The virtual assistant (VA)industry is shifting—and fast. If you’re wondering why it’s getting harder to find seasoned VAs, you’re not alone.
At WeGrow VA, we’ve been analyzing thousands of applications and the results are in. Based on our data, Here’s what we found:
- Experienced VAs (3+ years): Dropped from 13% to 9%
- Moderately experienced VAs (1–3 years): Holding steady around 30%
- Inexperienced applicants (0 years): Jumped from 51% to nearly 60%
Let’s break down what’s happening, why it matters, and what your business can do about it.
Experienced VAs Are Declining
One of the most striking findings from WeGrow VA’s recent data is the noticeable decline in applicants with over three years of virtual assistant experience. In 2023, these seasoned VA professionals made up 13% of the talent pool. By 2024, that number had dropped to just 9%.
At the same time, it has seen a significant surge in inexperienced candidates. First-time applicants—those who have no prior professional VA background—increased from 51% in 2023 to almost 60% in 2024.
This widening gap highlights a clear transition: the VA industry is attracting more new entrants than ever before, while seasoned VA are becoming harder to find.
The situation is further emphasized by:
- Night shift availability: Despite the decline in experience, applicant flexibility remains high. 97.5% of candidates—especially those newer to the field—indicate their willingness to take on graveyard shifts, which offers businesses operational flexibility, even if it doesn’t guarantee advanced skill sets.
- Job discovery trends: Approximately 64% of applicants are finding opportunities through search engines like Google. This signals a growing reliance on online visibility over traditional recruitment, and it also underlines the importance of strong digital presence for businesses looking to attract talent.
These numbers paint a clear picture: companies now face an abundant supply of fresh faces and a shrinking pool of veterans. For employers, this creates both challenges and opportunities depending on how ready they are to invest in training, retention, and recruitment strategy.
Why is there a “drop” in seasoned VA applicants?
Several factors contribute to the decreasing number of experienced VAs in the market:
1. Job Seeker Preferences Are Evolving
The shift away from seasoned virtual assistants is partly driven by changing job seeker expectations in the remote work era. According to recent data, 60% of U.S. job seekers now prefer a hybrid work model, while only 37% favor fully remote roles (Archie App, 2025).
This shift in preference means many experienced VAs, who traditionally thrived in fully remote roles, are migrating toward hybrid or in-house positions that offer structured collaboration and long-term growth, leading to a decline in their presence in the freelance and virtual assistant job market.
2. Concerns About Blurred Boundaries
One of the less discussed but highly impactful factors is the difficulty remote workers face in separating work and personal life. A recent survey found that 47% of remote workers expressed concerns about blurred boundaries, highlighting the ongoing struggle to disconnect from work even after hours (TechrSeries).
In addition, the World Health Organization (WHO) emphasized that teleworking often leads to “creeping” work hours. The overlap of paid work and personal life, paired with flexible schedules, tends to overwhelm individuals, resulting in mental fatigue and burnout. For seasoned VAs, this issue can be a major factor driving them to leave freelancing, switch careers, or prioritize opportunities that offer better work-life boundaries.
3. Moving Up the Ladder: Career Growth Matters
Another major contributor to the decline in experienced VAs is the pursuit of long-term career advancement. Experienced virtual assistants are looking beyond repetitive support tasks and are increasingly seeking opportunities for growth, leadership, and new challenges.
Research highlights the importance of clear career pathways: organizations that offer defined career ladders experience higher retention and engagement. In fact, companies with strong learning and development cultures report up to a 20% increase in productivity—a clear sign that when employees see advancement opportunities, they are more likely to stay committed (Sagacious Research).
For seasoned VAs, the absence of a visible career path in freelance roles pushes them to pursue management, consulting, or entrepreneurial ventures instead.
What 2025 Says About Remote Work
It’s not just the VA space. The broader remote work environment is changing too. Here’s what the latest research tells us:
1. Hybrid jobs are trending up
Hybrid work isn’t just a trend, it’s the new standard, especially among larger companies. According to a 2025 report from Archie App, 64% of leaders say their companies operate under a hybrid model. This setup allows organizations to tap into wider talent pools and access specialized skills that may not be locally available. (Archie App)
Larger enterprises are particularly inclined to adopt hybrid work because of their broader operational scope and their need to attract talent across regions and time zones. The hybrid model offers the best of both worlds: in-person collaboration when needed and remote flexibility that aligns with modern workforce expectations.
2. Remote is highly preferred
Flexibility remains the top preference when it comes to workplace expectations in 2025. A global survey by Statista revealed that 91% of remote workers prefer either fully remote roles or hybrid positions that prioritize remote work (Statista).
This data highlights a simple truth: remote work isn’t just a temporary fix or pandemic-era trend—it’s now a long-term priority for most professionals. For businesses trying to secure top virtual assistant talent, roles that offer remote-first flexibility are far more likely to stand out.
3. 2025 Remote Workforce Keeps Expanding
According to projections by Upwork, 32.6 million Americans will be working remotely by 2025, accounting for roughly 22% of the total U.S. workforce (Flowlu).
This steady growth proves that remote work has moved beyond a short-term solution and evolved into a core feature of the modern employment landscape. For virtual assistants, this shift means even more businesses are open to remote collaboration, but it also signals that competition for experienced remote-ready talent is only going to intensify.
What This Means for You
The trend in the VA market has significant implications for businesses aiming to scale with remote support:
1. More Competition for Seasoned Talent
Big companies are well aware that employees expect hybrid flexibility, and many are adapting their hiring strategies to reflect this. In fact, nearly half of remote workers (46%) say they would be unlikely to stay at their current job if remote work were no longer allowed, and 26% said they’d be very unlikely to stay (Pew Research, 2025).
2. Higher Costs to Attract Experienced VAs
Salary expectations vary widely depending on location and experience. Based on recent Indeed data, U.S.-based virtual assistants earn between $17.32 to $45.28 per hour, with an average of around $28 per hour. For businesses looking to hire beyond U.S. borders, particularly in Latin America or Asia, rates may be lower, but experienced professionals still command above-entry-level wages. This access to global talent offers both cost flexibility and the ability to scale training efforts aligned to business needs.
3. Increased Investment in Training New Hires
The reality of hiring less experienced VAs is that companies must budget not only for salaries but for an entire ecosystem of setup and development. Businesses today rely on a variety of operational tools, with cost ranges such as:
- Accounting Software: Free – $235/month
- CRM Software: $10 – $300/user/month
- FP&A Software: $250 – $2,000+/month
- ERP Systems: $1,740 – $9,330/month
- Custom Software Development: $50,000 – $2M+ per project (Perplexity)
On top of software infrastructure, onboarding, mentorship, and tailored skill development are critical when working with less experienced hires. These training costs represent both an upfront commitment and a long-term investment for businesses serious about turning fresh talent into future experts
Final Takeaway
As more experienced VAs move toward hybrid roles at larger organizations or climb the career ladder, the pool of seasoned freelancers is shrinking. Meanwhile, the rise in first-time applicants signals a growing need for businesses to rethink their recruitment strategies, invest in working with a VA company, and compete on more than just salary.
For companies aiming to scale with remote support, the path forward is clear: offer flexibility, focus on development, and adapt to a talent market shaped by both ambition and evolving work expectations. Staying proactive now will save you recruitment headaches later.