaningful part of the role. Ask us to look at your last quarter on the call. ### How much do the old rejections usually recover? It varies with volume and how long they have been neglected, but almost every practice has claims within the time limits that nobody has worked. It is why we point new starters there first. Ask us to look at your last two quarters on the call. ### How much does a .net developer cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a bookkeeper cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a Brevity VA cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a broker support officer cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a cad operator cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a Calendly VA cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a chat manager cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a ClickUp VA cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a Cliniko VA cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a content moderator cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a copywriter cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a customer service representative cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a data analyst cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a data encoder cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a database administrator cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a dedicated VA cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked. Interviewing candidates costs nothing. Run the calculator → ### How much does a digital marketing assistant cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a digital marketing specialist cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a finance administration assistant cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a financial adviser support cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a financial analyst cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a GoHighLevel VA cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a Google Workspace VA cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a graphic designer cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a help desk support specialist cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a hr specialist cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a HubSpot VA cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a java developer cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a Klaviyo VA cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a lead generation specialist cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a Lumary VA cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a Mailchimp VA cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a marketing specialist cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a Microsoft 365 VA cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a Monday.com VA cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a MYOB VA cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a Notion VA cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a payroll processor cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a php developer cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a procurement officer cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a property management assistant cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a qa tester cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a QuickBooks VA cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a real estate account assistant cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a real estate executive assistant cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a real estate marketing coordinator cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a real estate sales support cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a real estate virtual assistant cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a Salesforce VA cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a sem specialist cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a seo specialist cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a service desk support specialist cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a ShiftCare VA cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a Shopify VA cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a social media manager cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a software-specialised VA cost? From $14/hr + GST full-time — the same rate as any StaffingSolutions.io VA, no premium for the specialism. Run your numbers → ### How much does a Splose VA cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a system administrator cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a talent acquisition specialist cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a Trello VA cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a US virtual assistant cost? From US$9/hour for a dedicated full-time team member — on average 70% less than a US hire, no placement fee. See US pricing → ### How much does a video editor cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a virtual assistant cost? From $14/hr + GST for a dedicated full-time team member — on average 70% less than a local hire, with no placement fee. Run your numbers → ### How much does a web designer cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a web developer cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a WooCommerce VA cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does a Xero VA cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does an accountant cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does an accounts receivable specialist cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does an ActiveCampaign VA cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does an administration assistant cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does an Amazon VA cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does an appointment setter cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does an Asana VA cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does an estimator cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does an executive assistant cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does an inbound sales support cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does an insurance claims processor cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does an it service management support cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does an NDIS bookkeeper cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does an NDIS virtual assistant cost? From $14 per hour plus GST for a dedicated, full-time team member — on average 70% less than an equivalent local admin hire, with no recruitment fee, superannuation, leave loading or office overhead. Run your numbers → ### how much does an offshore admin assistant cost in Australia? Through StaffingSolutions.io, rates start at A$14 per hour plus GST for a full-time dedicated team member for Australian clients, and from US$9 per hour for US clients. Specialist roles sit higher. There are no placement, recruitment, setup or exit fees, so the hourly rate is the whole number. The initial contract runs three months and then continues month to month, with no exit penalties. ### How much does an offshore bookkeeper cost in Australia? A dedicated, full-time bookkeeper starts at A$14 an hour plus GST for Australian clients and from US$9 an hour for US clients, with specialist roles higher. There are no placement, recruitment, setup or exit fees. The engagement is an initial three-month contract and then month to month, and it takes roughly two weeks from your brief to their first day. Budget a little of your own time each week for the review step, because that is what makes the arrangement safe. ### How much does an offshore NDIS admin assistant cost? From A$14 per hour plus GST for a full-time dedicated team member hired in the Philippines, with specialist roles higher; US clients start from US$9 per hour. There are no placement, recruitment, setup or exit fees. The engagement is an initial three month contract and then month to month, and it is roughly two weeks from brief to first day. You pay for the hours, not per claim or per participant. ### How much does an offshore progress claims administrator cost? Rates start from A$14 an hour plus GST for a full-time dedicated team member, and specialist roles sit higher. There are no placement, recruitment, setup or exit fees. You commit to an initial three month contract and it then runs month to month. Expect roughly two weeks from the brief to their first day. Weigh that against what the same role costs onshore, and against the claims and approved variations currently going unbilled. ### How much does an offshore real estate trust accounting assistant cost and how fast can they start? From A$14 an hour plus GST for a full-time, dedicated team member if you are in Australia, or from US$9 an hour for US clients, with specialist roles higher. There are no placement, recruitment, setup or exit fees. Expect roughly two weeks from your brief to their first day, on an initial three month contract and then month to month. You interview and choose the person and direct the work; we hire them in the Philippines on your behalf and handle pay, HR and cover. ### How much does an outbound sales support cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked, and interviewing candidates costs nothing. Specialist roles sit a little higher. Run your numbers → ### How much does it cost to outsource BAS preparation to the Philippines? From A$14 an hour plus GST for a full-time dedicated team member if you are in Australia, or from US$9 an hour for US clients. Specialist roles sit higher, and a smaller engagement costs a little more per hour because the recruiting and management effort is the same. There are no placement, recruitment, setup or exit fees. The engagement is an initial three month contract and then month to month, and it is roughly two weeks from brief to first day. ### How much does it cost? From $14/hr + GST for a full-time, dedicated team member — roughly $29K a year against $95K–$115K all-in for the local equivalent once you add super, leave, payroll tax, software and a desk. No placement fee, no setup fee, no recruitment retainer: you pay from the day they start, for hours worked. Interviewing candidates costs nothing. Run your numbers → ### How much does offshore paraplanning support cost in Australia? StaffingSolutions.io hires full-time dedicated team members in the Philippines from A$14 per hour plus GST for Australian clients, and from US$9 per hour for US clients, with specialist roles higher. There are no placement, recruitment, setup or exit fees. The engagement is an initial three-month contract and then month to month, and it is roughly two weeks from brief to first day. Smaller part-time engagements are available and cost a little more per hour. ### How much does quote volume actually increase? It depends where your time currently goes, but preparation is usually the bulk of the hours — so most businesses get a substantial lift. Track quotes sent per month before you start, because it is the number that proves or disproves the hire. ### How much faster does advice get delivered? It depends where your delays sit, but provider follow-up is almost always the bottleneck and almost never actively chased. Measure your current time from fact find to advice presented — that is the number this role moves. ### How much management time does this really take? Honestly: about fifteen minutes a day for the first fortnight, then thirty minutes a week. Less than a local hire, because there is no office and no small talk overhead — but not zero, and any provider telling you it is zero is setting you up for cause number three. ### How much margin does reconciliation usually recover? It varies with how many clients and vendors you run, but almost every MSP we speak to has both unused paid seats and unbilled active seats. It is why we suggest starting with a full reconciliation of your largest three clients — ask us to scope it on the call. ### how much of my day will I spend managing someone offshore? Budget fifteen minutes at the start of their shift every day for the first fortnight, plus review time on whatever they produce, which early on can be as long as the task itself took. After that it usually settles into a short written note from them each day and one longer conversation a week. It never drops to zero, and the weeks you skip it are the weeks work gets built on a guess. ### How much of my own time does it take to manage an offshore hire? About fifteen minutes a day of feedback through the first fortnight, then roughly thirty minutes a week once the work is running — two to three hours a week across the first month, questions included. The part that decides the outcome sits before day one: writing your processes down. That investment is very nearly identical whether the person works five hours a week or forty, which is the argument for hiring enough hours to be worth paying it once. ### How much of my own time will managing an offshore team member take? Budget two to three hours a week for the first month, then far less. It is real time rather than a rounding error — briefing, answering questions, reviewing the work and correcting it out loud rather than quietly. It drops sharply once the person has met your exceptions, though it never reaches zero. The handovers that come apart are usually the ones where the process only ever existed in the owner's head. ### How much of my time does this really take? About fifteen minutes a day for the first fortnight, then thirty minutes a week. Less than a local hire because there is no office overhead — but not zero, and any provider telling you it is zero is setting you up to fail. ### How much of my time will onboarding take? Budget two to three hours a week for the first month, then far less. The clients who get the most out of this are the ones who treat week one like a new local hire's week one. ### How much unbilled money is usually sitting there? Almost every builder we speak to has approved variations that were never invoiced and retentions nobody is tracking. It varies with volume, but it is typically the fastest payback in the role — ask us to look at your last two jobs on the call. ### How much work do I need before hiring a virtual assistant is worth it? Enough to fill a full-time week. Our rate covers a dedicated, full-time team member from A$14 an hour plus GST for Australian clients, or from US$9 an hour for US clients, with specialist roles higher. If you can only fill a day a week today, the honest answer is not yet. Spend that time writing the process down instead, so that when the work does reach full-time the handover takes days rather than months. ### How often do placements actually fail? Enough that we built a free replacement and a first-week refund into the offer rather than hoping. What we will not do is quote you a success-rate percentage — every staffing company's number is self-reported and unverifiable, and you should be sceptical of anyone who leads with one. Ask instead what happens when it does not work, and whether they charged you for the replacement. ### How quickly can an EA get up to speed? Most are productive within the first week once you've shared your systems and preferences; we help with onboarding. ### How quickly can certificates actually be turned around? Within the hour during their working day, which for Manila covers most of yours. That is usually a noticeable improvement — most brokers get to certificate requests between client meetings. ### How quickly can I hire one? Typically within 14 days of your discovery call — we map the role, shortlist reference-checked candidates, you interview and select, and we handle the offer, contract and equipment setup. ### How quickly can I hire? Typically 14 days from your discovery call to your new team member's first day. ### How quickly do debtor days actually move? Usually within the first month, and the biggest single contributor is the pre-due reminder plus consistent day-one contact. Measure your current debtor days before you start so you can see it rather than assume it. ### How quickly does this pay for itself? Usually fast, because recovered time is the cheapest revenue a firm has — it is work already done. Most firms have never measured their unrecorded hours, so the first month of reporting is often uncomfortable reading. ### How quickly should we expect a return? On a self-funding first task — rejection recovery, unbilled variations, aged debtors — often within the first month, because you are collecting money already earned. On a capacity hire, month two to three, once they are genuinely productive. ### how soon can someone actually start? Roughly two weeks from an agreed brief to a first day. That covers writing the role brief, recruiting to it, and you interviewing and choosing the person, at no cost to you until someone actually starts. There is no bench of profiles waiting to be emailed out, because the point is someone matched to your systems and your hours rather than whoever happens to be spare. Specialist or unusual briefs take longer. ### I'm a job seeker — where do I apply? Applicants apply at staffingsolutions.ph , not here — this site is for businesses hiring. ### I'm looking for a job — is this for me? No — applicants apply at staffingsolutions.ph . This call is for businesses hiring. ### Is $14/hr fair to the team member? Yes. We pay well above the going Manila rate for the role — a single higher wage rather than a lower base topped up with benefits, so the person takes home more and decides how to use it. That's what keeps good people with the same client for years instead of churning every six months. The $14/hr is what you pay us all-in, and it goes a great deal further in Manila than it does here. ### Is a managed offshore team member an employee or a contractor to us? Neither — they are employed on our side and engaged to you through our agreement, so you have no Australian employment obligations for them, no super, no payroll tax on their hours and no STP. You direct their work as you would any team member. ### Is a part-time offshore hire cheaper than a full-time one? Cheaper in total, more expensive per hour. You are buying fewer hours so the invoice is smaller, but lower hours are priced accordingly, because recruiting, hiring and managing one person costs the same whether they work five hours a week or forty. Full-time starts at A$14 an hour plus GST for Australian clients, and smaller weeks are quoted on the discovery call. There are no placement, recruitment, setup or exit fees on any of them. ### Is a screen recording enough, or do I still need it written down? The recording is the raw material, not the document. Nobody rewatches a long recording to find one step, and you cannot search it, correct it or add an exception to it. Keep the recording as a reference for the first fortnight while the written version is being built, then let the written version take over. Video is how the process leaves your head; text is how it stays out. ### Is a task worth delegating if it only takes ten minutes? Yes, if you do it every day. Ten minutes every weekday is about fifty minutes a week and a little over a working week a year. The ones not worth handing over first are the long, infrequent, painful jobs: a two-hour task done monthly is about three days a year, and at twelve goes a year it takes most of that year before anyone has done it enough times to be good at it. ### Is a three month minimum term normal for offshore staffing? Yes, and it is usually fair. Three months is roughly the runway a new local hire needs to learn your systems, your clients and your standards, and it stops either side treating the arrangement as disposable. What matters more is what happens after it. Ours is an initial three month contract and then month to month, with no exit penalties. If a provider wants six or twelve months, ask what the extra lock-in buys you rather than them. ### Is A$14 an hour the whole cost, or are there fees on top? That is the whole rate for a full-time dedicated team member in Australia, with GST on top and claimable. There is no placement fee, no recruitment retainer, no setup charge and no exit fee. Forty hours at that rate is A$560 a week plus GST. Specialist roles such as developers, designers and senior finance sit higher, and US clients start from US$9 an hour. The initial contract runs three months, then month to month with no exit penalty. ### Is cheaper always worse? Not always, but understand what you are buying. A $8-an-hour marketplace freelancer working for five clients can be perfectly good at a defined, repeatable task. What you cannot expect is context, continuity, or someone still there in a year — and for an ongoing role those are usually what you actually needed. ### Is fund data safe offshore? They work inside your platform as a named user, so the data never leaves your systems and every action is attributed. Access is revoked instantly if needed. Treat it exactly as you would a remote employee in another Australian city — the controls are the same ones. ### Is GoHighLevel experience common in the Philippines? Yes — unusually so, because a large number of US and Australian agencies have been building on it with offshore teams for years. It is one of the deeper skill pools we have, and we verify it by asking what they built rather than whether they have used it. ### Is GST included? GST applies for Australian clients and is claimable; the calculator shows the ex-GST rate for comparison. ### Is it better to split tasks across several freelancers or give them all to one person? One person, if the tasks recur. The whole value of frequency is that someone meets your exceptions, your conventions and your customers fast, and that only compounds when the same person does the work every day. Splitting across freelancers resets the learning each time and leaves you coordinating instead of reviewing. Use freelancers for genuine one-offs, a logo or a site fix, and a dedicated team member for anything that repeats. ### Is it legal to have Australian client data handled offshore? Generally yes, and it is widespread — but your Privacy Act obligations follow the data, so you remain accountable for how it is handled. Work inside your own systems with scoped access rather than sending data out, and check whether your licensee agreement or any government funding contract adds data-location clauses. ### Is it legal to have offshore staff working on an Australian real estate trust account? Yes, as long as the licensed acts stay with your licensed people. State and territory agents legislation regulates who may open a trust account, who may authorise a withdrawal and who signs the reconciliation, and those are licensed roles. Preparing the records underneath — receipting, bank feed matching, owner statements, the month-end pack — is administration, and it can sit offshore. The rules differ between states and territories, so confirm the scope with your licensee in charge and your trust account auditor before day one. ### Is it legal to have payroll prepared offshore? Preparation, yes — plenty of Australian businesses do it. What cannot move offshore is your responsibility as employer: award