How should applications be screened fairly?

Write the criteria before the first application arrives and score every candidate against the same list. The assistant applies the rubric and records the reason for each pass, which also gives you a defensible record.

What should a first week onboarding plan include?

Accounts and access ready on day one, a written thirty day expectation, a named person to ask questions, and scheduled check ins. Most early departures trace back to an unclear first fortnight rather than to ability.

How do I keep candidates warm during a slow process?

Commit to a response interval and let the assistant own it. A short honest update every few days keeps good candidates engaged far better than silence followed by an apology.

What should be documented after every hire?

Where the hire came from, how long each stage took, and what the rubric missed. Reviewing that after each role is what makes the next search faster.

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Hiring & Onboarding Automation

This playbook lets your assistant run the mechanical half of hiring so you only spend time on interviews and the decision. It covers writing the job post, scoring applications against a rubric agreed before the first one arrives, scheduling, reference checks, candidate communication on a committed interval, and a first week onboarding plan with access, expectations, and check ins ready on day one.

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Create Candidate Screening System

Use AI to efficiently evaluate applicants against your requirements.

Automate Interview Coordination

Eliminate the scheduling back-and-forth that delays hiring.

Common Questions

Answers about running hiring & onboarding automation with a virtual assistant.

Job post drafting, application screening against your written criteria, scheduling interviews, reference checks, and every piece of candidate communication. Interviewing and the final decision stay with you.