“Hiring an offshore talent to handle my low leverage tasks was the turning point for my mental clarity and capacity. I finally had space to think ahead instead of playing catch-up, spending time where I truly shift the needle.”

— Brad, Founder of Morning Made

What can’t be Offshored (typically):

• Your Superpower – The tasks that you do best.
• Business strategy – Offshore talent supports your vision, but they’re not a substitute for leadership.
• Deep technical work – Unless you’re hiring a specialist, most generalist VAs won’t be skilled in platforms like Shopify dev or Adobe Suite.
• Manage full teams – While some experienced VAs might oversee workflows, most Offshore talents aren’t built to manage people or projects solo.

An offshore talent is not a magic fix—they amplify your efforts, not replace them. That’s why getting clear on what you need first is essential.

5 Steps to Hiring an Offshore Talent

So how do you actually go about hiring an offshore talent that works well with your business and fits your work style? You can choose to do it yourself or work with an agency. If you are great at recruiting and hiring, you may want to do it yourself. If you want to work with an expert to find the best talent for you, work with an agency like Plus Forty.

Here’s the overall process:

1. Assess Your Business Needs & Write a Job Description

Start by identifying what’s currently falling through the cracks—or what you’re doing that someone else could do just as well (or better). Make a list of recurring tasks that take up your time but don’t require your direct input.

From there, turn that list into a job description. It doesn’t need to be fancy—just clear. Include:

• Approximate hours per week
• Time zone preferences
• Specific tools you use (like Slack, Gorgias, Airtable, etc.)
• Examples of tasks they’ll handle
• The type of communication style you prefer

Pro tip: Avoid the “catch-all” offshore talent request. The more focused you ask, the better fit you’ll find.

2. Source Talent

There are several paths to finding the right offshore talent:

• Freelance platforms like Upwork or Fiverr
• Job Boards like online jobs.ph
• Offshore talent forums where VAs hangout
• Referrals from other founders in your network

“I wasted weeks trying to find someone on my own. Once I worked with a managed service, I had a perfect match in less than 48 hours.”

— Logan, Founder of Particle Performance

If you’re looking for long-term support, it’s often worth going through an offshore talent placement agency that understands your industry. Some agencies even offer fractional executive assistants with CPG experience, which can be a huge win.

3. Screen, Review, and Interview Candidates

Once you’ve collected applications, don’t skip this step. A good offshore talent match is not just about skills—it’s about work style and communication fit.

Things to look for in your screening process:

• Relevant experience – Have they worked with founders or small teams before?
• Clear communication – How do they write? Do they ask clarifying questions?
• Proactive mindset – Look for someone who’s not just task-oriented but solution-focused.

In interviews, use scenario-based questions:

• “If you notice my calendar is overloaded, what would you do?”
• “How do you manage conflicting deadlines across different tools or systems?”

Also, consider giving a small paid task to test the waters before committing.

4. Make an Offer and Set Up Logistics

Once you’ve found someone you click with, formalize the offer:

• Agree on hourly rate or retainer
• Define working hours or async expectations
• Set up contracts and NDAs
• Provide tool access and training documentation

Start small. Even just 5–10 hours a week can make a real difference—and you can always scale up as your working relationship grows.

5. Run a 7–30–90 Day Assessment

Hiring doesn’t stop after the first Zoom call. Set expectations early, and review regularly.

• 7 Days – Are they understanding your communication style? Are the tools working smoothly?
• 30 Days – Are key tasks being completed on time and with quality?
• 90 Days – Are they anticipating your needs? Do they feel like an extension of your team?

“From job description to placement to on-going support, all admin was taken care of giving me the confidence to do what I do best. The entire process was seamless. “

— Cam, Founder of Aircrew Skincare

If things aren’t clicking by 90 days, it’s okay to reassess. But often, you’ll find this is when the real value kicks in—once an offshore talent truly understands your business rhythm.

Wrap Up

Hiring offshore talent is one of the most impactful early-stage hires you can make—not just to save time, but to buy back your focus. The key is not to wait until you’re already overwhelmed. Start building systems and support while you still have breathing room.

If you want help managing the process, Plus Forty, is a vetted platform that connects growing companies with high-quality remote talent. You can click the button to schedule a call or learn more.