compliance, record-keeping obligations, the STP declaration and payment authorisation. Structure it as preparation under your authorisation and the arrangement is straightforward. ### Is it normal for a new virtual assistant to ask a lot of questions in the first week? Yes, and it is the arrangement working. A fortnight of questions is your undocumented process being mapped for you at no cost. The reverse is what should worry you: three weeks with nothing escalated usually means someone is guessing and hoping. Make questions explicitly welcome in writing before day one, because reluctance to say "I do not understand" to someone senior is real, and it costs you accuracy rather than time. ### Is it normal that the business only really works when I am there? It is very common, and it is a design outcome rather than a character flaw. The business grew around one person because that was the fastest way to grow it. The fix is not working harder, it is making a second copy of what only you know. Pick the one process nobody else could run tomorrow, have someone write it down while you talk them through it, then correct what comes back. ### Is it really $14/hour all-in? Yes — that's the starting rate for a dedicated full-time team member including our recruitment, hiring and management. GST applies for Australian clients and is claimable; specialist roles sit higher. ### Is it really the same time zone? Yes. Western Australia uses AWST, which is UTC+8, and the Philippines uses PST, also UTC+8. Neither observes daylight saving, so the two cities keep identical clocks every day of the year. Perth is the only Australian capital where this is true. ### Is it really US$9/hour all-in? Yes — that's the rate for a dedicated full-time team member including our recruitment, hiring and management. The exact rate depends on role and seniority; specialist and technical roles sit higher. ### Is it safe to give an offshore team member access to my systems? It's as safe as your access management makes it, which is also true of your local staff. Use named accounts, role-based permissions and a password manager, and offboard properly. We've written the full version on the offshore security page . ### Is Klaviyo experience common? Yes — it is one of the more common ecommerce skill sets in our pool, along with Mailchimp and ActiveCampaign. We verify it with the previous employer rather than trusting a certification. ### Is my participant data safe with an offshore assistant? Your assistant works only in the systems you grant access to, on your accounts, with no participant data stored on personal devices, and is bound by confidentiality as part of their engagement with us. You control what they can see and do, and remain responsible for your NDIS privacy and records obligations — we set the assistant up to support that, not undermine it. ### Is offshore document review a confidentiality risk? Manage it exactly as you would for any external reviewer: NDA, per-matter access, work inside your platform so nothing is downloaded, and attribution on every action. Your professional obligations do not change with location — the controls are what matter. ### Is offshore processing allowed under our aggregator agreement? Aggregator and licensee rules vary on outsourcing, system access and data handling, so check your agreement and your licensee's policy first — we will work within whatever it requires. Most brokers we support have this arrangement approved without difficulty. ### Is offshore reliable for ongoing work? Yes — a dedicated, managed team member with continuity cover is built for ongoing work, unlike gig freelancers. ### Is offshore staffing legal in regulated Australian professions? Yes, and it is widespread — the constraint is not location but who performs the regulated act. Preparation, administration and coordination are not regulated activities. The lodgement, the advice, the assessment and the attestation are, and they stay with your licensed or registered people regardless of where anyone sits. ### Is overnight coverage genuinely useful? For any consumer business, yes. Manila covers your evening and early morning, which is when people shop and complain. A same-hour reply at 9pm is a real competitive difference. ### Is overnight support coverage actually useful? Genuinely, yes — this is one of the clearest advantages. Manila covers your evening and early morning, which is when Australian consumers shop and complain, and a same-hour reply at 9pm is a competitive difference most stores do not have. ### Is participant data safe? They work inside your system as a named user, so nothing is downloaded or stored on our side and every action is attributed. Your Privacy Act obligations and the Practice Standards apply regardless of location — which is why scoped access matters more than geography. ### Is patient data safe with an offshore receptionist? They work inside your practice software as a named user, so the data stays in your system and every action is attributed. Set the access level to what the role needs, no more. Treat it as you would a remote employee in another Australian city — and note your obligations under the Privacy Act and your state health records legislation apply either way, which is why access control matters more than location. ### Is patient data safe with an offshore team member? They work inside your practice software as a named user with the access the role needs, so records stay in your system and every action is attributed. Access is revocable instantly. Your Privacy Act and state health records obligations apply regardless of location — which is why access control matters far more than geography. ### Is patient data safe? They work only in the systems you grant, with no data on personal devices, bound by confidentiality; you keep your privacy obligations. ### Is PRODA being discontinued? No. PRODA still runs and is still required for Medicare, Health Professional Online Services, Business Hub and the Aged Care Provider Portal. What ended on 10 November 2025 is PRODA as the way into the NDIS provider portals — the National Disability Insurance Agency moved those to myID and Relationship Authorisation Manager. The NDIS Quality and Safeguards Commission runs its own separate transition, and PRODA still works for the Commission portal until 30 September 2026. ### Is student data safe offshore? They work inside your student management system as a named user, so records stay in your system with every action attributed. Your Privacy Act obligations apply regardless of location, and access control is what satisfies them — check any funding-contract data clauses before you start. ### Is the call really free and no-obligation? Yes — thirty minutes, no pressure, no cost. Most people leave with a clear quote and plan even if they don't proceed. ### Is the Philippine IT talent pool deep enough? For service desk, systems administration, documentation and QA, yes — it is one of the deeper pools we have, largely because the global MSP and BPO industry has been hiring there for two decades. Senior architecture and specialised security roles are harder and we will tell you when a brief is unrealistic. ### Is the small time difference actually noticeable? In winter, barely — ninety minutes means a team member starting at 7:30am their time is working from 9am yours. Adelaide clients generally describe it as sharing a working day rather than overlapping with one. ### Is the talent pool deep enough for service desk work? It is one of the deepest we have — the global MSP and BPO industry has been hiring in the Philippines for two decades, so genuine service desk experience with Australian and US clients is common. We verify it by asking what they resolved, not whether they have used a tool. ### Is their English strong enough for phone and chat? Yes — communication is a core screen. Filipino professionals are known for excellent, neutral-accent English across voice and text. ### Is their English strong enough for US customers? Yes — Filipino professionals are known for excellent, neutral-accent English across voice and written support. ### Is there a minimum term? Three months, then month to month. It's the same runway you'd give a new local hire — nobody learns your systems, clients and standards in a fortnight, and the team members who get a fair run are the ones who stay for years. There are no exit penalties at any point — the three months is an agreement to give the role a fair go, not a debt. If the issue is the person rather than the role, that's covered separately by the first-week refund and free replacement above. After three months it's month to month: scale up, pause or finish with notice. ### Is there really no upfront cost? None. No placement fee, no setup fee, no recruitment retainer — the three charges that make a local hire expensive before anyone does a day's work. You pay the hourly rate only from the day your team member starts, and only for hours worked. Interviewing candidates costs nothing, and if you meet three and none of them fit, you've spent thirty minutes and no money. ### Is this enough to satisfy an audit? The record-keeping half, yes — and that is usually where audits find problems. What it does not replace is your safety management system, your competent persons, or your own site processes. It makes those auditable. ### Is this enough work for a full-time person? On its own, in a small brokerage, possibly not — which is why most clients combine it with renewals preparation or claims administration. One person doing all three across a small book is the usual shape. ### Is this just cheaper labour? No — it's fair, managed employment that happens to be more cost-effective for clients. Both sides have to work, or the model doesn't. ### Is this legal advice? No. This is a practical map based on running these arrangements, with the regulators named so you can verify each point yourself. For your specific circumstances, ask your licensee, professional body or your own adviser — and if anyone in this industry tells you a registration requirement can be worked around, that is the moment to stop talking to them. ### Is this not exactly what we sell? It is, and agencies who use it understand the model faster than anyone. The difference is you are buying dedicated capacity for your own delivery rather than reselling it. ### Is this not just a project manager? Close, but narrower and more useful in a practice. The value is in the chasing and the honesty of the data, not in methodology. A good coordinator is somebody who is comfortable following up the same partner three times about the same job status. ### Is this not just what we sell? It is, and the agencies who use it most enthusiastically are the ones who understand the model already. The difference is that you are buying dedicated capacity for your own back office rather than reselling it. ### Is this paraplanning? Not quite, and the distinction matters. Full paraplanning involves technical analysis and strategy construction that should stay with a qualified paraplanner. This role does the collection, collation, production and tracking that surrounds it — which is usually where the bottleneck actually sits. ### Isn't this just outsourcing our compliance risk? The opposite, if it's structured properly. The risk in BAS work sits in lodgement and advice, and neither moves — your registered agent still reviews and signs. What moves is the data work underneath, which is where errors currently creep in because it's done at midnight before the deadline. A prepared, reconciled pack reviewed with a week to spare is a lower-risk process than a rushed one done by the right person. ### Manual only, or automation too? Both are available — manual and regression by default, with test-automation experience where your stack needs it. ### Our CRM data is a mess. Where do they start? Deliberately, with one segment. Usually fixed-rate expiries in the next six months, because it is finite, has a deadline and produces revenue quickly. Trying to clean the whole database first is how these projects stall. ### Should I be worried about giving system access? Be careful, not worried. Named accounts, least privilege, nothing touching money movement, and review the audit log in the first fortnight — not from suspicion but because it is the fastest way to see how someone works. Those controls should apply to local staff too. ### Should I hand over one task or several? One, properly, then add. Handing over six tasks at once means none of them get documented and all of them get done approximately. The first fortnight should feel almost too narrow. ### Should I hire locally before I hire offshore? It depends on whether the work has to be in the room. Anything needing physical presence, a licence, a registration or a signature stays local by definition. Anything that happens on a screen, follows rules and repeats can be done from anywhere. Most owners in this position end up doing both: the offshore hire absorbs the recurring work, and the capacity that frees up is often what makes the next local hire affordable. ### Should I put my prices up instead of hiring someone? If your effective hourly rate is low because of what you charge rather than how your hours are spent, fix the price first — cheaper hours underneath a rate that does not work will not rescue it. If the rate is reasonable and you simply cannot reach the work that earns, that is a capacity problem and a hire addresses it directly. Plenty of businesses need both, in that order. ### Should I start part time if I'm not sure what I'd do with the extra time? Yes, that is a sensible way in. Full-time at forty hours a week and part-time at twenty are the standard arrangements, and shorter ones — fifteen, ten, even five hours to get started — can be shaped around the workload. Lower hours are priced accordingly, so describe the actual work on the call and we will suggest the hours to match it. Starting smaller lets you learn what the freed time is for before you commit to a full seat. ### Should I start with part-time hours to lower the risk? You can. Full-time at forty hours and part-time at twenty hours are both standard, and we will shape it smaller again if that suits the workload, with the rate priced to the hours. Know the trade-off before you choose. Fewer hours a week means slower exposure to your exceptions, your conventions and your customers, which pushes the point where you can fairly judge the arrangement further away. Narrowing the tasks lowers your risk. Narrowing the hours mostly delays the answer. ### Should I tell my virtual assistant what I'm doing with the time they free up? It helps more than most owners expect. Someone who knows the invoicing they run is freeing you to quote understands why speed and accuracy matter, and will start flagging things you would have missed. Context is also what makes a remote team member proactive rather than literal — without it, they can only do what the instruction said. You do not need to share your numbers to share the purpose. ### Should I write the process down before I hire, or after they start? Before, roughly and badly. An hour of rough notes before day one will not be good, but writing them is what shows you how much of the process was never written down, and that is the most useful thing you can learn at that point. The proper version comes after they start and gets written by them. Waiting until you have a good document before you hire is how the hire never happens. ### Should my virtual assistant talk to my clients directly? Yes, for routine contact — bookings, status updates, chasing documents, answering the questions your written answers already cover. Keep the first conversation with a new client, any conversation about price, and anything where someone is unhappy. The practical split is that your assistant handles the traffic and you handle the moments. Clients rarely notice who books a meeting. They notice immediately when a difficult call comes from the wrong person. ### Should offshore staff use a VPN or a remote desktop to access our systems? Focus first on whether data can leave your systems at all. A hosted desktop or browser-only access with downloads, copy-out and local saving switched off does the real work, because the file never lands on a personal machine. A VPN alone does not; it moves the connection, not the control. Then layer the basics: their own account with multi-factor authentication, permissions limited to the role, no owner or global admin rights, and audit logs someone actually reads. ### Should our first hire be a bookkeeper or a practice administrator? If partners are doing client work at night, a bookkeeper. If they are doing onboarding, ATO correspondence and chasing clients for documents, a practice administrator — it frees fee-earning time across the whole team rather than one person's. Several firms start with the administrator for exactly that reason. ### Should the first hire do processing or the back book? Processing, almost always. The back book is higher revenue per hour but needs someone who knows your clients and your systems — it is a month-three project, not a week-one one. ### Should they call or email? Both, on a schedule. Email is the record; a phone call is what actually moves a payment that has been ignored twice. Set which step is which in the cadence rather than leaving it to preference. ### Should they respond to comments as us? To routine comments and questions, yes, from your rules — speed matters more than perfect phrasing. Anything opinionated, reputational or a complaint gets escalated. Write that rule down rather than leaving it to judgement. ### Should we hire two so there is redundancy? Not for a first hire. Two people with an undocumented process is the first cause doubled. Get one person working well, let them document what they learned, and the second hire is dramatically easier — the process now exists in writing because someone had to learn it. ### Should we start with 40 hours or fewer? Forty is standard and twenty is common. Below that we look at fifteen, ten or five hours to get started, priced a little higher per hour because recruiting and management effort is the same. Starting at ten and growing is a perfectly sensible way in. ### So can they attend all our meetings? All of them. There is no gap to schedule around — their working day is your working day. Perth clients tend to use offshore team members more like remote employees than support staff, because functionally that is what the clock allows. ### Twenty hours or forty? Plenty of EAs start at twenty and grow into forty as more gets delegated. Forty is our standard rate; smaller engagements are priced a little higher per hour because the recruiting and management effort is the same. ### We're a clinic — what about patient data? Your team member works inside your practice software as a named user with the access the role needs, so records stay in your system and every action is attributed. Your Privacy Act and Victorian health records obligations apply regardless of where anyone sits, which is why access control matters more than geography. ### We're a small consultancy — is one VA enough? Usually yes, and usually more than expected. In professional services the drag isn't one big function, it's fifty small ones: proposal formatting, CRM hygiene, invoice preparation and debtor chasing, calendar and travel, research and deck assembly, meeting notes and follow-up actions, LinkedIn and content scheduling. One capable person owning all of that reliably tends to free a director day a week — which is billable time you're currently spending on admin. ### We're an NDIS provider — is Queensland experience specific? The NDIS price guide is national, so claiming experience transfers between states. What differs is the provider mix and the practice software, and we screen for the systems you actually run — Splose, ShiftCare, Lumary or Brevity. ### We're in aged care — is that different from NDIS? Different funding and reporting, similar administrative shape: claiming, rostering, care documentation chasing and compliance registers. The boundary is the same too — anything clinical or participant-facing stays with your qualified, screened staff. ### We're licensed — what can actually be delegated? More than most firms assume, and less than an unscrupulous provider will claim. Preparation, administration, chasing and production travel. The regulated act — advice, lodgement, assessment, signature — stays with your licensed people. Our boundary map sets it out profession by profession with the regulators named. ### We're small — is 40 hours a week too much? Forty is our standard engagement and twenty is common. Below that we look at fifteen, ten or even five hours to get a role started, priced accordingly — a smaller engagement costs a little more per hour because the recruiting and management effort is the same. Plenty of Coast businesses start at ten and grow it. ### What about a customer who is genuinely furious? A written rule: anything alleging harm, anything threatening legal action, and any request for the owner goes straight to you, unanswered. Everything else gets a fast, warm, factual reply. Do not make that a judgement call. ### What about a large or complex claim? Administration still helps — document collection alone is substantial. But the broker should own a major claim closely, and the escalation rule for what counts as major should be written down before day one. ### What about after-hours enquiry? Manila covers your evening naturally, which suits portal enquiries — they arrive at night and most agencies answer them the next morning. Answering within the hour, at night, is a genuine competitive difference. ### What about confidential correspondence? Delegated access lets you exclude folders, and most clients keep one private folder with rules routing sensitive senders straight into it. Combined with the NDA every placement signs, that covers most professional obligations — but if you're in a regulated field, check your own requirements first and scope the access to match. ### What about creative quality? Production design and original creative are different jobs. An offshore producer adapting your master creative to twelve placements will do it accurately and consistently. Asking them to originate the concept is where agencies get disappointed — keep the concept in-house. ### What about employee privacy? They work inside your payroll system as a named user with the access the role requires, so data stays in your system and every action is attributed. Your Privacy Act obligations apply regardless of where the person sits, which is why access control and NDAs matter more than location. ### What about following up quotes — is that a different role? Same person usually, and it is the cheapest revenue available. A logged quote with a scheduled follow-up converts noticeably better than one sent and forgotten, and nobody in a busy trade business is doing it. ### What about labour hire licensing? Where your state has a labour hire licensing scheme, your obligations sit with the agency regardless of who does the administration. Document what your scheme requires and have the first month reviewed. ### What about leave and sick days? They take leave and public holidays like anyone else on a team. We arrange cover for planned leave, and for extended absence we put someone in so your work continues — that's our problem to solve, not yours. ### What about local knowledge of suburbs and travel time? This is the real learning curve, and it takes