Here’s the truth most founders don’t realize:

The best VAs and remote professionals are not desperate for jobs.

They’re choosing where to invest their time, their talent, and their energy.

And many times… your hiring process accidentally tells them:

“This isn’t the place for someone like me.”

None of this comes from bad intentions.

Most founders simply don’t know how top-tier talent thinks.

So here’s a friendly breakdown of the most common mistakes we see—and the simple shifts that instantly make your hiring process more attractive to high-caliber candidates.

1. Posting the Salary Range Too Early Shrinks Your Talent Pool

If the role has high ROI potential, posting a salary range works against you.

It tells top talent exactly how “high” you’re willing to go.

High performers see the cap and think:

“Ah okay, this isn’t a serious opportunity.”

Instead, let the role speak for itself first.

You want the strongest people to lean in—not disqualify themselves before you’ve even met.

Great hires pay for themselves many times over.

Don’t limit who walks through the door.

2. Making Applicants Jump Through Hoops Too Early

Two-hour test tasks.

Video recordings.

Personality assessments.

Multi-step interview calendars.

Here’s what founders often forget:

Superstars are busy. And they have options.

They won’t commit hours of unpaid time for a company they barely know yet.

That level of investment only happens after they trust the opportunity—and trust you.

The fix?

• Build connection first

• Build clarity second

• THEN ask for time or tasks

And keep the whole process short.

A long, multi-week funnel doesn’t “test commitment”—it loses the best candidates to companies that move faster.

3. Writing Job Descriptions Like Technical SOPs

Jargon, internal language, and endless paragraphs don’t show sophistication—they show noise.

Top talent doesn’t want to decode your job post.

They want to understand the impact, the goals, and the real challenges.

A strong, talent-friendly JD includes:

• The main objectives of the role

• Clear KPIs / success indicators

• Key tasks & core responsibilities

• The situations & challenges they’ll face

Bullets over paragraphs.

Clarity over cleverness.

The right person will lean in when they can clearly picture themselves winning in the role.

4. Treating Your JD Like a Wishlist for a Unicorn

Some job ads read like this:

Must have 12 skills. Must know 4 software programs. Must come from X school. Must be perfect.

Here’s the problem:

Perfect people don’t exist. But high-potential people do.

The best long-term hires are rarely “perfect” on day one.

They become exceptional because:

• The expectations were clear

• The culture supported growth

• The role had room for mastery

A wish-list doesn’t attract greatness.

It intimidates it.

5. Trying Too Hard to Look “Fun”

A sprinkle of personality is great.

But when a JD is filled with emojis, icons, rainbow bullets, and hyper-casual copy…

Top talent quietly thinks:

“This doesn’t look like a serious place to build a career.”

High performers want clarity, purpose, and professionalism.

Not glitter.

The Big Insight: Great VAs Don’t Need You — They Choose You

Top-tier remote talent is selective.

They gravitate toward roles that feel:

• Respectful of their time

• Clear and well-structured

• Growth-oriented

• Run by leaders who “get it”

If your messaging is confusing, your process is heavy, or your JD sends the wrong signals, they simply move on.

But here’s the good news:

A few small adjustments can instantly elevate the quality of candidates you attract.

And when your process feels aligned with the way top performers think, you stop competing for average talent—and start attracting exceptional ones.