Recruitment and Sourcing Virtual Assistants
Recruiters are paid to place people and spend most of their week finding them. iFOVS places Philippines-based sourcing assistants who take the top of the funnel so your recruiters can work the bottom of it.
What your iFOVS sourcing assistant does
- Sources candidates against your brief across LinkedIn, job boards and your own database
- Writes and posts job advertisements to your template
- Screens applications against your must-haves before anyone wastes an interview slot
- Runs first-touch outreach to passive candidates
- Conducts initial screening calls where you want them to
- Schedules interviews and manages the reschedules
- Keeps your ATS accurate — the reason most recruitment databases are useless is that nobody updates them
- Formats CVs to your house template before they go to clients
- Runs reference and background check administration
- Reports weekly on pipeline by role and stage
Systems they work in
LinkedIn Recruiter · Bullhorn · JobAdder · Vincere · Workable · Greenhouse · Lever · Indeed · Seek · Calendly
Who this works for
- Staffing and recruitment agencies whose consultants are sourcing instead of selling
- In-house talent teams hiring at volume without headcount to match
- RPO providers needing delivery capacity
- Fast-growing companies running continuous hiring
Why this converts into long-term accounts
Recruitment firms are among the best clients an outsourcing provider can have, because the work is continuous and the value is measurable — sourcing hours are directly convertible into placements.
It also means the standard is high. A sourcing assistant who sends irrelevant profiles is worse than none, because someone still has to read them. We assess screening judgement, not just search ability, before shortlisting for this role.
What it costs
Sourcing assistants are hired on a straight hourly rate, part-time or full-time.
How to choose a recruitment sourcing assistant
Sourcing and screening are different jobs that get advertised under the same title. Decide which one you need before you interview, or you will hire the wrong half.
Separate sourcing from screening
Finding candidates and assessing them require different temperaments. Someone strong at one is frequently weak at the other, and both being claimed is a warning.
Test Boolean search live
Ask them to build a search string for a role you are actually filling, in the interview. This is checkable in ninety seconds and separates the field immediately.
Ask for their outreach reply rate
Candidate outreach is a writing job. Reply rate is the measure, and a good sourcer knows theirs and has iterated on the opening message.
Check ATS discipline
Candidates lost between the source and the shortlist are invisible until you audit. Ask what they record and when.
The one question to ask in the interview
What’s your reply rate on cold outreach to candidates, and how do you write the first message?
What a good answer sounds like: A number, and a message that mentions something specific about the candidate. Anything that could be sent to a thousand people gets answered by none of them.
Frequently asked questions
Can they do screening calls?
Yes, where you want them to. Many firms start with sourcing and CV screening only, then add phone screening once calibration is established.
Which markets can they source in?
US, UK, Canadian, Australian and Philippine markets. Tell us the roles and seniority when you brief.
Will they use our LinkedIn Recruiter seat?
Yes, via individual named access. Access is removed the day someone leaves the role.
How many candidates per day?
Depends entirely on role difficulty. A high-volume role with a deep candidate pool and a simple screen produces many times the daily submission rate of a niche technical role, where the search itself is the work. We report sourced, screened, submitted and interview-accepted counts separately for every role you give us, and we agree targets per role rather than across the desk — submissions that never reach interview are the vanity metric in recruitment.
What if the person is not a fit?
Replaced at no cost if the fit is wrong early on.
Worth reading before you hire
- Why offshore hires fail in month three
- 13th month pay and the real cost of a Philippine employee
- What this role costs, and what moves the price
- Professional services: how we support the whole function
Related roles
Let's talk
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