a few weeks. Give them your zones written down, your travel assumptions and your crew locations, and it resolves quickly. Without that written down, expect a rough first fortnight. ### What about privacy and client data? Your obligations under the Privacy Act and any profession-specific rules apply regardless of where your team member sits. The practical answer is the same as for any remote worker: they work inside your systems as a named user with scoped access, every action is attributed, nothing is downloaded or stored elsewhere, and access is revocable instantly. Some licensee agreements and government funding contracts add data-location clauses — check yours. ### What about responding to a bad review? Routine dissatisfaction gets a warm, non-defensive response from your template. Anything alleging illness, injury or discrimination comes straight to you — that is a written rule, not a judgement call. ### What about scheduling subbies and chasing paperwork? This is where most trade clients start. Booking subcontractors, confirming site access, chasing insurances, licences and SWMS before crews turn up, following up on invoices and progress claims, and keeping job files complete for handover. It's high-volume, deadline-driven admin that costs you money when it slips — and it's exactly the kind of process a VA runs well once documented. ### What about tasks only I can do? There are fewer than you think, and the ones that remain are usually decisions rather than tasks. Try separating them: the decision stays with you, the preparation before it and the execution after it generally do not. ### What about the ethics of offshoring a local job? A fair question. The honest position: we pay above the local market rate in the Philippines for every role, most of our clients are hiring capacity they could not otherwise afford rather than replacing an existing person, and the saving comes from a cost-of-living difference rather than from underpaying anyone. ### What access do they need? A staff account with the specific permissions the role requires — products, collections, discounts, orders — and no access to payment or payout settings. Never the owner login, which cannot be scoped and survives the person leaving. ### What actually moves the no-show rate? Confirmation with a human touch, close to the appointment, with an easy way to reschedule rather than just cancel. Automated SMS alone plateaus; a person following up non-responders is what closes the gap. ### What can a VA do for a venue that isn't on-site work? More than most operators expect: reservations and enquiry handling, function and event coordination paperwork, roster preparation and timesheet checking, supplier ordering and invoice matching, menu and price updates across delivery platforms, review responses, social posting and the compliance paperwork that piles up. It's the office work that currently happens at 11pm after service, not the floor work. ### What can an offshore assistant actually do on a BAS? The rule-bound part of the quarter. Coding the period to the GST treatment your firm has already recorded for that client, reconciling the GST control accounts back to the ledger, clearing suspense, cross-checking PAYG withheld and super against the payroll reports, chasing missing invoices and information, and assembling a reconciliation pack with the figures, workings, exceptions and open questions. Anything that needs a position formed, such as whether a supply is GST-free, gets flagged as a query for your registered agent rather than answered offshore. ### What can't they do under the Practice Standards? Anything requiring a registered practitioner, a worker screening check for direct participant contact, or clinical judgement — assessment, therapy, support delivery and care decisions stay with your qualified staff. They work behind that line: claiming and reconciliation, service agreements and bookings, rostering and SCHADS timesheet preparation, participant file and consent documentation, incident and audit paperwork, referral and provider communications. Plenty of providers use them to get audit-ready without adding clinical headcount. ### What clinical work can't they do? Anything clinical. No triage, no advice, no interpretation of results, no decisions about care — those need your registered staff and always will. What they do is everything around the appointment: bookings and recalls, referral and results chasing, correspondence, clinical-note typing from dictation, billing and claiming, waitlist management and the inbox that never empties. Practices typically hand over 15–20 hours a week of that per clinician. ### What do they say to an at-risk student? From your scripts — a check-in, a clear next step, and an offer to connect them with their trainer. What they do not do is discuss course content or assessment, which is where the boundary sits. ### What does an NDIS virtual assistant do? They handle the non-billable admin that eats a provider's week: drafting and tracking service agreements, claiming against plans through the PACE system, chasing unsigned agreements and missing service bookings, formatting progress and support-coordination notes, rostering support workers, and pulling together evidence for audits. ### What does it actually cost? From $14/hour + GST for a full-time dedicated team member in Australia, and from US$9/hour for US clients. Specialist roles — developers, designers, senior finance — sit higher. There are no placement fees, recruitment fees, setup fees or exit fees. ### What does rejection recovery usually recover? It varies with volume and how long it has been neglected, but the aged rejection list is almost always the fastest payback available — which is why we point new starters at it in week four. Ask us to look at your last two quarters on the call. ### What equipment do they use? Their own — the same as any remote worker you'd engage. Every team member supplies a work computer, a stable internet connection with a backup, and a headset for phone-based roles, and we verify all of it before they start. You don't buy hardware, ship anything overseas or carry an IT asset for them. The only thing that might sit on your side is a licence seat in your own software, because that account should belong to you. ### What happens at quarter-end crunch? This is when the role earns its keep, but it needs planning: a rolling deadline schedule maintained from week one, and clients chased for information well before the lodgement window rather than during it. ### What happens if I hire someone and the work is not there? You are committed to an initial three-month contract, and after that it moves to month to month with no exit penalties at any point. Three months is deliberate — it is the same runway you would give a new local hire to learn your systems, your clients and your standards. The honest advice is to decide before you hire where the freed hour goes, because an hour with nowhere to be quietly refills with admin. ### What happens if I want to end an offshore VA contract early? Tell us first. Most problems in the early months are an unclear brief or a task that needed your judgement too early, and our HR manager will work through it with you and the team member before anything ends. If it is the wrong person, the replacement is free and we handle the awkward part. If the role itself was the wrong idea, the initial three-month term ends and you leave with no exit penalty. ### What happens if it isn't working out? Tell us early. Most of the time it's a fixable expectations or process problem and we'll work it through with you. If it isn't, we replace the person at no cost, for as long as you're a client. ### What happens if my offshore assistant causes a data breach? It is treated as your breach. Where the cross-border rule applied to the disclosure and the Australian privacy principles do not otherwise apply to the overseas person, an act by them that would have breached those principles is taken to have been done by your business. Practically: cut the account off, pull the audit logs, work out exactly what was reachable, and assess whether serious harm is likely. If it is an eligible data breach, you notify the Australian Information Commissioner and the individuals affected. ### What happens if my offshore bookkeeper makes a mistake in Xero? You find it and fix it, and the file tells you who did it. Xero keeps a history against the transaction and MYOB keeps an audit trail, so a named user turns an error into something traceable rather than mysterious, and your lock dates stop it reaching a period you have already reported on. The responsibility does not move, though. A wrong tax code, a mis-coded expense or a missed reconciliation is still yours to correct and yours to answer for. ### What happens if the work changes or runs out after I've hired someone? Roles evolve — an admin assistant grows into bookkeeping, a customer service person starts doing outbound — and retraining someone who already knows your business is cheaper than replacing them. Tell us and we train into it. If the hours genuinely will not fill, the initial term is three months and then month to month, with no exit penalties at any point, so you can reshape the arrangement rather than carry it. ### What happens if they just stop showing up? You tell your account manager. Because they are employed rather than freelancing, there is an HR process, and a replacement costs you nothing. The bigger protection is having them document their own work from week one, which turns a departure into an inconvenience. ### What happens if we do everything right and it still does not work? It happens, and it is usually a mismatch rather than a fault. Your account manager is involved before a replacement — often the issue is a fixable expectations gap, and our HR manager works with the team member on performance first. If it genuinely is not the right person, the replacement is free and we do the awkward part. ### What happens to the process document if the person leaves? It stays with you, which is the point of writing it down in the first place. Keep it in your own systems, on accounts you control, and make maintaining it part of whoever does the work. Then the next hire starts from a written process rather than from your memory, and the fortnight you spent on it the first time does not have to happen again. ### What happens when a subbie ignores them? Escalation, on a schedule you set. The pattern that works is: chase at thirty days, chase at fourteen, escalate to your PM at seven, and no site access without current documents. The rule needs to come from you; they enforce it. ### What happens when a subcontractor ignores them? Escalation on a schedule you set — chase at thirty days, again at fourteen, escalate to your operations manager at seven, and no work allocated without current documents. The rule has to come from you; they enforce it. ### What happens when the person managing my offshore hire goes on leave? Name a backup in the first week and tell the team member who it is, before anyone books time off. A fortnight with nobody answering questions in month one or two undoes real ground: the work either stops or continues on guesses. Tell your account manager as well, so we know the rhythm has changed and can pick up performance issues from our side. The answers about your business still have to come from your business. ### What happens with an after-hours emergency? Emergencies need a local escalation path, and that should exist regardless of who does your coordination. Manila covers your evening, which helps with the 6pm requests, but a burst pipe at 2am needs your on-call arrangement, not a coordinator. ### What hours do they work? Your business hours — AEST/AEDT for Australian clients, US time zones for US clients, including night-shift coverage. ### What hours will they work? Your hours. Australian business hours are standard, and we cover US time zones for American clients. Shifts are agreed with the team member before they start, not imposed afterwards. ### What if a critical date is missed? Build the safety net into the system rather than the person: escalating reminders, a weekly review of upcoming dates with your conveyancer, and no reliance on memory. That protects you regardless of who holds the role. ### What if a referral is genuinely urgent? Written escalation criteria plus a named practitioner to escalate to, every time. This is not an offshore issue; it is a protocol issue, and any practice without one has the same risk with local staff. ### What if a supplier needs paying urgently? Your approval takes two minutes on a phone. Urgency is a reason to make approval fast, never a reason to remove it — and "it was urgent" is precisely the pretext used in payment fraud. ### What if I am too busy to train someone? Then start a month later, not never. The first fortnight costs more time than the tasks themselves did: about fifteen minutes a day looking at real work and saying plainly what is wrong. That is the whole investment, and skipping it is the most reliable way to end up deciding the hire did not work. If you truly cannot find fifteen minutes a day for two weeks, pick a quieter month and hold the date. ### What if I cannot write the process down? Then that is your first task, and it is worth doing regardless of whether you hire. Have them document it as they learn — you talk, they write, you correct. Most businesses find the resulting document is the most useful operational asset they own. ### What if I do not have time for the daily call? Then delay the start date. This is not a formality — the daily fifteen minutes in weeks one and two is the difference between a team member who is productive in month two and one who quietly stalls. Two weeks of your attention buys years of capacity. ### what if I don't have a full day of admin work? Count it before you hire. Write down a normal week in twenty-minute pieces and add up the admin. If the total is thin, either add back the work you stopped doing because there was no time for it, such as quote follow-ups, overdue accounts and keeping your systems current, or wait until there is enough. A full-time dedicated team member who is half used is still paid for a full week, so the honest question is what the other half would do. ### What if I don't have eight hours of work to give someone? Write the list before you decide, because the answer is usually clearer on paper than in your head. Plenty of businesses start with a few hours of genuinely recurring work and fill the rest during the first month as more gets handed across. If after a month the list still is not there, the role was probably scoped as a pile of odd jobs rather than a function. An initial three-month term that then runs month to month means finding that out is cheap. ### What if I don't have enough work for a full-time person? Then hire fewer hours. Full-time is forty hours a week and part-time is twenty, and we shape it lower again when the workload is smaller. Before you decide, write down every recurring task in a normal week rather than the one or two you had in mind, and score the whole column. Full-time starts from A$14 per hour plus GST for Australian clients and US$9 per hour for US clients; shorter engagements are quoted on the discovery call. ### What if I don't like any of the three profiles? You tell us what was wrong and we go again. That costs you nothing, and it's useful information — a mismatch on the first round usually means the brief needs sharpening. ### What if I get the hours back and revenue doesn't change? Look at where the hours actually went before you judge the hire. If they went into work with no revenue attached — tidying, reviewing, rework — then the sentence about what the time was for either never existed or was not defended. If they went exactly where you intended and revenue still did not move, the constraint on your business was never your time, which is genuinely useful to learn. ### What if I need someone part-time? Yes. Full-time (40 hours) and part-time (20 hours) are our standard engagements, and from there we'll shape it around what you actually need — 15, 10 or even 5 hours a week to get started. Lower hours are priced accordingly, and plenty of clients begin small and scale up once they see what comes off their plate. Tell us the workload on the call and we'll suggest the hours to match it. ### What if it doesn't work out? Two things cover you. If it's clearly not right by day five, tell us and your first week is refunded in full — you're out nothing. After that, a free replacement any time for the life of the engagement: we go back to sourcing, you interview again, and there's no second placement fee because there was never a first one. Before it gets to a replacement, though, talk to us. Our HR manager will step in, sit down with you and the team member, and work through what's actually going wrong — most wobbles turn out to be a process gap or an unclear expectation rather than the wrong person, and a fortnight of proper coaching fixes it. Replacing someone is the last resort, not the first move. ### What if it is clearly not working by day five? Say so, to us. Your account manager and our HR manager get involved before anything drastic — most week-one problems are an unclear brief rather than the wrong person. If it genuinely is the person, your first week is refunded and the replacement is free. ### What if it's not the right fit? You're covered twice over. If it's clearly wrong by day five, your first week is refunded in full. After that, a free replacement any time — new shortlist, new interviews, no second fee, because there was never a first one. Before it gets that far, talk to us: our HR manager will work through it with you and the team member, since most problems turn out to be an unclear process rather than the wrong person, and a fortnight of coaching usually fixes it. Replacing someone is the last resort, not the first move. ### What if my licensee won't approve offshore outsourcing? Then that arrangement does not go ahead. The licensee owns the outsourcing decision and carries the responsibility that comes with it. Ask what specifically fails. A control objection names something concrete: an approval form, a nominated system owner, restricted data location, scoped or read-only access, or how system activity is logged and audited. A named-user setup inside your own systems addresses several of those. If the objection is geography itself, you have your answer. ### What if my offshore hire isn't working out after a month? Tell us before you tell anyone else. Most first-month problems turn out to be an unclear brief or a task that needed judgement too early, and our HR manager works through it with you and the team member first. Where it genuinely is the wrong person, the replacement costs nothing — new shortlist, new interviews, no second fee. The initial term is three months and the engagement runs month to month after that, with no exit penalties at any point. ### What if my tool isn't listed? We support far more than we list — tell us your stack on a discovery call and we'll match a VA who already works in it. ### What if our licensee or professional body objects? Ask before you hire rather than after. Licensee and aggregator rules vary on outsourcing, data location and system access, and some require notification or approval. Firms that ask almost always get approved, and we will build the arrangement around whatever your rules require. ### What if our records are already behind? That is the usual starting point, and it makes a good first project because it is finite and measurable. Expect the first month to surface uncomfortable gaps — that is the role working, not failing. ### What if our tracking is a mess? Then start there. A tracking audit across your accounts is usually the highest-value first project — reporting built on broken conversions is worse than no reporting, because decisions get made on it. ### What if the ATO queries something the VA prepared? Your agent responds, exactly as they would today. The working papers are better than most practices produce internally — reconciliations, query lists and source documents assembled per quarter — which usually makes the response faster rather than slower. ### What if the fit isn't right? You're covered twice over. If it's clearly wrong by day five, your first week is refunded in full. After that, a free replacement any time — new shortlist, new interviews, no second fee, because there was never a first one. Before it gets that far, talk to us: our HR manager will work through it with you and the team member, since most problems turn out to be an unclear process rather than the wrong person, and a fortnight of coaching usually fixes it. Replacing someone is the last resort, not the first move. ### What if the task is different every time — can it still be handed over? Usually yes, once you separate the parts. Work that feels different every time is normally a few stable steps wrapped around one real decision. Write down the stable parts, where the information comes from, the checks you always run, the format of the output, and hand those across. Keep the decision until somebody has watched you make it enough times. Tasks that are genuinely different every time make poor first handovers. ### What if the work I want to delegate is the work only I can do? Then split the task rather than the job. Almost every task that looks personal contains preparation before the judgement and execution afterwards, and both of those move without touching what makes the work yours. If a task genuinely resists that split, it is usually because the rules live in your head rather than because they cannot be written. Writing them down is the real handover; the hire is what happens next. ### What if the work runs out or changes? Roles evolve constantly — an admin assistant becomes a bookkeeper, a customer service rep starts doing outbound. Tell us and we'll train into it. Retraining an existing team member is far cheaper for you than replacing them. ### What if they get a pay run wrong? The review step is what catches it, which is why you keep it for several cycles and never drop the authorisation. A variance report against the previous cycle catches most errors faster than reading every line — and if something does reach staff, correcting it quickly matters more than who prepared it. ### What if they resign? Same answer — we recruit the replacement, we cover the gap as far as we can, and you don't pay a fee for it. Our incentive is to keep good people, which is why we pay properly in the first place. ### What if we are not sure which role we need? That is what the call is for, and it is a reasonable place to be. Bring the list of what is not getting done and we will tell you which role covers most of it — including if the answer is that you do not need a hire yet. ### What if we bid infrequently? Then combine the role. A proposal coordinator who also does CRM hygiene, marketing production or EA work between bids is a much better use of a full-time person — and they are far more useful on the bid because they know the business. ### What is an NDIS virtual assistant? A remote professional trained in the National Disability Insurance Scheme who handles the non-billable admin behind your supports — service agreements, PACE claims, participant notes, service bookings, rostering and audit evidence — so your onshore team stays on participant-facing work. ### What is included in the hourly rate? The team member's wage, our recruitment