Why VA Agencies Waste Your Time (Even When They’re “Pre-Vetted”)

We’ve spent over $2,200 testing out “pre-vetted” VAs in the past month. What did we get in return?

Zero usable output.

If you’re thinking VA agencies will save you time, consider this a friendly warning from someone who’s been through the meat grinder more times than I’d like to admit.

Round 1: The disappearing act

We paid $600 each for two VAs from a placement agency. Supposedly pre-screened and ready to roll.

One ghosted before the kickoff call. The other bailed after three days, claiming they were “confused about pay.”

Between chasing refunds and trying to salvage the mess, we lost four hours and got nothing to show for it, except a lesson in false confidence.

Round 2: The agency with “support”

Next, we tried a service agency. $1,500/month. Promised a VA who was “dedicated” and “backed by a team.”

That lasted two weeks. Then the VA quit without notice. The agency shrugged and blamed our standards for being “too high.”

Translation: they weren’t prepared to vet for actual skills, just availability.

The real problem with VA agencies

Most VA agencies cater to solopreneurs. Folks with no systems, no processes, and no clue what “success” even looks like.

So the agencies treat hiring like Tinder: throw candidates at the wall and hope something sticks.

We don’t play that game.

Our process includes:

• Trapdoor assessments (you fail, you’re out).
  
• Hands-on training modules (actual tasks).
  
• Clear expectations from day one.
  

If a candidate skips our Level 1 training, they will fail, with no exceptions.

“Free” work isn’t free

Note that when someone offers to work for “free” or claims it’s “risk-free”, think about it like this:
Would you let someone who wants to be a heart surgeon operate on your heart for free?

Competency matters more than cost. Our clients want the best, not the cheapest. And while we don’t want to get taken to the cleaners, that’s exactly what happens when a VA drags a simple one-hour task into 120 billable hours.

More importantly, my one hour of effort will still outperform their 120 hours. This is about quality, not my hourly rate or how many hours it takes.

And let’s talk about that markup

Agencies love to say they charge more for “training” and “oversight.” But here’s what that actually looks like:

We pay $12/hour. The VA gets $4.
The other $8? Disappears into the void labeled “value add” that never materializes.

They’ll dangle buzzwords like culture fit, ongoing support, taxes, health insurance, or bonuses, but when their VA quits two weeks in, none of that matters.

Here’s what actually works

We built a system that filters out the fluff.

1. Community first: Candidates must earn their way in through participation in our 44K Facebook group.
   
2. Content test: They repurpose one of our YouTube videos into an article and score themselves against our blog posting guidelines.
   
3. 1-minute video: They create a 1-minute intro as if they were already on the team.
   
4. Level 1 Training: Simulated work that reflects actual day-one tasks.
   
5. Probation period: Real work, real deadlines, real accountability.

If Harvard took this approach

Imagine if Harvard professors were pulled out of class to explain to random applicants what a university is, why it matters, and how to fill out an application.

That’s what it feels like when a VA shows up to our calls having never looked at our materials. It’s not just inefficient. It’s disrespectful.

We don’t recruit. People apply. They prove themselves before we spend time.

Final word

If a VA agency ever sends us someone who:

• Clears our trapdoors.
  
• Passes real assessments.
  
• Actually sticks around past week three.
  

Then yes, we’ll gladly hire them.

But if their idea of “vetting” is tossing us a smiling résumé with a body attached, we’re not interested.

This isn’t about being harsh. It’s about mutual respect.
Your time matters. So does ours.