and interviewing, HR and payroll administration, performance management, leave cover, their equipment and connectivity, and account management. There is no second invoice and no annual increase you didn't agree to. ### What is not included in your rate? Equipment and internet are the team member's own, as with any remote worker. Software licences for your systems are yours, as they would be for a local hire. There are no other charges — no placement fee, no setup fee, no exit fee. ### What is the difference between a loan processor, a settlements coordinator and a broker support officer? Scope. A loan processor covers the file from fact find to settlement: documents, application assembly, lodgement, conditions and lender follow-up. A settlements coordinator picks the file up after approval — discharge authorities, certificates of currency, signing instructions prepared for you to take the client through, and dates confirmed with every party. A broker support officer does the processing work plus pipeline and client communication. If you are choosing one to start with, processing is where the hours go, and a clean submission is what saves settlement time. ### What is the difference between a paraplanner and a paraplanning support officer? A paraplanner does the technical work: constructing the strategy, running projections, comparing products and reasoning through the compliance position. A paraplanning support officer does the production around it: pulling and tabulating research, entering modelling inputs to written instruction, assembling the advice document from your approved template, checking it is internally consistent, and keeping version control. That production is what fills a paraplanner's day without using a paraplanner's training, and it is the part that can sit offshore. The analysis and the advice cannot. ### What is the most common first hire? Bookkeeping or general administration, because both are rule-bound and checkable. The highest-return first hires we see are narrower than that — claims recovery for a clinic or NDIS provider, estimating preparation for a builder, POD chasing for a transport operator. Each one funds itself. ### What should I prepare? A rough list of tasks you'd hand off is plenty — we'll shape the role with you. ### What should I tell my existing team when I hire someone offshore? Tell them before day one, and be specific about what the new person owns rather than vague about extra help arriving. Introduce them in writing, with your backing, to everyone they will need to chase, because a remote starter with no standing and no context can only do literal, mechanical work. Put them in the team channel rather than on the end of an email chain. Isolation is a common reason these arrangements quietly fail. ### What should I use to record my screen for training? Whatever is already on your computer. Windows and macOS both include screen recording, and most video call tools will record a shared screen and give you a file. Do not buy anything for this and do not re-record it to sound better. A rough recording of the real task, with you talking through the decisions as you make them, is worth more than a tidy one of the simplified version. ### What stays with you, and what goes to them? They take the recurring, process-driven part of the real Estate Marketing Coordinator role — the work that happens the same way every week and eats your day. Judgement calls, client relationships, anything requiring your licence, sign-off or authority stay with you. The clients who get the most out of a real Estate Marketing Coordinator hand over a defined process and keep the decisions, rather than handing over the whole function and hoping. On the discovery call we'll map which tasks fall on which side of that line before you commit to anything. ### What system access does a progress claims administrator need? Their own named login to your accounting system and your job management platform, plus the shared folder where site photos, dockets and signed variations land. Named logins matter: shared passwords destroy the audit trail, and on a contested claim the trail is the evidence. Give them the permissions the tasks require and no more — raise invoices and prepare the payment run, yes; approve payments, change bank details or serve a claim in your name, no. Offboarding is then a matter of switching those logins off. ### What system access should I give a new offshore hire? Give a named account of their own in each system they need, set to the permission level the role requires — never a shared password and never your owner login, so every entry is attributed to a person. Withhold anything that moves money: no banking login, no payment authorisation, no payment token, no trust account access. They prepare, you release. Write that boundary down before day one alongside the escalation rule, and revoke access the day the role no longer needs it. ### What time zones do you cover? All US zones — Eastern through Pacific — including full night-shift coverage, since your team works your business hours. ### What tools do they use for lead gen? LinkedIn Sales Navigator, Apollo, ZoomInfo, HubSpot and similar — matched to your stack. ### What's the fastest way to start? A twenty-minute discovery call — book here or call 1300 941 872. ### When do they start being genuinely useful? On a narrow, rule-bound first task, usually within the first fortnight. For a full role with judgement in it, month two to three — the same as any hire. Anyone promising day-one productivity is describing a task, not a role. ### When is a local hire better? When the role genuinely needs a physical presence or in-person client contact. For back-office, support and digital work, offshore usually wins on cost and speed. ### Where are you based? Queensland, Australia, with dedicated teams in Manila, Philippines. ### Where did the job-seeker articles go? Applicant-focused content now lives at staffingsolutions.ph . This site is for businesses hiring. ### Where is the team based? Manila, Philippines. The team works Australian business hours (AEST/AEDT), and covers US time zones for our American clients. ### Where should they start on messy data? With the pipeline, not the database. Getting open opportunities accurate produces a usable report within a fortnight; starting with a full database clean produces nothing visible for a month and usually stalls. ### Where should they start? Your highest-risk client — the one where knowledge sits with a single engineer. Not your biggest client, and not alphabetically. Documenting the concentration risk first is the whole point of the role. ### Which accounting software do they use? Whatever you already run — most commonly Xero or MYOB, integrated with NDIS tools like Splose or ShiftCare. ### Which estimating and take-off software do you support? Whatever you already use. Tell us on the call and we will say honestly whether we have people with that specific tool, and whether the gap is a two-week learning curve or a real barrier. ### Which languages and platforms? .NET, Java, PHP, JavaScript, SQL, common CMS and cloud platforms — matched to your needs. ### Which marketing tools do they know? The common stack — Meta & Google Ads, GA4, Canva, Adobe, HubSpot, Klaviyo, later.com and more. ### Which practice management systems do you support? Whatever you run. The common ones in Australian practices are all workable, and generic project tools like ClickUp and Monday are increasingly used instead. Tell us on the call and we will match experience where it exists. ### Which should our first non-billable hire be? If the work needs presence or a licence, local. If it is administration, preparation, coordination or production — which is most non-billable work — offshore gets you three times the hours for the same money, starting in a fortnight. ### Which SMSF platforms can they work in? Whichever you already run — the market is concentrated enough that we can match on it. Tell us the platform on the call and we will tell you honestly whether we have people with real experience in it or whether they would need a few weeks to get fluent. ### Which software do they use? Whatever you run — Xero, MYOB, QuickBooks and the tools around them. See our software guides . ### Which software do you support? Whatever you use. Tell us on the call and we will say honestly whether we have people with that tool, and whether the gap is a fortnight of learning or a genuine barrier. ### Which systems can they work in? Whichever you already use. Splose, ShiftCare, Lumary, Brevity, Careview and plain Xero plus spreadsheets are all common. They work as their own named user inside your instance with the permissions you set, so every action is attributed and access can be revoked instantly. ### Which take-off software do you support? Whatever you already use. Tell us on the call — if we do not have people with that specific tool we will say so, and we will tell you whether it is a two-week learning curve or a genuine barrier. ### Who chases suppliers when there is a discrepancy? They do, and consistently doing it is where a lot of the value sits — most small businesses either pay a wrong invoice or leave a credit unclaimed. Anything that turns into a commercial dispute comes back to you. ### Who decides who gets hired? You do, always. We shortlist; you choose. ### Who is my agreement with? Us — StaffingSolutions.io, an Australian company. One agreement, one invoice, one point of contact. You have no direct obligation to the team member: no Fair Work exposure, no superannuation, no payroll tax and no workers compensation liability. We handle their engagement, their pay and the HR side of it; you direct the work. ### Who is my main contact? Your account manager — Alfie or Seth — from the discovery call onward. Same person for the whole engagement, not a ticket queue. ### Who is responsible if an offshore assistant makes a mistake in the trust account? You are. Responsibility for trust money sits with the licence holder and whoever your state's Act names as running the agency — the licensee in charge, or the principal agent in Queensland. It does not move because the data entry happened somewhere else, any more than it would for a local junior. So the review step is permanent: the licensed person checks the reconciliation, the exception list and the disbursement run before authorising anything, and keeps checking after twelve good months. ### Who manages my VA day to day? You direct the work. Laarni's HR team in Manila handles employment, performance check-ins and cover if someone's unwell. ### Who manages the team members? We do — recruitment, employment, payroll, HR and performance, with Australian client success managers. ### Who owns the working papers they produce? You do. Reconciliation packs, query lists, process documentation and templates are your business records, produced inside your systems and stored there. Nothing lives on our side. ### Who presses launch? You, unless you explicitly decide otherwise. Build and QA are delegable; committing a client's money is not, and keeping that step costs you two minutes. ### Who signs the confidentiality agreement, the provider or the assistant? Both, ideally, and you should see the wording before day one rather than after. Your agreement sits with the provider, and the person actually doing the work should separately sign confidentiality terms covering your business and your clients. Ask when it is signed relative to their first day, and check that it names your clients' information as well as your own. Ours is signed as part of engagement, before any access is granted. ### Who takes the photos? Someone at the venue — and this is the one thing that cannot be delegated offshore. The workable pattern is a weekly batch: someone shoots plates, specials and the room on their phone into a shared folder, and the assistant produces from it for the following fortnight. ### Why is $14 an hour not exploitative? Because it is measured against the right benchmark. We pay above the local market rate for the role in the Philippines, and above award minimums there — the saving comes from the cost-of-living difference between Manila and Sydney, not from underpaying anyone. Our team members are paid well for their market, which is also why they stay. ### Why is the local rate so much higher than the salary? Because a salary isn't the true cost — superannuation, leave, payroll tax, equipment, software and office space typically add 30–50% on top. ### Why the Philippines rather than India or Latin America? For Australian businesses, mainly the time zone and the accent. Manila sits within a few hours of every Australian capital and identical to Perth, and Filipino English is neutral enough for phone-facing work with Australian customers. India is a deeper technical market but a worse time zone for Australia; Latin America suits US clients far better than Australian ones. ### Why the zero-risk promise? Because we're confident in the fit, and because it's the honest way to earn a new client's trust. ### Will candidates mind an offshore coordinator? Candidates mind silence. A named coordinator who confirms times, sends preparation detail and updates them weekly is a better experience than a consultant who is genuinely too busy to do it. ### Will candidates mind being contacted by an offshore assistant? For scheduling, reference chasing and document collection, candidates mostly want responsiveness. The first substantive conversation is worth keeping with your consultant — that is where the relationship is built and where judgement matters. ### Will clients know someone else is answering? That's your call, and we'd recommend being straightforward about it — a delegate signature naming the assistant reads as a business with a team, not a business hiding one. Where it matters most is tone: after a fortnight in your inbox a good assistant writes more like you than you expect, because they've read several hundred of your replies. ### Will clients know the admin is offshore? That is your call and clients differ. Most practices simply introduce them as part of the team, with a firm email address and a named role, which is the honest position — they are your team member. Some prefer to keep them internal-facing at first and open up client contact once trust is established. ### Will customers accept an offshore coordinator? What customers want is an accurate answer and advance warning. A dedicated person who checks the system and the carrier before replying beats an operations manager who promises to look into it. ### Will customers know it is offshore support? They will know it is fast, consistent and correct, which is what actually drives satisfaction. Use your own branded helpdesk and a named agent, and it reads as your team, because it is. ### Will customers know support is offshore? What customers notice is speed, accuracy and consistency. Use your own helpdesk, your own domain and a named agent, and it reads as your team — because it is your team, dedicated to you rather than shared across a pool. ### Will customers mind an offshore voice? Some businesses worry about this more than their customers do. What customers mind is not being confirmed, being told the wrong time and nobody answering. A dedicated person who knows the crews and the jobs beats a local voicemail every time. ### Will customers react badly to being chased by someone offshore? What customers react badly to is inconsistency and surprise. A polite, accurate, scheduled follow-up from a named person with your business email address works — and it works better than a business owner chasing sporadically, because there is no emotional charge in it. ### Will drivers actually respond to them? With a set channel, yes. Agree it in week one — photos of dockets into a dated folder, or a scan at end of shift — and make it almost effortless. Chasing drivers with no channel is the one thing that makes this role frustrating. ### Will fee earners actually record time when chased? More than they do unchased, which is the whole point. It works when the chase is weekly rather than monthly, specific rather than general ("Tuesday afternoon has ninety minutes unaccounted") and backed by the partner. Monthly chasing recovers almost nothing. ### Will GPs mind dealing with an offshore coordinator? Referrers care about acknowledgement, speed and getting a letter back. A dedicated person who does all three consistently improves the relationship regardless of location. ### Will guests notice? What guests notice is being answered. A dedicated coordinator who knows your menus, packages and capacity rules is a better experience than a manager taking a call between tables. ### Will my offshore team member work overnight while I sleep? No, and no time zone will do it for you. Manila is two hours behind Brisbane all year, and three behind Sydney and Melbourne under daylight saving, so while you are asleep, so are they. There is no free overnight shift hiding in the offset. If you want your nights covered you are buying a night shift, and Philippine law requires not less than ten per cent on top of the regular wage for each hour worked between 10pm and 6am. Price it and agree it up front. ### Will our fee earners actually respond to them? Only with visible backing from leadership. The pattern that works is a weekly pipeline review where the report is the agenda — then updating the CRM is how you prepare for a meeting rather than a favour to an administrator. ### Will our licensee allow it? Check first, because licensee and aggregator agreements vary on outsourcing, data location and system access, and some require notification. Firms that ask almost always get approved. We would much rather build the arrangement around your rules than discover them in month four. ### Will our licensee allow offshore support? Most do, but check the specifics first — outsourcing, data handling and system access rules vary by licensee, and insurer portal access has its own terms. We will work within whatever your agreement requires and would rather you confirm before hiring than after. ### Will our licensee allow this? Most do, but check first — outsourcing, data handling and system access rules vary by licensee and aggregator. We will work within whatever your agreement requires, and we would rather you confirm it before you hire than after. ### Will our licensee permit offshore support? Check the specifics first — licensees differ on outsourcing, data location and system access, and some have explicit approval processes. We will work within whatever your agreement requires and would rather confirm before you hire. ### Will our salespeople actually respond to them? Only with visible backing from leadership. The pattern that works is the weekly pipeline report being the agenda of a leadership meeting — then updating the CRM is how a rep prepares for that meeting, not a favour to an administrator. ### Will our team resent being chased by them? Only if they are chasing without authority. Give them your explicit backing in writing when they start, and have the weekly bottleneck report go to partners rather than sideways — then the chasing is the firm's process, not one person nagging. ### Will reporting actually be more consistent? That is the main reason to do it. A fixed production date and a maintained dashboard beats a better report that arrives late, and clients remember reliability more than they remember insight. ### Will tenants respond to someone they have not met? Consistently more than they respond to sporadic contact from a busy property manager. What moves an arrears payment is early, unemotional, scheduled contact with a clear next step — not familiarity. ### Will the data be accurate? Build a check step for the first few hundred products, then spot-check. Accuracy in catalogue work comes from a clear spec and early sampling, not from hoping. ### Will the documentation be any good? Better than most internal documentation, for a counterintuitive reason: someone who does not already know the environment writes the steps a newcomer actually needs. Your engineers skip those steps because they are obvious to them. ### Will the quality match our designers? For adaptation work, yes — and often more consistently, because they are not bored on the fortieth asset. Original concept work is a different job and should stay in-house; that distinction is where agencies either succeed or get disappointed. ### Will the time difference help or hurt? Help, usually. Manila starts before your day, so a brief given at 4pm often has a longlist waiting the next morning. That is a genuine turnaround advantage against agencies working single-shift. ### Will they break the theme? Not with the right permissions — theme editing is a separate permission and this role does not need it. Anything requiring theme code is a developer job, and we would tell you that rather than have someone experiment in your live store. ### Will they chase clients and lenders directly? Yes, if you want them to — document chasing, lender status follow-ups and progress updates to clients are the highest-value things they do, because they're relentless about it in a way a busy broker can't be. They work from your email and your CRM, in your name where you authorise it, and they escalate to you the moment something needs a credit decision or a judgement call. ### Will they contact providers directly? They handle referrals, follow-ups and scheduling; coordination judgement calls stay with you. ### Will they get the measurements wrong? Some, at first, on your specific conventions — the same as any new estimator. The way this works is that early take-offs get checked, assumptions get written down rather than assumed, and by about the fourth job the checking becomes spot-checking. ### Will they know our white-label setup? They work inside whatever branding you have configured, and it is worth being explicit on day one about what the platform is called in front of clients. Any agency running a white-label product has naming rules; write them down before the first client call. ### Will they talk to our providers and participants? They handle first-line inbox and query triage; anything needing a judgement call is flagged to your team. ### Will they touch our deliverability? They monitor it and maintain list hygiene, which protects it. Domain authentication and sender configuration are worth setting up properly with you present, once, rather than delegating. ### Will they use our compliance-approved content? They should, and it needs to exist. If your licensee requires approved marketing content, get the templates approved once and let them execute within that set. ### Will they work my hours? Manila is two to three hours behind eastern Australia, so a standard Philippine day covers most of yours. Some clients shift start times to overlap earlier. We map it on the call rather than assuming. ### Will they work under our supervision as part of the practice? Yes — they're your team member, not an outsourced job-lot sent away and returned. They work in your practice software, in your workflow, under your review, on the recurring processing that fills a graduate's day: bank reconciliations, workpaper preparation, BAS and IAS prep, ATO correspondence chasing, client onboarding and data collection. Lodgement, advice and sign-off stay with your licensed staff — nothing changes about your professional obligations. ### Will this improve conversion? Response time is the most reliable lever in legal intake, so usually yes — but measure it. Track enquiry-to-contact time and conversion from week one so you can see the change rather than assume it. ### Will this let me write more volume? That is the usual outcome, because processing rather than enquiry is what caps most brokers. But be honest about where your own time goes first: if the week is genuinely full of client conversations rather than paperwork, a processor changes less than you would hope. ## Start here - [Hire a Virtual Assistant Australia](https://staffingsolutions.io/): Filipino virtual assistants for Australian businesses — bookkeeping, admin and NDIS claims from $14/hr. Pay only when they start. Book a discovery call. - [About Us | Australian-Owned Offshore Staffing Company](https://staffingsolutions.io/about): StaffingSolutions.io is an Australian-owned offshore staffing company — Gold Coast head office, recruitment and account teams in Manila. Here is our story. - [Our Why | Why We Built This Offshore Staffing Company](https://staffingsolutions.io/about/our-why): Why StaffingSolutions.io exists — serious support for growing businesses without the overhead, and engagements managed properly so good people stay put. - [Our Team | The Manila Recruiters Behind Your Shortlist](https://staffingsolutions.io/about/team): Meet the StaffingSolutions.io team in Manila — the recruiters, HR and account managers who build your shortlist and stay on the account after day one. - [Book a Discovery Call | Map the Role, Get Your Rate](https://staffingsolutions.io/book-a-discovery-call): Book a discovery call with StaffingSolutions.io. We map the role, quote your exact rate and show you who we would shortlist — with no obligation to hire. - [Contact StaffingSolutions.io | 1300 941 872, Gold Coast](https://staffingsolutions.io/contact): Contact us on 1300 941 872, email hire@staffingsolutions.io or book a discovery call. Gold Coast head office, recruitment and account teams in Manila. - [Virtual Assistant FAQs Australia | Cost, Security, NDIS](https://staffingsolutions.io/faq): Virtual assistant FAQs on cost, hiring speed, data security, NDIS experience and time zones, for Australian and US businesses considering a dedicated VA. - [How to Hire a Virtual Assistant in Australia | ~2 Weeks](https://staffingsolutions.io/how-it-works): How to hire a virtual assistant in about two weeks — we scope the role, shortlist candidates, you interview at no cost, and we manage it from there. - [Virtual Assistant Cost Australia | From $14/hr + GST](https://staffingsolutions.io/pricing): What a dedicated virtual assistant actually costs an Australian business — $14/hr + GST, full-time and fully managed, with no placement fee at any point. - [Virtual Assistant Savings Calculator](https://staffingsolutions.io/pricing/calculator): See what you'd save with a dedicated virtual assistant at $14/hr + GST versus a local hire. Slide to your hours and local rate for an instant annual saving. - [Privacy Policy | How StaffingSolutions.io Uses Your Data](https://staffingsolutions.io/privacy): Our privacy policy: how StaffingSolutions.io collects, uses, stores and protects the information you share, and the choices you have over your data. - [Client Work | Roles We Have Placed and What They Do](https://staffingsolutions.io/success-stories): A short brief on real client engagements — the roles placed, the systems they work in, and what was breaking before. Every client named, no invented figures. - [Terms of Service | Using the StaffingSolutions.io Website](https://staffingsolutions.io/terms): The terms of service governing your use of the StaffingSolutions.io website and our staffing services, including engagement, payment and cancellation. ## NDIS — our flagship specialism - [Hire NDIS Admin Support | Claims, Plans, Rostering](https://staffingsolutions.io/ndis): Hire NDIS-literate admin support for claims prep, participant records, rostering and audit prep — reference-checked, working your hours, from $14/hr. - [Hire an NDIS Bookkeeper | Audit-Ready Xero & MYOB Books](https://staffingsolutions.io/ndis/bookkeeper): Hire an NDIS bookkeeper for provider invoicing, claim reconciliation and audit-ready books in Xero or MYOB — working your hours, from $14/hr + GST. - [NDIS Claims & Invoicing Support | PACE Prep](https://staffingsolutions.io/ndis/claims-invoicing): Hire NDIS claims and invoicing support to prepare PACE claim files, reconcile payments and recover rejections — on your systems, from $14/hr. - [NDIS Medical Virtual Assistant | Clinic & Claims Admin](https://staffingsolutions.io/ndis/medical-virtual-assistant): Hire an allied health virtual assistant for clinic admin — patient scheduling, NDIS claim prep, report formatting and inbox cover, from $14/hr + GST. - [NDIS Plan Manager Support | Invoices & Reconciling](https://staffingsolutions.io/ndis/plan-manager-support): Hire NDIS plan management support for invoice processing, budget reconciliation, participant statements and provider payments — from $14/hr + GST. - [NDIS SIL Provider Admin | Rostering and Compliance](https://staffingsolutions.io/ndis/sil-provider-admin): Hire SIL admin support for support-worker rostering, compliance documentation, incident logs and participant files — NDIS-literate, from $14/hr + GST. - [Support Coordinator Assistant | NDIS Referrals & Notes](https://staffingsolutions.io/ndis/support-coordinator-assistant): Hire a support coordination assistant for referrals, provider comms, case notes, report formatting and scheduling — NDIS-literate, from $14/hr + GST. - [NDIS Virtual Assistant | Claims, PACE & Admin Support](https://staffingsolutions.io/ndis/virtual-assistant): Hire a dedicated NDIS virtual assistant for service agreements, PACE claim prep, participant notes and audit evidence — from $14/hr + GST. ## Guides — written from real placements - [Virtual Assistant Handover Guides | What to Delegate First](https://staffingsolutions.io/guides): Practical handover guides for Australian businesses — which tasks travel offshore, the order to hand them over in, and where the legal line sits. - [GoHighLevel Sub-Account Work to Hand to an Offshore VA](https://staffingsolutions.io/guides/gohighlevel-agency-tasks-to-hand-to-a-va): Running client sub-accounts in GoHighLevel? Here is the build, onboarding, snapshot and reporting work an offshore VA can own — and what stays with you. - [GoHighLevel Tasks You Can Hand to a Virtual Assistant](https://staffingsolutions.io/guides/gohighlevel-tasks-to-hand-to-a-va): Funnels, workflows, pipeline hygiene and conversation triage — the GoHighLevel work a virtual assistant can run, and the access level to give them. - [Outsource Accounts Payable Without Sharing Bank Access](https://staffingsolutions.io/guides/hand-over-accounts-payable): You can outsource accounts payable — bill entry, statement reconciliation and payment file prep — while authorisation and bank logins stay entirely yours. - [How to Outsource BAS Preparation and Keep Lodgement Control](https://staffingsolutions.io/guides/hand-over-bas-prep): BAS preparation is most of the work, and it can sit offshore if you split it right. What an offshore VA prepares, and what your registered agent lodges. - [How to Outsource Customer Support and Stay On-Brand](https://staffingsolutions.io/guides/hand-over-customer-support): Outsource customer support without answers going off-script — build the macro library first, set refund thresholds, and define what gets escalated to you. - [Outsource Accounts Receivable Without Losing Clients](https://staffingsolutions.io/guides/hand-over-debtor-follow-up): Outsource accounts receivable chasing to an offshore VA — a fixed cadence, scripted escalation and clear thresholds bring cash forward without friction. - [What a Payroll Virtual Assistant Can and Can't Handle](https://staffingsolutions.io/guides/hand-over-payroll): A payroll virtual assistant can prepare the pay run, chase timesheets and reconcile super. Award interpretation and the STP declaration stay with you. - [How to Outsource Quoting and Estimating Preparation](https://staffingsolutions.io/guides/hand-over-quoting-and-estimating): Outsource estimating prep — take-offs, supplier pricing and quote assembly — while margin and risk calls stay with you. For builders, trades and services. - [Hand Your Inbox to an Email Management Virtual Assistant](https://staffingsolutions.io/guides/hand-over-your-inbox): Delegated access instead of shared passwords, what an email management virtual assistant can send unsupervised, and how you finally reach inbox zero. - [Outsource Social Media Without Losing Your Brand Voice](https://staffingsolutions.io/guides/hand-over-your-social-media): Outsource social media management to an offshore assistant — what travels, how to transfer your voice, and why photography has to stay local to you. - [HubSpot Tasks You Can Hand to an Offshore Virtual Assistant](https://staffingsolutions.io/guides/hubspot-tasks-to-hand-to-a-va): The HubSpot work an offshore virtual assistant can own — data hygiene, pipeline discipline, sequences, workflows and reporting — and what your reps keep. - [What Your Offshore VA Can Do in MYOB (and What They Can't)](https://staffingsolutions.io/guides/myob-tasks-to-hand-to-a-va): Bank rec, AP, AR and payroll prep all move to an offshore VA in MYOB. What cannot move is the lodgement and the bank authority. Here is the split. - [Shopify Work an Offshore Virtual Assistant Can Take On](https://staffingsolutions.io/guides/shopify-tasks-to-hand-to-a-va): The Shopify work an offshore virtual assistant can take off your desk — listings, merchandising, promotions, order exceptions and first-line support. - [What an NDIS Claims VA Actually Does in Your System](https://staffingsolutions.io/guides/splose-shiftcare-claims-va): A walkthrough of the claim prep, rostering and progress-note work an offshore NDIS virtual assistant does in Splose, ShiftCare, Lumary or Brevity. - [What a Builder Should Delegate First | Estimating Prep](https://staffingsolutions.io/guides/what-a-builder-should-delegate-first): Estimating prep comes first and compliance last. Why quoting capacity is the constraint worth fixing before a builder delegates anything else offshore. - [What a Clinic Should Delegate First (and In What Order)](https://staffingsolutions.io/guides/what-a-clinic-should-delegate-first): Billing recovery first, phones next, clinical judgement never. A practical handover order for allied health and GP practices using an offshore assistant. - [What a Mortgage Broker Should Delegate First — and Last](https://staffingsolutions.io/guides/what-a-mortgage-broker-should-delegate-first): What a mortgage broker should delegate, in order — document collection first, then submission and settlements — and why credit advice never moves. - [What a Real Estate Agency Should Hand Over to a VA First](https://staffingsolutions.io/guides/what-a-real-estate-agency-should-delegate-first): What a real estate agency should outsource — listing prep and database work first, property management admin next — and why licensed acts stay onshore. - [What an Accounting Firm Should Delegate First (In Order)](https://staffingsolutions.io/guides/what-an-accounting-firm-should-delegate-first): Start with bank reconciliation, finish with tax prep, and never begin with your messiest client. A practical handover order for Australian accounting firms. - [What an NDIS Provider Should Delegate | Claims and Rosters](https://staffingsolutions.io/guides/what-an-ndis-provider-should-delegate-first): The order NDIS providers actually delegate work in — claiming, rostering, notes chasing, intake — and the participant decisions that stay with your staff. - [What an Online Store Should Delegate First (and Last)](https://staffingsolutions.io/guides/what-an-online-store-should-delegate-first): What an online store should delegate first — product listings — and why customer support is the wrong place to start. The order ecommerce owners use. - [What You Legally Can't Delegate Offshore in Australia](https://staffingsolutions.io/guides/what-you-cannot-delegate-offshore-australia): A profession-by-profession map of the work that must stay with your licensed or registered staff in Australia — TPB, NCCP, AFS, trust accounting and NDIS. - [Why Offshore Hires Fail | The Causes and the Fixes](https://staffingsolutions.io/guides/why-offshore-hires-fail): The reasons offshore hires actually fail — undocumented processes, the wrong first task, no feedback loop and isolation — and how to prevent each one. - [Xero Tasks You Can Hand to a VA (and the Ones You Can't)](https://staffingsolutions.io/guides/xero-tasks-to-hand-to-a-va): Bank rec, AP, AR, payroll prep and BAS prep can all move to an offshore VA in Xero. Lodgement and bank authority cannot. Here is where the line sits. ## Resources - [Virtual Assistant Resources | Hiring, Cost & Delegation](https://staffingsolutions.io/resources): Practical virtual assistant resources on cost, delegation, data security and NDIS, for Australian and US businesses hiring offshore for the first time. - [Hire a Filipino Virtual Assistant | Why the Philippines](https://staffingsolutions.io/resources/hire-a-filipino-virtual-assistant): Before you hire a Filipino virtual assistant: what that labour market is genuinely strong at, what it is not, and what to expect culturally. - [How Much Does a Virtual Assistant Cost in Australia?](https://staffingsolutions.io/resources/how-much-does-a-virtual-assistant-cost): What actually drives the price of a virtual assistant in Australia, how to work out the true cost of the local hire you are comparing, and where fees hide. - [How to Onboard a Virtual Assistant | First Two Weeks](https://staffingsolutions.io/resources/how-to-onboard-a-virtual-assistant): How to onboard a virtual assistant, day by day, through the first fortnight — access, documentation, daily check-ins, and why silence costs more. - [Is Hiring an Offshore Virtual Assistant Safe? The Risks](https://staffingsolutions.io/resources/is-it-safe-to-hire-an-offshore-virtual-assistant): Is it safe to hire an offshore virtual assistant? Access, data, fraud and continuity are the real risks — and here is the control that answers each one. - [Which Tasks to Delegate to a Virtual Assistant First](https://staffingsolutions.io/resources/tasks-to-delegate-to-a-virtual-assistant): Which tasks to delegate to a virtual assistant first, which need context, and which should never leave the business — plus a test for your own list. - [Virtual Assistant vs Employee | Cost, Speed and Control](https://staffingsolutions.io/resources/virtual-assistant-vs-employee): A dedicated virtual assistant against a local employee on cost, speed, control and continuity — including the things a local hire genuinely does better. - [What an NDIS Virtual Assistant Can and Cannot Take On](https://staffingsolutions.io/resources/what-can-an-ndis-virtual-assistant-do): What an NDIS virtual assistant can take on — claim prep, rostering, intake, plan tracking and chasing notes. Participant-facing work stays with your staff. - [Virtual Assistant for Small Business | Is It Worth It?](https://staffingsolutions.io/resources/why-hire-a-virtual-assistant): Where a virtual assistant genuinely fixes something for a small business, where it will not, and how to tell which situation you are actually in. ## Blog — dated writing, unlike the guides - [Blog | Offshore Staffing and Delegation for Australian Business](https://staffingsolutions.io/blog): Practical writing on hiring offshore staff, delegating work and running a remote team — for Australian and US businesses. - [10 Benefits of Effective Remote Communication with Your Teams](https://staffingsolutions.io/blog/10-benefits-of-effective-remote-communication-with-your-teams): Do you struggle with remote communications with your team? Here's a guide on how to communicate remotely with your virtual assistants. - [12 Advantages of Virtual Assistants for Social Media](https://staffingsolutions.io/blog/12-advantages-of-hiring-virtual-assistant-employees-for-social-media-management): If you want to get yourself organized and help your business grow, it helps to have a virtual assistant who can help you with everything that comes with being - [12 Benefits Of Human Resource Outsourcing (HRO)](https://staffingsolutions.io/blog/12-benefits-of-human-resource-outsourcing-hro): Looking to optimize your HR function? Discover the 12 Benefits of Human Resource Outsourcing including cost savings and increased efficiency. - [13 Benefits of Virtual Assistants for Online Research](https://staffingsolutions.io/blog/13-benefits-of-hiring-virtual-assistant-employees-for-online-research-and-analysis): Unlock the 13 benefits of hiring virtual assistant employees for online research and analysis. Enhance your productivity with StaffingSolutions.io. - [14 Benefits of Outsourcing Admin Tasks to Virtual Assistants](https://staffingsolutions.io/blog/14-benefits-of-outsourcing-administrative-tasks-to-virtual-assistants): You know you need a virtual admin assistant when routine tasks start taking up most of your time and energy. Delegate tasks and focus on your business. - [15 Virtual Assistant Hiring Mistakes to Avoid](https://staffingsolutions.io/blog/15-virtual-assistant-hiring-mistakes-to-avoid): Are you looking to hire a virtual assistant? If so, you need to be aware of some important hiring mistakes to avoid. Check this blog for more! - [5 Ways To Ensure Your Staff Stay Productive When Working Remotely](https://staffingsolutions.io/blog/5-ways-to-ensure-your-staff-stay-productive-when-working-remotely): Discover 5 effective strategies for keeping your team productive while working remotely. Ensure your success in managing remote workers. - [6 Benefits of a Virtual Assistant for Event Planning](https://staffingsolutions.io/blog/6-benefits-of-hiring-a-virtual-assistant-planner-for-event-planning): Do you want to hire a virtual assistant employee for event planning? Discover how an assistant planner can help streamline your processes and save the day. - [7 Common Misconceptions About Virtual Assistant Employees](https://staffingsolutions.io/blog/7-common-misconceptions-about-virtual-assistant-employees): Business owners in need of a virtual assistant may find it extra difficult to work with one with myths tainting the profession. Unlearn the misconceptions abo - [8 Ways ChatGPT Can Help Business Owners](https://staffingsolutions.io/blog/8-ways-chatgpt-can-help-business-owners): Discover the many ways ChatGPT can help business owners. From creating high-quality content to boosting your search engine rankings, our AI-powered chatbot is - [A Week Before, and a Week After Delegating Admin](https://staffingsolutions.io/blog/a-week-before-and-after-delegating-admin): An hour-by-hour Australian small-business week with the owner doing everything, then the same week with an offshore admin. What moves, and what gets harder. - [AI-Augmented Virtual Assistants for Smart Staffing](https://staffingsolutions.io/blog/ai-augmented-virtual-assistants-smart-staffing-2025-smbs): Boost SMB efficiency with AI-Augmented Virtual Assistants in 2025. Cut costs, streamline tasks, and grow smart—schedule your free consult today. - [APP 8 and Offshore Staff: Cross-Border Privacy Rules](https://staffingsolutions.io/blog/australian-privacy-principles-offshore-staff-app-8): APP 8 governs cross-border disclosure of personal information. What it means when offshore staff access Australian client data, and the controls that matter. - [Benefits of a Brand Manager VA for Content Marketing](https://staffingsolutions.io/blog/benefits-of-hiring-a-brand-manager-virtual-assistant-for-your-content-marketing): Discover how a brand manager virtual assistant can enhance your content marketing. Learn about the benefits and time-saving solutions. - [11 Benefits of Hiring a Payroll Virtual Assistant](https://staffingsolutions.io/blog/benefits-of-hiring-payroll-virtual-assistant): Are you looking to improve your business efficiency and productivity? Hiring a payroll virtual assistant can help you achieve that! - [How to Build a Strong Company Culture with a Virtual HR Team](https://staffingsolutions.io/blog/building-a-strong-company-culture-with-a-virtual-hr-team): Are you looking for ways to improve employee morale and productivity in your virtual workplace? This guide provides tips on how to create a strong company cul - [11 Challenges of Managing Virtual Teams: How to Overcome Them](https://staffingsolutions.io/blog/challenges-of-managing-virtual-assistant-employees): Remote working is more common than ever. Managing virtual teams constitutes major challenges. Here's a few pointers on overcoming potential issues. - [Employer Branding: 10 Ways to Build a Hiring Strategy](https://staffingsolutions.io/blog/employer-branding-in-talent-acquisition-10-ways-to-build-a-strategy): Build a strong employer branding strategy for talent acquisition. Discover 10 effective ways with StaffingSolutions.io for attracting top talent. - [Why Hire Filipino Graphic Designers: Key Benefits](https://staffingsolutions.io/blog/filipino-graphic-designers-benefits-of-hiring-virtual-graphic-designers-from-the-philippines): Looking to outsource your graphic design needs? Filipino Graphic Designers offer affordable and high-quality services. Hire today! - [Filipino VA: 11 Tips for Working With Your Virtual Assistant](https://staffingsolutions.io/blog/filipino-va-11-tips-on-how-to-work-efficiently-with-your-philippine-virtual-assistant): Are you struggling to work efficiently with your Filipino VA? This guide will give you tips on how to get the most out of your relationship with your Virtual - [Financial Advisor vs Financial Analyst: What\'s the Difference?](https://staffingsolutions.io/blog/financial-advisor-vs-financial-analyst): Are you looking for a career in financial planning? Are you wondering which route is best for you? This guide will help you decide whether a career as a Finan - [The First 30 Days With an Offshore Hire | Week by Week](https://staffingsolutions.io/blog/first-30-days-offshore-hire-onboarding): A week-by-week plan for month one with an offshore hire: what to prepare before day one, the first task, the daily correction and the day 30 review. - [Follow-the-Sun Support for 24/7 Global Coverage](https://staffingsolutions.io/blog/follow-the-sun-support-247-virtual-teams-customer-experience): Follow-the-sun support ensures 24/7 service with global virtual teams. Enhance efficiency and CX—schedule a free consult with StaffingSolutions.io today. - [The Future of Virtual Assistants: Trends and Predictions](https://staffingsolutions.io/blog/future-of-virtual-assistants): What would be the future of virtual assistants? Discover the latest trends and predictions for the future of virtual assistant employees. - [Global Outsourcing: Definition, Benefits and How to Outsource VAs](https://staffingsolutions.io/blog/global-outsourcing-definition-benefits-and-how-to-outsource-vas): Looking to outsource some of your work? This guide will teach you everything you need to know about global outsourcing, its benefits, and how to find the best - [Hiring a HubSpot Virtual Assistant: What to Know](https://staffingsolutions.io/blog/hiring-a-hubspot-virtual-assistant-virtual-secretary-for-hubspot): Hire a HubSpot Virtual Assistant to streamline your workflow. Our certified Virtual Secretary will take care of the HubSpot needs. - [15 Things to Consider When Hiring a Virtual Medical Receptionist](https://staffingsolutions.io/blog/hiring-virtual-medical-receptionist): What are the things to consider in Hiring a Virtual Medical Receptionist? This guide will teach you everything you need to know about hiring a Virtual Medical - [How Many Hours a Week Does an Offshore Hire Need?](https://staffingsolutions.io/blog/how-many-hours-a-week-does-an-offshore-hire-need): The honest answer is twenty to forty. Five hours a week works for some jobs, not most — how to count the hours you'd really hand over, and what it costs. - [How Remote Work Culture Is Changing Corporate Mindsets](https://staffingsolutions.io/blog/how-remote-work-culture-is-changing-corporate-mindset): Organizations can cultivate a strong and positive remote work culture that benefits both the company and its employees. Discover and see what a virtual assist - [How to Brief Work Only You Know How to Do](https://staffingsolutions.io/blog/how-to-brief-work-you-have-only-ever-done-yourself): You cannot hand over a process that only exists as habit. A method for getting it out of your head: narrate it once, log the exceptions, name done. - [10 Tips When Hiring a Copywriting Virtual Assistant](https://staffingsolutions.io/blog/how-to-hire-a-copywriting-virtual-assistant-10-things-to-consider): When hiring consider the following: 1. Evaluate Their Copywriting Skills 2. Strong communication skills 3. Ability to conduct in-depth market research - [How To Interview Candidates For A Remote Team](https://staffingsolutions.io/blog/how-to-interview-candidates-for-a-remote-team): Finding the right candidate for a remote team can be challenging. Learn different interview questions for remote work that you can ask to the candidates. - [How to Trial an Offshore Hire Without the Risk](https://staffingsolutions.io/blog/how-to-trial-an-offshore-hire-without-betting-the-business): A sensible first offshore engagement: one role, a task with a visible output, four review points, and an exit you agree the shape of before you start. - [How to Use Social Media to Find the Best Virtual Assistant](https://staffingsolutions.io/blog/how-to-use-social-media-to-find-the-best-virtual-assistant): Are you looking for a Virtual Assistant to help with your online marketing? This guide will teach you how to use social media to find the best VA for your bus - [How Virtual Assistant Employees are Revolutionizing the Workplace](https://staffingsolutions.io/blog/how-virtual-assistant-employees-are-revolutionizing-the-workplace): Discover how virtual assistant employees are reshaping the workplace with efficiency and innovation. Explore the future of staffing at StaffingSolutions.io. - [How Virtual Assistants Boost Customer Satisfaction](https://staffingsolutions.io/blog/how-virtual-assistant-employees-can-help-boost-customer-satisfaction): Virtual assistants can augment your human workforce and enhance your customer service. Learn more about these digital magicians. - [How Virtual Assistant Employees Can Help Grow Your Business](https://staffingsolutions.io/blog/how-virtual-assistant-employees-can-help-grow-your-business): Unlock business growth with Virtual Assistant employees. Learn how Staffing Solutions.io's skilled VAs can enhance productivity and efficiency. - [How Virtual Assistants Improve Employer Work-Life Balance](https://staffingsolutions.io/blog/how-virtual-assistant-employees-can-help-improve-work-life-balance-of-employers): Do you want to improve your work-life balance? This guide will help you identify the benefits of VA services and choose the right provider for your needs. - [How Virtual Assistants Reduce Workload and Stress](https://staffingsolutions.io/blog/how-virtual-assistant-employees-can-help-reduce-workload-and-stress): Hiring virtual assistant employees can help reduce workload and stress, allowing you to focus on your core business tasks. - [How a Virtual Assistant Helps With Data Entry and Management](https://staffingsolutions.io/blog/how-virtual-assistant-employees-can-help-with-data-entry-and-management): Are you looking for a way to improve your data entry and management skills? How can a virtual assistant help you with your data entry tasks? - [How Virtual Assistants Are Transforming Healthcare Practices](https://staffingsolutions.io/blog/how-virtual-assistants-are-revolutionizing-the-healthcare-industry): Explore how healthcare virtual assistants (VHAs) are transforming the patient engagement between remote patients, providers and payers. - [Manila to AEST: What an Offshore Workday Looks Like](https://staffingsolutions.io/blog/manila-hours-aest-what-an-offshore-workday-looks-like): Manila runs two hours behind AEST, three once daylight saving starts. The real overlap, when handover happens, and what after-hours cover actually costs. - [Virtual Assistant Tips to Boost Impact in 2025](https://staffingsolutions.io/blog/maximize-virtual-assistant-productivity-2025): Maximize your virtual assistant’s impact in 2025 with expert tips to boost productivity and scale smarter. Start scaling today with StaffingSolutions.io. - [13 Benefits of Hiring a Medical Virtual Assistant](https://staffingsolutions.io/blog/medical-virtual-assistant): Discover the benefits of hiring a medical virtual assistant, including increased productivity and improved patient care. Read more here to find out how your p - [What a Loan Processing VA Can Do Under the NCCP](https://staffingsolutions.io/blog/mortgage-broking-loan-processing-offshore-nccp): A loan processing assistant can build the file, chase documents and prepare the servicing table. Credit assistance and the preliminary assessment stay yours. - [NDIS Offshore Admin After PRODA: What Still Works](https://staffingsolutions.io/blog/ndis-offshore-admin-after-proda-myid-ram): PRODA stopped being the route into NDIS provider portals on 10 November 2025. What an offshore assistant can still do, and where the line now sits. - [Can You Outsource BAS Preparation to the Philippines?](https://staffingsolutions.io/blog/outsource-bas-preparation-philippines-what-the-law-requires): Preparation can sit offshore; lodgement and advice cannot. What a BAS agent may delegate under the Tax Agent Services Act, and what supervision means. - [Offshore paraplanning support: where the adviser signs](https://staffingsolutions.io/blog/paraplanning-support-offshore-what-the-adviser-must-sign): Offshore support can prepare research, run modelling inputs and assemble advice documents. The Statement of Advice still applies, and your adviser signs it. - [Performance-Based Hiring: A 5-Step Implementation Guide](https://staffingsolutions.io/blog/performance-based-hiring): Are you looking for a way to improve the efficiency and quality of your hiring process? If so, you'll want to check out our guide on how to implement a perfor - [Progress Claims: The Admin a Builder Can Hand Offshore](https://staffingsolutions.io/blog/progress-claims-construction-offshore-admin): Security of payment is state based and the deadlines are unforgiving. What an offshore administrator can prepare on progress claims, and what stays with you. - [How to Choose a Property Management Virtual Assistant](https://staffingsolutions.io/blog/property-management-virtual-assistant-how-to-choose-the-right-person-for-the-job): Are you looking for a professional Property Management Virtual Assistant to help with your day-to-day tasks? This guide will show you how to find the right pe - [Pros and Cons of Hiring a Virtual Assistant With No Experience](https://staffingsolutions.io/blog/pros-and-cons-of-hiring-a-virtual-assistant-with-no-experience): Looking for a reliable and affordable virtual assistant? This guide will teach you about the benefits and drawbacks of hiring a virtual assistant with no expe - [Questions to Ask an Offshore Staffing Provider](https://staffingsolutions.io/blog/questions-to-ask-an-offshore-staffing-provider): The questions worth asking any offshore staffing provider before you sign: who hires the person, what the rate covers, access, data and the exit. - [Real Estate Trust Accounting: What Can Go Offshore](https://staffingsolutions.io/blog/real-estate-trust-accounting-what-can-go-offshore): Reconciliation prep, receipting, arrears and reporting can go offshore. Authorising, signing and withdrawing trust money cannot, and rules differ by state. - [The 10 Best Remote Communication Tools for Remote Teams in 2023](https://staffingsolutions.io/blog/remote-communication-tools): Are you looking for the best remote communication tools for your team in 2023? Look no further than our list of the top tools for you and your remote teams. - [Top 5 Skills to Look for in Hiring a Remote Graphic Designer](https://staffingsolutions.io/blog/remote-graphic-designer): Planning to hire a remote graphic designer? Check out our guide on the top skills needed, including technical, creative, and problem-solving skills. - [Remote Medical Assistants: What They Do and How to Hire One](https://staffingsolutions.io/blog/remote-medical-assistant): Discover the benefits of hiring a remote medical assistant and how to go about finding the right one for your healthcare business. - [Remote Work Culture and Employee Well-being Strategies](https://staffingsolutions.io/blog/remote-work-culture-and-employee-well-being-strategies-for-success): Are you looking for ways to improve the well-being of your employees? This guide will teach you how to create a remote work culture that is conducive to emplo - [Remote Work Culture: Challenges and How to Solve Them](https://staffingsolutions.io/blog/remote-work-culture-challenges): Are you tired of feeling like you're in a remote work bubble? This guide will teach you how to build a connected work environment that enhances productivity a - [Remote Work Culture After the Pandemic: What's Next](https://staffingsolutions.io/blog/remote-work-culture-in-the-post-pandemic-era): This new work culture has created a cultural paradigm shift for both ... remote work more after COVID than they did prior to the pandemic. - [Signs You Have Outgrown Doing It All Yourself](https://staffingsolutions.io/blog/signs-you-have-outgrown-doing-it-yourself): Quoting at 9pm, invoices going out late, the same question answered forty times: the observable signs a business has outgrown one person doing all of it. - [Strategies for Effective Talent Acquisition in Small Businesses](https://staffingsolutions.io/blog/strategies-for-effective-talent-acquisition-in-small-businesses): Are you looking for ways to improve your talent acquisition strategies? By implementing these strategies, you can increase profitability and employee retentio - [Talent Acquisition Metrics: What to Track for Successful Hiring](https://staffingsolutions.io/blog/talent-acquisition-metrics-what-to-track-for-successful-hiring): Are you looking to improve your talent acquisition process? This guide will teach you how to track and assess key metrics to help achieve success. This guide - [11 Benefits of Virtual Assistants for Busy Professionals](https://staffingsolutions.io/blog/the-advantages-of-hiring-virtual-assistant-employees-for-busy-professionals): What are the advantages of hiring virtual assistant employees for busy professionals? This article will guide you in choosing the best VA. - [What Is Outsourcing? Benefits and Why It Works](https://staffingsolutions.io/blog/the-benefits-of-outsourcing-what-is-outsourcing-and-why-should-you-do-it): Discover what outsourcing is and learn about key outsourcing benefits along with disadvantages and steps to determine if outsourcing is right for your company - [The Role of Virtual Assistants in Customer Support](https://staffingsolutions.io/blog/the-effective-role-of-virtual-assistants-in-providing-customer-support): Looking to expand your customer support team? Hire a virtual customer support assistant from StaffingSolutions.io and fuel business growth. - [The Future of Human Resource: Why Virtual HR is Here to Stay](https://staffingsolutions.io/blog/the-future-of-hr-why-virtual-hr-is-here-to-stay): Discover the game-changing potential of virtual HR in the future of human resources. Explore why StaffingSolutions.io embraces this new era. - [The Future of Virtual Assistants With AI](https://staffingsolutions.io/blog/the-future-of-virtual-assistants-with-artificial-intelligence): The future of virtual assistants in AI is rapidly advancing, with exciting prospects for personalized user experiences, jobs, improved efficiency, and more. - [Why Virtual Assistants Are the Future of Work](https://staffingsolutions.io/blog/the-future-of-work-why-virtual-assistant-employees-are-here-to-stay): Are you looking for a future with increased efficiency and flexibility? Virtual assistant employees are here to stay, and they offer many benefits to business - [10 Benefits of Training and Development for Virtual Assistants](https://staffingsolutions.io/blog/the-importance-of-training-and-development-for-virtual-assistant-employees): Discover the crucial role of training and development in equipping virtual assistant employees with the necessary skills and knowledge to excel in their roles - [The Role of Virtual Assistants in Modern Business](https://staffingsolutions.io/blog/the-role-of-virtual-assistant-employees-in-modern-business): Virtual assistant employees can have a huge impact on your business. This guide will teach you about the benefits of using virtual assistants and how to best - [What Not to Delegate: The Work You Should Keep](https://staffingsolutions.io/blog/the-work-owners-should-keep): Most delegation advice says hand it all over. Some work shouldn't move: the first client call, the pricing decision, and anything your licence covers. - [10 Best Time Tracking Apps and Tools for Remote Teams](https://staffingsolutions.io/blog/time-trackers): Are you having a hard time tracking your Virtual Assistant's work? Are you looking for a time tracker that will help you stay on track? This guide has a list - [Tips for Hiring Remote Assistants Online](https://staffingsolutions.io/blog/tips-on-hiring-remote-assistants-online): In this guide, we will teach you everything you need to know about hiring remote assistants online. We also provide tips on how to screen applicants and manag - [Top 10 Tasks of a Virtual Sales Representative](https://staffingsolutions.io/blog/top-10-tasks-of-a-virtual-sales-representative): Are you looking for ways to increase your sales? Do you want to learn about the top tasks of a virtual sales representative? This guide will teach you everyth - [Top 10 Tips on Hiring a Bookkeeper Virtual Assistant](https://staffingsolutions.io/blog/top-10-tips-on-hiring-a-bookkeeper-virtual-assistant): If you're looking for a virtual bookkeeping assistant, we can help you get the right assistant for your business needs. Contact us now! - [Top 7 Tips for Hiring a Great Remote Administrative Assistant](https://staffingsolutions.io/blog/top-7-tips-for-hiring-a-great-remote-administrative-assistant): Learn how to find and hire a top-notch remote administrative assistant. Our expert tips will help you streamline your search and build a dream team. - [Top 9 Industries That Benefit from Virtual Assistant Employees](https://staffingsolutions.io/blog/top-9-industries-that-benefit-from-virtual-assistant-employees): Discover the top 9 industries harnessing the power of virtual assistant employees. Optimize your workforce with StaffingSolutions.io. - [Traditional vs. Virtual HR: Which is Right for Your Business?](https://staffingsolutions.io/blog/traditional-hr-vs-virtual-hr): Are you looking for a way to improve your HR efficiency and reduce costs? Virtual HR may be the right solution for you. This guide will help you understand th - [Virtual Assistant: A Cost-Effective Solution for Small Businesses](https://staffingsolutions.io/blog/virtual-assistant-a-cost-effective-solution-for-small-businesses): Learn how hiring a virtual assistant employee can be a cost-effective solution for small businesses. Discover the benefits, types of tasks they can handle. - [Virtual Assistant: A Solution for Overwhelmed Solopreneurs](https://staffingsolutions.io/blog/virtual-assistant-a-solution-for-overwhelmed-solopreneurs): Hiring a virtual assistant as a solopreneur can give you a lot of flexibility in your work life. Read this article for more information! - [Virtual Assistants: An Asset to Your Growth Strategy](https://staffingsolutions.io/blog/virtual-assistant-employees-an-asset-to-your-business-growth-strategy): Are you looking for a way to improve your business productivity? Virtual assistants can help. This guide will teach you about the benefits of using virtual as - [Virtual Assistants: Top 5 Hiring Tips for the Digital Age](https://staffingsolutions.io/blog/virtual-assistant-employees-the-key-to-a-successful-business-in-the-digital-age): Want to know why you should hire a virtual assistant? Here are the top ten reasons why successful companies are doing it - [Virtual Assistants: Maximise Your Time and Productivity](https://staffingsolutions.io/blog/virtual-assistant-employees-the-secret-to-maximizing-your-time-and-productivity): Are you aiming to increase your productivity and efficiency? This guide will teach you why hiring a virtual assistant is the best solution. - [10 Metrics to Evaluate Virtual Assistant Performance](https://staffingsolutions.io/blog/virtual-assistant-performance-metrics-and-evaluation): Are you looking for ways to improve the performance of your virtual assistants? This guide contains 10 useful metrics and evaluation techniques that will help - [Virtual Assistant vs Traditional Employee: Which Is Right?](https://staffingsolutions.io/blog/virtual-assistant-vs-traditional-employee): Here's an in-depth virtual assistant vs employee comparison to help you determine what's best for your needs. - [Virtual Assistants for Entrepreneurs: 11 Tips for Success](https://staffingsolutions.io/blog/virtual-assistants-for-entrepreneurs-11-tips-and-tricks-for-success): Many entrepreneurs who hire virtual assistants end up disappointed for one reason or another. This article explains why and shares advice on how to find the r - [What a Full-Time Offshore Team Member Does All Day](https://staffingsolutions.io/blog/what-a-full-time-offshore-team-members-day-looks-like): An ordinary day for a dedicated full-time team member in Manila, hour by hour, with the Australian time beside it — and what dedicated really means. - [What Your Own Hour Is Actually Worth](https://staffingsolutions.io/blog/what-an-owners-hour-is-actually-worth): Work out your effective hourly rate from what the business really earns, then weigh it against the hours you could buy back from A$14 an hour plus GST. - [What Does a Financial Analyst Do? A Comprehensive Guide](https://staffingsolutions.io/blog/what-does-a-financial-analyst-do-a-comprehensive-guide): A financial analyst gathers and evaluates financial data, develops financial suggestions, builds financial models, and keeps track of financial performance. - [What is a Virtual Transcriptionist? Why Do You Need One?](https://staffingsolutions.io/blog/what-is-a-virtual-transcriptionist-why-do-you-need-one): Are you in need of a virtual transcriptionist? Are you considering hiring one? This guide will help you determine if a virtual transcriptionist is the right f - [What Is a YouTube Virtual Assistant? Duties and Tasks](https://staffingsolutions.io/blog/what-is-a-youtube-virtual-assistant-duties-tasks-job-description): This guide will teach you everything you need to know about hiring a Youtube Virtual Assistant and what they can do for your business. - [What to Delegate First: A Four-Question Framework](https://staffingsolutions.io/blog/what-to-delegate-first-a-decision-framework): Score every task on frequency, documentability, judgement and licence exposure, then hand over the highest-frequency, lowest-judgement work first. - [What to Do With the Hours You Get Back](https://staffingsolutions.io/blog/what-to-do-with-the-hours-you-get-back): Hours freed by a good handover refill with admin unless you decide in advance what they are for. How to name the time, protect it and check at ninety days. - [Who Manages Your Offshore Hire (And for How Long)](https://staffingsolutions.io/blog/who-manages-your-offshore-hire): Someone in your business has to own a new offshore hire. Who it should be, what the job involves, and how the time shrinks after the first month. - [10 Benefits of Financial Accounting for Your Business](https://staffingsolutions.io/blog/why-financial-accounting-is-important): Financial accounting is the process of recording and reporting a company’s financial transactions. This guide provides about financial accounting and how they - [Why Hire a Project Manager Virtual Assistant?](https://staffingsolutions.io/blog/why-hire-a-project-manager-virtual-assistant): Discover the benefits of hiring a Project Manager Virtual Assistant from Staffing Solutions.io. Streamline your projects with expert support. - [Xero & MYOB Permissions for an Offshore Bookkeeper](https://staffingsolutions.io/blog/xero-myob-offshore-bookkeeper-access-and-controls): Which Xero and MYOB user roles to grant an offshore bookkeeper, why they never need payment authority, how to handle bank feeds, and how to make review real. ## Roles we place - [Virtual Assistant Services Australia | Hire From $14/hr](https://staffingsolutions.io/virtual-assistants): Browse virtual assistant services by role — accounting, admin, customer service, marketing, real estate and IT. Reference-checked, from $14/hr + GST. - [Accounting & Bookkeeping Virtual Assistants Australia](https://staffingsolutions.io/virtual-assistants/accounting-finance): Reconciliations, payables, payroll admin and reporting, handled by dedicated accounting and bookkeeping assistants in Manila. From $14/hr + GST. - [Hire an Accounting Virtual Assistant | Ledgers to Reports](https://staffingsolutions.io/virtual-assistants/accounting-finance/accountant): A dedicated accounting virtual assistant for management accounts, reconciliations and reporting — in your ledger, under your CPA's direction, from $14/hr. - [Accounts Receivable Outsourcing | Hire an AR Specialist](https://staffingsolutions.io/virtual-assistants/accounting-finance/accounts-receivable-specialist): Accounts receivable outsourcing on a fixed cadence — invoicing, collections and cash application handled to your escalation rules. From $14/hr + GST. - [Hire a Bookkeeping Virtual Assistant in Xero or MYOB](https://staffingsolutions.io/virtual-assistants/accounting-finance/bookkeeper): A dedicated bookkeeping virtual assistant for your day-to-day books — invoicing, reconciliations and payroll in Xero, MYOB or QuickBooks, from $14/hr. - [Hire a Mortgage Broker Virtual Assistant | Loan Admin](https://staffingsolutions.io/virtual-assistants/accounting-finance/broker-support-officer): A mortgage broker virtual assistant for loan packaging, lender liaison and application admin — your credit advice stays with you, from $14/hr + GST. - [Hire a Virtual Estimator | Take-Offs, Quotes & Tenders](https://staffingsolutions.io/virtual-assistants/accounting-finance/estimator): A virtual estimator for trades and construction — take-offs, quotes and tender documentation prepared to your rates and templates, from $14/hr + GST. - [Hire a Finance Virtual Assistant | Back-Office Support](https://staffingsolutions.io/virtual-assistants/accounting-finance/finance-administration-assistant): A finance virtual assistant for the back office — purchase orders, expense processing, supplier queries and the finance inbox. Book a discovery call. - [Hire an Adviser Support VA | Paraplanning and Admin](https://staffingsolutions.io/virtual-assistants/accounting-finance/financial-advisor): Adviser support and paraplanning help — SOA drafting, research and client-review admin. The advice stays with your licensee, from $14/hr + GST. - [Hire a Virtual Financial Analyst | Models & Reporting](https://staffingsolutions.io/virtual-assistants/accounting-finance/financial-analyst): A virtual financial analyst for models, variance analysis and board-ready reporting — the numbers behind your decisions. From $14/hr + GST, $0 fees. - [Insurance Claims Outsourcing | Hire a Claims Processor](https://staffingsolutions.io/virtual-assistants/accounting-finance/insurance-claims-processor): Insurance claims outsourcing — lodgement prep, insurer follow-up and documentation handled to your process, with the decisions left to you. From $14/hr. - [Hire a Payroll Virtual Assistant | Accurate Pay Runs](https://staffingsolutions.io/virtual-assistants/accounting-finance/payroll-processor): A payroll virtual assistant for on-time pay runs — timesheets, superannuation, leave and compliance prep, with award calls left to you. From $14/hr. - [Hire a Procurement Virtual Assistant | Supplier Admin](https://staffingsolutions.io/virtual-assistants/accounting-finance/procurement-officer): A procurement virtual assistant for supplier sourcing, purchase orders and buying admin — the approvals stay yours, from $14/hr. Book a discovery call. - [Admin & Executive Virtual Assistants | Browse the Roles](https://staffingsolutions.io/virtual-assistants/admin-executive): Inbox and diary management, travel booking, minutes and document control, handled by a dedicated executive assistant in Manila. From $14/hr + GST. - [Hire an Admin Virtual Assistant | Remote Office Support](https://staffingsolutions.io/virtual-assistants/admin-executive/administration-assistant): An admin virtual assistant for the work that keeps an office moving — data entry, document control, scheduling and inbox triage, from $14/hr + GST. - [Hire an Appointment Setter Virtual Assistant from $14/hr](https://staffingsolutions.io/virtual-assistants/admin-executive/appointment-setter): An appointment setter virtual assistant who works your list, qualifies interest and fills your closers' calendars with booked meetings. From $14/hr. - [Hire a Content Moderator Virtual Assistant | Manila Team](https://staffingsolutions.io/virtual-assistants/admin-executive/content-moderator): A content moderator virtual assistant reviewing, tagging and escalating user content against your guidelines — your policy, your call, from $14/hr. - [Hire a Data Entry Virtual Assistant | From $14/hr + GST](https://staffingsolutions.io/virtual-assistants/admin-executive/data-encoder): A data entry virtual assistant for high-volume encoding, list cleaning and database upkeep — accurate, checked and consistent. Book a discovery call. - [Hire a Virtual Executive Assistant | Diary, Inbox, Travel](https://staffingsolutions.io/virtual-assistants/admin-executive/executive-assistant): A virtual executive assistant who owns the diary, inbox, travel and gatekeeping — so your leaders get their week back. Dedicated, from $14/hr + GST. - [Hire an Offshore HR Administrator | Onboarding & Records](https://staffingsolutions.io/virtual-assistants/admin-executive/hr-specialist): A dedicated HR administrator for recruitment admin, onboarding, records and the HR inbox — the people decisions stay with you, from $14/hr + GST. - [Recruitment Admin VA | Interview & Onboarding Coordination](https://staffingsolutions.io/virtual-assistants/admin-executive/talent-acquisition-specialist): A recruitment admin VA to coordinate interviews, chase candidate documents and run onboarding paperwork so your roles fill faster. From $14/hr + GST. - [Customer Service & Virtual Sales Assistants | $14/hr](https://staffingsolutions.io/virtual-assistants/customer-service-sales): Hire customer service and virtual sales assistants for live chat, ticket queues, CRM updates and lead follow-up — reference-checked, from $14/hr + GST. - [Hire a Live Chat Virtual Assistant for Your Website](https://staffingsolutions.io/virtual-assistants/customer-service-sales/chat-manager): A live chat virtual assistant covering your website chat and social inboxes in the hours your customers are actually online — from $14/hr + GST. - [Hire a Customer Service Virtual Assistant from $14/hr](https://staffingsolutions.io/virtual-assistants/customer-service-sales/customer-service-representative): A dedicated customer service virtual assistant handling your email, chat and phone support on your hours and in your systems. Book a discovery call. - [Hire Inbound Sales Support | Answer and Qualify Enquiries](https://staffingsolutions.io/virtual-assistants/customer-service-sales/inbound-sales-support): Inbound sales support that answers, qualifies and books enquiries into your closers' diaries before they go cold. From $14/hr, no placement fee. - [Lead Generation Virtual Assistant | Fill Your Pipeline](https://staffingsolutions.io/virtual-assistants/customer-service-sales/lead-generation-specialist): A lead generation virtual assistant building your prospect lists, researching accounts and running first-touch outreach, so reps only sell. From $14/hr. - [Hire Outbound Sales Support | Prospecting & Follow-up](https://staffingsolutions.io/virtual-assistants/customer-service-sales/outbound-sales-support): Outbound sales support for prospecting, follow-up calls and CRM hygiene, so your reps spend their day in conversations that close. From $14/hr + GST. - [IT Support & Developer Virtual Assistants from $14/hr](https://staffingsolutions.io/virtual-assistants/it-development): Helpdesk tickets, QA testing, site maintenance and data work, handled by dedicated IT assistants in Manila. From $14/hr + GST, no placement fee. - [Hire a CAD Virtual Assistant | Drafting & Take-offs](https://staffingsolutions.io/virtual-assistants/it-development/cad-operator): A CAD virtual assistant producing drawings, revisions and documentation in AutoCAD or Revit to your standards, from $14/hr. Book a discovery call. - [Hire a Data Analyst Virtual Assistant | SQL & Reports](https://staffingsolutions.io/virtual-assistants/it-development/data-analyst): A data analyst virtual assistant to build your dashboards, clean your data and turn weekly reporting into something you actually read. From $14/hr. - [Hire an Offshore Database Administrator | Backups & Tuning](https://staffingsolutions.io/virtual-assistants/it-development/database-administrator): A dedicated offshore database administrator watching your backups, indexes and query performance, alongside your IT lead. From $14/hr, no placement fee. - [Hire Outsourced Help Desk Support | Tier-1 Ticket Triage](https://staffingsolutions.io/virtual-assistants/it-development/help-desk-support-specialist): Outsourced help desk support for tier-1 tickets, password resets and triage, covering your users in your hours. From $14/hr. Book a discovery call. - [Hire IT Service Management Support | Change & Requests](https://staffingsolutions.io/virtual-assistants/it-development/it-service-management-support-specialist): An ITSM support specialist to run your change calendar, chase problem records and keep your service catalogue current. Start in about two weeks. - [Hire an Offshore Java Developer | From $14/hr + GST](https://staffingsolutions.io/virtual-assistants/it-development/java-developer): A Java developer working inside your repo, your sprints and your stand-ups, on your hours from Manila. From $14/hr, with no placement fee to pay. - [Hire an Offshore .NET Developer | C# and ASP.NET Apps](https://staffingsolutions.io/virtual-assistants/it-development/net-developer): A .NET developer for your C# and ASP.NET builds, extending your engineering team without an Australian salary. From $14/hr, with no placement fee. - [Hire an Offshore PHP Developer | WordPress & Laravel](https://staffingsolutions.io/virtual-assistants/it-development/php-developer): A PHP developer maintaining and extending your WordPress, Laravel or custom CMS build, on your hours from Manila. First day in about two weeks. - [Hire QA Testers in the Philippines | Manual & Regression](https://staffingsolutions.io/virtual-assistants/it-development/qa-tester): Manual, regression and release testing from a dedicated tester in Manila who catches bugs before your customers do. From $14/hr, no placement fee. - [Hire an Outsourced Service Desk | ITIL-aligned Support](https://staffingsolutions.io/virtual-assistants/it-development/service-desk-support-specialist): An ITIL-aligned service desk specialist handling incidents, requests and escalations across your service levels. From $14/hr, ready in about two weeks. - [Hire a Remote System Administrator | Servers & Identity](https://staffingsolutions.io/virtual-assistants/it-development/system-administrator): A remote system administrator looking after your servers, Microsoft 365 identities, patching and backups alongside your IT lead. From $14/hr + GST. - [Hire an Offshore Web Designer | UI, Landing Pages, Fixes](https://staffingsolutions.io/virtual-assistants/it-development/web-designer): Bring on an offshore web designer for UI work, landing pages and ongoing site updates — dedicated to you, from $14/hr + GST, starting in about two weeks. - [Hire an Offshore Web Developer | Front and Back End](https://staffingsolutions.io/virtual-assistants/it-development/web-developer): An offshore web developer who ships in your stack — features, fixes and maintenance under your lead developer's direction, from $14/hr, $0 fees. - [Marketing Virtual Assistants | Content, Ads & Design](https://staffingsolutions.io/virtual-assistants/marketing): Social scheduling, email campaigns, ad reporting and design production, handled by a dedicated marketing assistant in Manila. From $14/hr + GST. - [Copywriting Virtual Assistant | Hire From $14/hr + GST](https://staffingsolutions.io/virtual-assistants/marketing/copywriter): Hire a copywriting virtual assistant for web pages, emails and ad copy in your brand voice — dedicated to your business, from $14/hr + GST, $0 fees. - [Digital Marketing Virtual Assistant | Campaigns & Admin](https://staffingsolutions.io/virtual-assistants/marketing/digital-marketing-assistant): A digital marketing virtual assistant to run your campaign admin, scheduling and reporting so your marketer can focus on strategy. From $14/hr + GST. - [Outsource Digital Marketing to a Dedicated Specialist](https://staffingsolutions.io/virtual-assistants/marketing/digital-marketing-specialist): Outsource digital marketing execution — paid, email and social — to a dedicated specialist in Manila who works your hours, from $14/hr + GST. - [Hire a Graphic Designer in the Philippines | $14/hr + GST](https://staffingsolutions.io/virtual-assistants/marketing/graphic-designer): A dedicated designer in Manila works to your brand guidelines across social, web and print collateral. From $14/hr + GST, with no placement fee. - [Hire a Marketing Virtual Assistant | Campaigns to Copy](https://staffingsolutions.io/virtual-assistants/marketing/marketing-specialist): A marketing virtual assistant who takes content, campaigns and coordination end to end — dedicated to your business, from $14/hr + GST, $0 fees. - [Google Ads Virtual Assistant | Build, Optimise, Report](https://staffingsolutions.io/virtual-assistants/marketing/sem-specialist): A Google Ads virtual assistant to build, optimise and report on your search campaigns — your budget, your account, from $14/hr + GST with $0 fees. - [Hire an SEO Virtual Assistant | On-Page and Technical](https://staffingsolutions.io/virtual-assistants/marketing/seo-specialist): An SEO virtual assistant for on-page fixes, technical clean-ups and content briefs — dedicated to your site, from $14/hr + GST with $0 fees. - [Hire a Social Media Virtual Assistant for Your Brand](https://staffingsolutions.io/virtual-assistants/marketing/social-media-manager): A social media virtual assistant for content calendars, scheduling, community replies and reporting — dedicated to your brand, from $14/hr + GST. - [Video Editor Virtual Assistant | Shorts and Long-Form](https://staffingsolutions.io/virtual-assistants/marketing/video-editor): A video editor virtual assistant for short-form cuts, long-form edits, captions and repurposing — your brief, your channels, from $14/hr + GST. - [Browse Real Estate & Property Virtual Assistant Roles](https://staffingsolutions.io/virtual-assistants/real-estate-property): Hire real estate and property virtual assistants for listings, contract admin, property management inboxes and tenant comms — from $14/hr + GST. - [Property Management Virtual Assistant | Tenancy Admin](https://staffingsolutions.io/virtual-assistants/real-estate-property/property-management-assistant): A property management virtual assistant for tenancy admin, maintenance coordination and inspection scheduling — trust work stays with you. From $14/hr. - [Real Estate Trust Accounting Assistant | From $14/hr](https://staffingsolutions.io/virtual-assistants/real-estate-property/real-estate-account-assistant): A real estate trust accounting assistant for receipting, reconciliations and audit prep — prepared for your licensee to authorise. From $14/hr + GST. - [Real Estate Executive Assistant for Principals & Agents](https://staffingsolutions.io/virtual-assistants/real-estate-property/real-estate-executive-assistant): A real estate executive assistant for principals and lead agents — diary, transaction files and inbox handled so you stay selling. From $14/hr + GST. - [Real Estate Marketing Assistant | Listings and Socials](https://staffingsolutions.io/virtual-assistants/real-estate-property/real-estate-marketing-coordinator): A real estate marketing assistant to build listing campaigns, schedule socials and coordinate photography and print — from $14/hr + GST, $0 fees. - [Real Estate Sales Support VA | Contracts to Settlement](https://staffingsolutions.io/virtual-assistants/real-estate-property/real-estate-sales-support): Real estate sales support for agents — contract admin, buyer follow-up and pipeline hygiene from a dedicated offshore assistant. From $14/hr + GST. - [Hire a Real Estate Virtual Assistant | From $14/hr + GST](https://staffingsolutions.io/virtual-assistants/real-estate-property/real-estate-virtual-assistant): A real estate virtual assistant for listings, CRM, contract admin and campaign work — dedicated to your agency, from $14/hr + GST with $0 fees. ## By software - [Virtual Assistants by Software | Xero, HubSpot, Shopify](https://staffingsolutions.io/va-for): We shortlist virtual assistants with hands-on experience in the tools you already run — HubSpot, Xero, Shopify, ClickUp and NDIS platforms. From $14/hr. - [ActiveCampaign Virtual Assistant for Automations & CRM](https://staffingsolutions.io/va-for/activecampaign): A dedicated virtual assistant to build your ActiveCampaign automations, segment your lists and clean the CRM behind them. Book a discovery call today. - [Hire an Amazon Virtual Assistant for Your Seller Account](https://staffingsolutions.io/va-for/amazon): An Amazon virtual assistant for your seller account — listings, orders, PPC support and customer messages, for around 70% less than hiring locally. - [Asana Virtual Assistant to Run Your Projects & Tasks](https://staffingsolutions.io/va-for/asana): An Asana virtual assistant to set up projects, chase tasks and keep every board current, so your team ships on time. From $14/hr, no placement fee. - [Brevity Virtual Assistant for NDIS Rostering & Billing](https://staffingsolutions.io/va-for/brevity): A Brevity virtual assistant for NDIS providers — rostering, billing, participant records and compliance admin. Start in about two weeks, from $14/hr. - [Calendly Virtual Assistant | Scheduling Done for You](https://staffingsolutions.io/va-for/calendly): A Calendly virtual assistant to build your booking links, routing and reminders, then chase every no-show so your diary stops leaking. From $14/hr + GST. - [ClickUp Virtual Assistant for Tasks, Docs & Dashboards](https://staffingsolutions.io/va-for/clickup): A ClickUp virtual assistant to build your workspace, manage tasks, set automations and keep dashboards honest. Book a discovery call to get started. - [Cliniko Virtual Assistant for Allied Health Practices](https://staffingsolutions.io/va-for/cliniko): A Cliniko virtual assistant for allied health and NDIS practices — bookings, patient records, invoicing and recalls. From $14/hr, no placement fee. - [GoHighLevel Virtual Assistant for Agencies & Funnels](https://staffingsolutions.io/va-for/gohighlevel): A GoHighLevel virtual assistant for agencies — funnels, pipelines, automations and calendars built to your brief. Up and running in about two weeks. - [Google Workspace Virtual Assistant | Inbox & Calendar](https://staffingsolutions.io/va-for/google-workspace): A Google Workspace virtual assistant to run your inbox, calendar, Drive and Docs, so you stop losing your mornings to admin. From $14/hr + GST. - [Hire a HubSpot Virtual Assistant for CRM & Pipelines](https://staffingsolutions.io/va-for/hubspot): A HubSpot virtual assistant who keeps your CRM clean — pipelines, workflows, sequences and reporting you can actually trust. From $14/hr + GST. - [Klaviyo Virtual Assistant for Flows & Ecommerce Email](https://staffingsolutions.io/va-for/klaviyo): A Klaviyo virtual assistant to build flows, segment lists and ship campaigns that keep your ecommerce revenue moving. From $14/hr. Book a discovery call. - [Lumary Virtual Assistant for NDIS Plan & Claim Admin](https://staffingsolutions.io/va-for/lumary): A Lumary virtual assistant for NDIS and disability providers — participant records, plan management, scheduling and claim prep. From $14/hr + GST. - [Hire a Mailchimp Virtual Assistant for Your Campaigns](https://staffingsolutions.io/va-for/mailchimp): A Mailchimp virtual assistant to build campaigns, tidy your audiences and report on what worked — from $14/hr, no placement fee. Book a discovery call. - [Microsoft 365 Virtual Assistant for Inbox & Calendar](https://staffingsolutions.io/va-for/microsoft-365): A Microsoft 365 virtual assistant to run your inbox, calendar, Teams and SharePoint files — from $14/hr. Book a discovery call and meet your shortlist. - [Hire a Monday.com Virtual Assistant | Ops & Automation](https://staffingsolutions.io/va-for/monday): A Monday.com virtual assistant to set up boards, build automations and keep dashboards accurate, from $14/hr. Book a discovery call to get started. - [Hire a MYOB Bookkeeping Virtual Assistant from $14/hr](https://staffingsolutions.io/va-for/myob): A MYOB virtual assistant for day-to-day bookkeeping, payroll runs, invoicing and BAS prep from $14/hr. Book a discovery call to scope the handover. - [Notion Virtual Assistant to Build & Run Your Workspace](https://staffingsolutions.io/va-for/notion): A Notion virtual assistant to build your workspace, wire up databases and keep wikis and trackers current — from $14/hr. Book a discovery call. - [Hire a QuickBooks Virtual Assistant | AP, AR & Payroll](https://staffingsolutions.io/va-for/quickbooks): A QuickBooks virtual assistant for bookkeeping, accounts payable and receivable and payroll admin — from $14/hr, no placement fee. Book a discovery call. - [Salesforce Virtual Assistant for CRM Admin & Reports](https://staffingsolutions.io/va-for/salesforce): A Salesforce virtual assistant for CRM admin, data hygiene, reports and case queues — from $14/hr, no placement fee. Book a discovery call today. - [ShiftCare Virtual Assistant | NDIS Rostering & Claims](https://staffingsolutions.io/va-for/shiftcare): A ShiftCare virtual assistant to handle rostering, care plan admin, timesheets and invoicing for your NDIS service — from $14/hr. Book a discovery call. - [Hire a Shopify Virtual Assistant | Listings & Order Admin](https://staffingsolutions.io/va-for/shopify): A Shopify virtual assistant for product uploads, order and returns admin, inventory and customer replies, from $14/hr. Book a discovery call today. - [Hire a Splose Virtual Assistant | NDIS Practice Admin](https://staffingsolutions.io/va-for/splose): A Splose virtual assistant to keep participant records, bookings, NDIS claim prep and invoicing moving — from $14/hr. Book a discovery call today. - [Trello Virtual Assistant for Board & Workflow Admin](https://staffingsolutions.io/va-for/trello): A Trello virtual assistant keeps your boards tidy, cards moving and workflow automations running — from $14/hr, live in about two weeks, $0 fees. - [Hire a WooCommerce Virtual Assistant | Store Admin](https://staffingsolutions.io/va-for/woocommerce): A WooCommerce virtual assistant for product listings, orders, plugin housekeeping and customer email — from $14/hr. Book a discovery call to meet yours. - [Xero Virtual Assistant | Bookkeeping & Payroll Support](https://staffingsolutions.io/va-for/xero): A Xero virtual assistant for reconciliations, invoicing, payroll admin and month-end tidy-ups — your BAS agent still signs off. Book a discovery call. ## By industry - [Virtual Assistants by Industry | NDIS, Health, Property](https://staffingsolutions.io/industries): Find virtual assistants who have already worked in your industry — NDIS, allied health, legal, real estate, trades and accounting. From $14/hr + GST. - [Offshore Staff for Australian Accounting Firms | $14/hr](https://staffingsolutions.io/industries/accounting-firms): Offshore bookkeeping, payroll, data entry and client admin for Australian accounting firms — dedicated to your practice, from $14/hr + GST, $0 fees. - [Offshore BAS Preparation Assistant for Australian Firms](https://staffingsolutions.io/industries/accounting-firms/bas-prep-assistant): An offshore assistant preparing BAS reconciliation packs for your registered agent to review and lodge — GST coding, control accounts. From $14/hr. - [Outsourced Bookkeeping for Australian Accounting Firms](https://staffingsolutions.io/industries/accounting-firms/client-bookkeeper): Outsourced bookkeeping for accounting firms — a dedicated offshore bookkeeper on your client ledgers in Xero, MYOB or QuickBooks. From $14/hr, $0 fees. - [Practice Administrator for Accounting Firms | ATO & Billing](https://staffingsolutions.io/industries/accounting-firms/practice-administrator): An offshore practice administrator handles onboarding, engagement letters, ATO correspondence and billing, so your accountants stay on chargeable work. - [Outsourced SMSF Administration Assistant for Your Practice](https://staffingsolutions.io/industries/accounting-firms/smsf-administrator): An offshore SMSF administration assistant handling data processing, reconciliations, workpapers and audit prep. Your auditor and actuary stay independent. - [Outsourced Tax Return Preparation for Accounting Firms](https://staffingsolutions.io/industries/accounting-firms/tax-return-preparer): An outsourced assistant prepares individual and company tax returns to review stage — workpapers, reconciliations, data entry. Your registered agent lodges. - [Workflow & Lodgement Coordinator VA | Keep Jobs Moving](https://staffingsolutions.io/industries/accounting-firms/workflow-coordinator): An offshore coordinator keeps jobs moving through your practice management system — status hygiene, lodgement tracking and client chasing. From $14/hr. - [Construction & Trades Virtual Assistants | Quotes & Admin](https://staffingsolutions.io/industries/construction-trades): Give your builders and trades business a construction virtual assistant for quoting, scheduling, invoicing and supplier chasing. From $14/hr + GST. - [Construction Compliance Administrator | Builders & Trades](https://staffingsolutions.io/industries/construction-trades/compliance-administrator): A construction compliance administrator keeping inductions, insurances, licences, SWMS and training registers current for builders. From $14/hr + GST. - [Estimating Assistant for Builders | Take-offs & Quotes](https://staffingsolutions.io/industries/construction-trades/estimating-assistant): An offshore estimating assistant doing take-offs, supplier pricing, quote assembly and tender document control for builders and trades. From $14/hr + GST. - [Progress Claims & Invoicing VA for Construction Firms](https://staffingsolutions.io/industries/construction-trades/progress-claims): An offshore administrator prepares progress claims, tracks retentions, runs subcontractor payment schedules and invoices. From $14/hr, no placement fee. - [Construction Project Coordinator VA | RFIs & Variations](https://staffingsolutions.io/industries/construction-trades/project-coordinator): An offshore project coordinator running programme updates, RFIs, variations, subcontractor coordination and site documentation. From $14/hr + GST. - [Scheduling & Dispatch Coordinator for Trade Businesses](https://staffingsolutions.io/industries/construction-trades/scheduling-coordinator): An offshore scheduling coordinator books jobs, dispatches field teams, confirms customers and reschedules around weather. From $14/hr, no placement fee. - [Ecommerce Virtual Assistants | Shopify & Amazon Support](https://staffingsolutions.io/industries/ecommerce): An ecommerce virtual assistant for order processing, customer service, listings and returns across Shopify, Amazon and WooCommerce. From $14/hr + GST. - [Ecommerce Customer Service VA | Tickets, Returns & Reviews](https://staffingsolutions.io/industries/ecommerce/customer-service): Ecommerce customer service outsourcing — an offshore agent handling tickets, order enquiries, returns, chargebacks and review replies. From $14/hr + GST. - [Email & Lifecycle Marketing VA | Klaviyo for Online Stores](https://staffingsolutions.io/industries/ecommerce/email-marketing): An offshore email marketing assistant building campaigns, automated flows, segments and reporting in Klaviyo, Mailchimp or ActiveCampaign. From $14/hr. - [Order & Fulfilment Coordinator VA | Dispatch & Couriers](https://staffingsolutions.io/industries/ecommerce/order-fulfilment): An offshore coordinator processing orders, generating labels, chasing couriers, handling lost parcels and reconciling 3PL for online stores. From $14/hr. - [Product Lister VA for Online Stores | Bulk Listings](https://staffingsolutions.io/industries/ecommerce/product-lister): An offshore catalogue assistant builds listings at volume — variants, attributes, images and marketplace formats — so new stock stops waiting on admin. - [Ecommerce Store Manager VA | Shopify, WooCommerce & Amazon](https://staffingsolutions.io/industries/ecommerce/store-manager): An offshore ecommerce store manager running listings, merchandising, promotions and inventory sync across Shopify and marketplaces. From $14/hr + GST. - [RTO & Training Provider Virtual Assistants | Enrolments](https://staffingsolutions.io/industries/education-training): Offshore admin for RTOs, colleges and training providers — enrolment processing, student records, LMS updates and compliance evidence. From $14/hr + GST. - [Offshore RTO Compliance Officer | Audit-Ready Evidence](https://staffingsolutions.io/industries/education-training/compliance-officer): An offshore compliance officer gathering evidence continuously and tracking trainer currency, so your next RTO audit is a review rather than a scramble. - [Offshore Enrolments Officer for RTOs | USI & Student Setup](https://staffingsolutions.io/industries/education-training/enrolments-officer): An offshore enrolments officer processing applications, verifying USIs, collecting pre-training documents and setting students up. From $14/hr + GST. - [Offshore Student Support Coordinator | Progress Follow-up](https://staffingsolutions.io/industries/education-training/student-support): An offshore student support coordinator follows up progress, contacts at-risk students, chases assessments and administers completions. From $14/hr. - [Virtual Assistants for Financial Planning Practices](https://staffingsolutions.io/industries/financial-planning): Data collection, provider chasing, research collation and review packs for Australian advice practices — the work around the advice, not the advice itself. - [Offshore Client Services Officer for Financial Planners](https://staffingsolutions.io/industries/financial-planning/client-services-officer): An offshore client services officer collects data, chases providers and tracks implementation paperwork for planning practices. From $14/hr + GST. - [Outsourced Paraplanning Support for Australian Advisers](https://staffingsolutions.io/industries/financial-planning/paraplanning-support): Your paraplanner keeps the analysis; an offshore support officer collates the research and produces the advice documents from your templates. From $14/hr. - [Annual Review Coordinator VA for Financial Planners](https://staffingsolutions.io/industries/financial-planning/review-coordinator): An offshore review coordinator prepares annual review packs and books the meetings, so the ongoing service you charge for gets delivered. From $14/hr. - [Medical & Healthcare Virtual Assistants | Clinic Admin](https://staffingsolutions.io/industries/healthcare): A medical virtual assistant for your clinic — appointment scheduling, patient records, billing follow-up and inbound calls. From $14/hr + GST, $0 fees. - [Medical Billing Virtual Assistant | Medicare and DVA](https://staffingsolutions.io/industries/healthcare/billing-claims): A medical billing virtual assistant prepares your Medicare, DVA and private health claims, chases rejections and reconciles payments. From $14/hr + GST. - [Patient Scheduling Coordinator VA for Australian Clinics](https://staffingsolutions.io/industries/healthcare/patient-scheduling): An offshore patient scheduling coordinator runs your bookings, backfills the waitlist, works recalls and tightens practitioner diaries. From $14/hr. - [Medical Practice Administrator VA | Accreditation & Rosters](https://staffingsolutions.io/industries/healthcare/practice-administrator): An offshore practice administrator keeps accreditation records, credentialling, rosters, supplier admin and reporting current for your clinic. From $14/hr. - [Virtual Medical Receptionist for Australian Practices](https://staffingsolutions.io/industries/healthcare/receptionist): A virtual medical receptionist answers your practice phones, books patients and confirms appointments inside your software — from $14/hr, no placement fee. - [Referral Coordinator VA for Clinics | Intake & Follow-up](https://staffingsolutions.io/industries/healthcare/referral-coordinator): An offshore referral coordinator logs every incoming referral, chases missing details, books intake and closes the loop with referrers. From $14/hr. - [Hospitality Virtual Assistants | Bookings & Guest Comms](https://staffingsolutions.io/industries/hospitality): Hospitality virtual assistants handling reservations, guest messaging, review replies, rostering admin and social posts — from $14/hr + GST, $0 fees. - [Reservations & Guest Coordinator VA | Hospitality Venues](https://staffingsolutions.io/industries/hospitality/reservations-coordinator): An offshore coordinator handles reservations, function enquiries, confirmations and review replies for your venue. From $14/hr, no placement fee. - [Hospitality Roster & Payroll Administrator VA | Timesheets](https://staffingsolutions.io/industries/hospitality/roster-payroll): An offshore administrator builds rosters, processes timesheets and prepares payroll for your venue — you sign off on award interpretation. From $14/hr. - [Social Media Virtual Assistant for Hospitality Venues](https://staffingsolutions.io/industries/hospitality/social-media): A social media virtual assistant producing venue content, scheduling posts, replying to reviews and keeping your listings accurate. From $14/hr + GST. - [Insurance Broking Virtual Assistants | Renewals & Claims](https://staffingsolutions.io/industries/insurance-broking): Insurance virtual assistants for broking teams — renewal prep, quote collation, claims administration, certificates and policy documents. From $14/hr. - [Insurance Claims Administrator VA for Australian Brokers](https://staffingsolutions.io/industries/insurance-broking/claims-administrator): An offshore claims administrator prepares claim forms, gathers supporting documents, lodges with insurers and chases progress for brokers. From $14/hr. - [Certificates of Currency Administrator | Insurance Brokers](https://staffingsolutions.io/industries/insurance-broking/policy-administrator): A certificates of currency administrator issues certificates, processes endorsements and keeps your broking system accurate. From $14/hr + GST. - [Insurance Renewals Administrator VA | Quote Collation](https://staffingsolutions.io/industries/insurance-broking/renewals-administrator): An offshore renewals administrator prepares renewal packs, requests terms from insurers and tabulates quotes so you can compare fast. From $14/hr + GST. - [Virtual Assistants for MSPs | Service Desk & Ticket Admin](https://staffingsolutions.io/industries/it-managed-services): Offshore support for MSPs and IT businesses — service desk triage, ticket hygiene, asset registers, licence renewals and reporting. From $14/hr + GST. - [MSP Documentation Specialist VA | Runbooks & Diagrams](https://staffingsolutions.io/industries/it-managed-services/documentation-specialist): An offshore documentation specialist writes runbooks, client environment notes and network diagrams from engineer input, so your MSP scales. From $14/hr. - [Software Licence & Asset Administrator for MSPs | Renewals](https://staffingsolutions.io/industries/it-managed-services/licence-administrator): An offshore administrator tracks software licences, subscriptions, hardware and warranties, reconciling what you bill against what you buy. From $14/hr. - [Outsourced Service Desk Agent for MSPs | Level 1 Triage](https://staffingsolutions.io/industries/it-managed-services/service-desk-agent): An outsourced service desk agent triages tickets, resolves level 1 to your runbooks and keeps the queue accurate for MSPs. From $14/hr, $0 fees. - [Legal Virtual Assistants | Law Firm Admin & File Support](https://staffingsolutions.io/industries/legal): Legal virtual assistants for law firms — client intake, file management, court diary, billing prep and correspondence. Legal advice stays with you. - [Legal Billing Administrator VA | Time & Disbursements](https://staffingsolutions.io/industries/legal/billing-admin): An offshore billing administrator chases time entries, records disbursements and prepares your bills. Trust accounting stays with you. From $14/hr + GST. - [Conveyancing Assistant VA | Searches & Settlement Admin](https://staffingsolutions.io/industries/legal/conveyancing-assistant): An offshore conveyancing assistant orders searches, prepares settlement statements and tracks conditions for Australian conveyancers. From $14/hr + GST. - [Legal Intake Coordinator VA | Enquiries & Matter Opening](https://staffingsolutions.io/industries/legal/intake-coordinator): An offshore intake coordinator handles enquiries, preps conflicts, sends engagement documents and opens matters — your solicitors advise. From $14/hr. - [Legal Secretary VA for Australian Law Firms | $14/hr](https://staffingsolutions.io/industries/legal/legal-secretary): An offshore legal secretary handling document preparation, court forms, diary and correspondence for Australian law firms. From $14/hr, no placement fee. - [Virtual Paralegal Support for Australian Law Firms](https://staffingsolutions.io/industries/legal/paralegal-support): A virtual paralegal for document review, discovery indexing and chronologies — under your solicitors' supervision. From $14/hr + GST, no placement fee. - [Virtual Assistants for Marketing Agencies | Production](https://staffingsolutions.io/industries/marketing-agencies): Offshore production capacity for marketing and creative agencies — campaign build, design production, reporting and client delivery admin. From $14/hr. - [White Label Campaign Production for Marketing Agencies](https://staffingsolutions.io/industries/marketing-agencies/campaign-specialist): Hand your campaign builds to an offshore production assistant — ad sets, audiences, tracking and QA, ready for your review before launch. From $14/hr. - [Graphic Design Virtual Assistant | Agency Production Work](https://staffingsolutions.io/industries/marketing-agencies/production-designer): A graphic design virtual assistant adapting master creative to every placement and format, on spec — so your designers stay on concept work. From $14/hr. - [Marketing Reporting VA | Agency Dashboards & Client Reports](https://staffingsolutions.io/industries/marketing-agencies/reporting-analyst): A marketing reporting virtual assistant building your client dashboards and producing monthly reports, so reporting is never rebuilt by hand. From $14/hr. - [Virtual Assistants for Mortgage Broking Firms | $14/hr](https://staffingsolutions.io/industries/mortgage-finance): Offshore support for mortgage broking firms — application packaging, document collection, lender follow-up and pipeline admin. Credit advice stays yours. - [Mortgage Compliance Admin VA | Audit-Ready Broker Files](https://staffingsolutions.io/industries/mortgage-finance/compliance-admin): A mortgage compliance administrator keeping broker files audit-ready — file notes, document currency, disclosure tracking and registers. From $14/hr. - [Mortgage Broker CRM & Lead Nurture VA | From $14/hr](https://staffingsolutions.io/industries/mortgage-finance/lead-nurture-admin): A virtual assistant keeping your broker CRM clean, nurture campaigns running and annual review meetings booked — so past clients come back. From $14/hr. - [Loan Processing Virtual Assistant for Mortgage Brokers](https://staffingsolutions.io/industries/mortgage-finance/loan-processor): A loan processing virtual assistant for mortgage brokers prepares applications, gathers supporting documents and chases lenders to approval. From $14/hr. - [Mortgage Settlements Coordinator VA | Approval to Settled](https://staffingsolutions.io/industries/mortgage-finance/settlements-coordinator): A mortgage settlements coordinator managing post-approval conditions, valuations, document chasing and settlement dates. From $14/hr, no placement fee. - [NDIS & Allied Health Virtual Assistants | Claims Admin](https://staffingsolutions.io/industries/ndis-allied-health): NDIS-literate virtual assistants for providers and allied health practices — claim prep, participant admin, rostering and audit prep. From $14/hr + GST. - [Professional Services Virtual Assistants | EA & Admin](https://staffingsolutions.io/industries/professional-services): Virtual assistants for consultancies, agencies and advisory firms — executive assistant support, bookkeeping, CRM and marketing admin. From $14/hr + GST. - [CRM Virtual Assistant | Pipeline Hygiene & Follow-up](https://staffingsolutions.io/industries/professional-services/crm-pipeline-admin): A CRM virtual assistant keeping your data clean, pipelines accurate and follow-up actually happening for consultancies and agencies. From $14/hr + GST. - [Executive Assistant VA for Consultants & Advisory Firms](https://staffingsolutions.io/industries/professional-services/executive-assistant): Consultants and advisory firms lose days to diary and inbox admin. A dedicated assistant takes back travel, prep and gatekeeping. From $14/hr + GST. - [Outsourced Bid & Proposal Coordinator | Tenders & RFPs](https://staffingsolutions.io/industries/professional-services/proposal-coordinator): An outsourced bid and proposal coordinator assembling tender responses, compliance schedules and content libraries to your format. From $14/hr + GST. - [Virtual Assistants for Property Management Agencies](https://staffingsolutions.io/industries/property-management): A property management virtual assistant for arrears follow-up, maintenance coordination, inspection admin and owner emails. From $14/hr + GST, $0 fees. - [Rent Arrears Officer VA for Property Managers | $14/hr](https://staffingsolutions.io/industries/property-management/arrears-officer): A rent arrears officer working your escalation schedule, logging every contact and preparing breach paperwork for your licensed staff. From $14/hr + GST. - [Maintenance Coordinator VA | Work Orders and Tradies](https://staffingsolutions.io/industries/property-management/maintenance-coordinator): A maintenance coordinator raising work orders, chasing tradespeople, getting owner approvals and closing jobs out for agencies. From $14/hr + GST. - [Strata Administration VA | Levies, Notices & Registers](https://staffingsolutions.io/industries/property-management/strata-administrator): A strata administration virtual assistant issuing levy notices, tracking arrears, preparing meeting papers and keeping registers current. From $14/hr. - [Virtual Assistants for Real Estate Agencies | Listings](https://staffingsolutions.io/industries/real-estate): A real estate virtual assistant for listing prep, contract and settlement admin, database follow-up and marketing. From $14/hr + GST, no placement fee. - [Virtual Assistants for Recruitment Agencies | ATS Admin](https://staffingsolutions.io/industries/recruitment-agencies): Offshore support for recruitment and labour hire firms — candidate sourcing, ATS hygiene, reference checks and compliance documents. From $14/hr + GST. - [Recruitment Compliance & Onboarding Admin VA | $14/hr](https://staffingsolutions.io/industries/recruitment-agencies/compliance-administrator): A recruitment compliance administrator collecting right-to-work documents, tickets, checks and insurances, and running placement onboarding. From $14/hr. - [Interview Scheduling Virtual Assistant for Recruiters](https://staffingsolutions.io/industries/recruitment-agencies/interview-coordinator): An interview scheduling virtual assistant books candidates and clients, confirms, reschedules and chases replies — so no one goes quiet. From $14/hr. - [Recruitment Virtual Assistant | Sourcing & Longlists](https://staffingsolutions.io/industries/recruitment-agencies/sourcing-specialist): A recruitment virtual assistant searching your boards and database and building formatted longlists, so consultants start with names to call. From $14/hr. - [Transport & Logistics Virtual Assistants | Dispatch Admin](https://staffingsolutions.io/industries/transport-logistics): Virtual assistants for transport and logistics operators — load admin, POD chasing, customer updates, invoicing and compliance records. From $14/hr + GST. - [Fleet Compliance Administrator VA | Licences & Medicals](https://staffingsolutions.io/industries/transport-logistics/compliance-administrator): A fleet compliance administrator tracking driver licences, medicals, fatigue records, maintenance schedules and accreditation documents. From $14/hr + GST. - [Transport Customer Service Coordinator | Freight Enquiries](https://staffingsolutions.io/industries/transport-logistics/customer-coordinator): A transport customer service coordinator answering freight enquiries, flagging delays before customers call and managing exceptions. From $14/hr + GST. - [Proof of Delivery & Invoicing VA | Bill Freight Faster](https://staffingsolutions.io/industries/transport-logistics/pod-invoicing-officer): A proof of delivery and invoicing officer chases PODs, matches them to jobs and bills promptly, so cash stops waiting on paperwork. From $14/hr + GST. ## Comparisons - [Compare Virtual Assistant Companies Australia | Costs](https://staffingsolutions.io/compare): How dedicated, managed virtual assistant companies compare with hiring locally, freelancer marketplaces and traditional BPOs — on cost, control and risk. - [Dedicated Virtual Assistant vs Freelancer Marketplaces](https://staffingsolutions.io/compare/freelancer-marketplaces): Upwork and Fiverr suit one-off jobs. If you need the same person at the same desk every day, a dedicated virtual assistant is the better buy. Here is why. - [Hiring Locally vs Offshore Staff | Small Business Costs](https://staffingsolutions.io/compare/hiring-locally): A local hire against a dedicated offshore team member: what each genuinely costs a small business, how long each takes to start, and where the local wins. - [Outsourcing to the Philippines | Costs, Risks, Timelines](https://staffingsolutions.io/compare/outsourcing-to-the-philippines): Why Australian businesses outsource to the Philippines, what it costs from $14 an hour, the risks worth taking seriously, and how the first fortnight runs. - [BPO vs Dedicated Offshore Staff | Control and Contracts](https://staffingsolutions.io/compare/traditional-bpo): A shared seat in a large BPO, or one dedicated offshore team member working to your priorities. Compare control, flexibility, engagement terms and cost. - [Virtual Assistant Cost Comparison | Australia and the US](https://staffingsolutions.io/compare/virtual-assistant-cost-guide): What virtual assistants charge per hour in Australia and the US — agency, marketplace and dedicated models compared, and where our $14/hr sits. ## Locations - [Virtual Assistants Australia | Sydney, Melbourne, Perth](https://staffingsolutions.io/locations): Dedicated virtual assistants for Australian businesses in Sydney, Melbourne, Brisbane, Perth, Adelaide and the Gold Coast — working your hours, from $14/hr. - [Virtual Assistants Adelaide | Offshore Staff from $14/hr](https://staffingsolutions.io/locations/adelaide): Dedicated virtual assistants for Adelaide businesses in health, aged care, accounting and admin. Manila runs ninety minutes behind you through winter. - [Virtual Assistants Brisbane | Two Hours Behind, Year-Round](https://staffingsolutions.io/locations/brisbane): Dedicated virtual assistants for Brisbane businesses. Manila sits two hours behind you all year — Queensland skips daylight saving, so the overlap holds. - [Virtual Assistants Gold Coast | Manila Team, Local HQ](https://staffingsolutions.io/locations/gold-coast): Our office is on the Gold Coast and our virtual assistants are in Manila, two hours behind, year-round. Staff for trades, NDIS and allied health. - [Virtual Assistants Melbourne | Offshore Admin and Support](https://staffingsolutions.io/locations/melbourne): Dedicated virtual assistants for Melbourne allied health, ecommerce and agency teams. Manila is two hours behind you in winter and three in summer. - [Virtual Assistants Perth | Same Hours, Zero Time Offset](https://staffingsolutions.io/locations/perth): Perth and Manila share a time zone exactly, so your virtual assistant keeps your hours with no offset at all. From $14/hr, with no placement fee. - [Virtual Assistants Sydney | Hire Dedicated Offshore Staff](https://staffingsolutions.io/locations/sydney): Dedicated virtual assistants for Sydney firms in finance, legal, broking and professional services — two to three hours behind you, from $14 an hour. ## United States - [Offshore Virtual Assistants for US Businesses | Your Hours](https://staffingsolutions.io/us): Dedicated Filipino virtual assistants for US businesses — bookkeeping, admin, customer service and ecommerce support, in your time zone. No placement fee. - [Offshore Virtual Assistant Hourly Rates for US Firms](https://staffingsolutions.io/us/pricing): See exactly what a dedicated offshore virtual assistant costs a US business — one flat hourly rate, full-time and fully managed, with no placement fee.