12 Red Flags When Hiring a Filipino Virtual Assistant (Scam Guide)

The 12 Red Flags That Separate Bad Hires From Great Ones

First-time employers hiring a Filipino VA frequently ask the same question: "How do I avoid a bad hire?" The honest answer is that most bad outcomes are predictable from signals you can spot before you sign. This guide is a field-tested list of the 12 most common red flags when hiring a Filipino virtual assistant — and exactly what to do when you see one.

These patterns apply whether you're hiring through WorkFil, OnlineJobs.ph, Upwork, or a local referral. The platform changes; the warning signs are the same.

Red Flag #1: Any Request for Money From You Before Work Starts

Legitimate candidates never ask you for a "registration fee," a "verification deposit," or any kind of pre-employment payment. If a candidate asks you to buy them equipment up front (not a stipend after hire), pay for a background check they arranged, or send money to activate a profile — walk away. This is a scam pattern that targets employers new to offshore hiring.

Equipment support is fine after a signed agreement, invoiced normally. Pre-employment money transfers are not.

Red Flag #2: A Profile That Lists Everything and Specializes in Nothing

Strong candidates pick a specialization and lead with it. "Shopify Customer Service VA (Gorgias, 4 years)" beats a generalist every time. See the Shopify VA hiring page for examples of specialized profiles that convert.

Red Flag #3: Rates Dramatically Below Market

If a candidate claims 5+ years of specialized experience and asks for $2/hr, something is wrong. Either they're desperate (and likely to churn the moment a better offer appears), inexperienced but bluffing, or operating a bait-and-switch. Market rates are transparent — see our VA salary guide for realistic ranges by role and experience.

Pay at or above market. The difference between a $4/hr VA and a $7/hr VA is not 75% — it is often 3× the quality.

Red Flag #4: English Mismatch Between Written Application and Live Call

When the cover letter is flawless but the Zoom interview reveals choppy, halting English, someone else wrote the application. This is common enough to have a name — profile ghostwriting — and it produces dramatic performance gaps in week one.

Always conduct a live video interview before hiring. Ask the candidate to summarize their own cover letter in their own words. Misalignment is immediately obvious.

Red Flag #5: Cannot Name Specific Tools in Their Claimed Experience

Ask: "Walk me through how you processed a refund in Gorgias last week." A candidate who has genuinely used Gorgias answers with workflow specifics: the ticket macro they use, the Shopify refund button placement, the customer notification. A candidate bluffing answers vaguely: "I just process refunds in the system."

This test works for any specialized tool — QuickBooks, Xero, Helium 10, HubSpot, Notion, Klaviyo. Either they know the interface or they don't.

Red Flag #6: No Camera During Interview

The reasons a candidate refuses to turn on their camera in a first-round interview are almost never legitimate. The most common actual reason: they are in a call center or shared space, not a home office. That means they're moonlighting (which creates availability conflicts) or the home-office setup they claimed doesn't exist.

Insist on camera-on for first interviews. If they can't accommodate, they probably can't deliver a dedicated arrangement either.

Red Flag #7: Excessive Urgency to Skip Your Process

"I'm interviewing with other employers who want to hire me today — can we skip the test task?" Real candidates understand that a paid test task is a standard screening step. Pressure to skip it signals that the test would expose a weakness. The cost of a $30 test task is trivial compared to the cost of a bad 30-day hire.

For the standard process, see our 20 Filipino VA interview questions and complete hiring guide.

Red Flag #8: Unwillingness to Commit to Working Hours

"I can work whenever you need me" sounds flexible but is usually a warning. Real VAs have a preferred schedule. The candidate who can work "anytime" often either has multiple simultaneous clients (meaning divided attention) or has unstable logistics (power, childcare, internet) that they're hiding.

A candidate who confidently says "I work 9 pm–5 am Philippine time, Monday through Friday, which covers US Eastern business hours" is easier to manage and more likely to deliver.

Red Flag #9: No Backup Plan for Internet or Power Outages

The Philippines has excellent urban fiber but real-world outages happen — typhoons, brownouts, maintenance. A professional VA has a mobile hotspot, a UPS or power bank, and a co-working space or family address as fallback. A candidate who shrugs at this question will disappear on the first typhoon.

Ask: "What do you do if your internet goes down mid-shift?" Good answer is specific. Bad answer is vague or defensive.

Red Flag #10: Requests to Be Paid Entirely in Gift Cards, Crypto, or Cash

Standard payment methods for Filipino contractors are Wise (TransferWise), Payoneer, and direct bank transfer — all traceable and tax-compliant. A candidate who insists on gift cards, cryptocurrency, or Western Union cash is either avoiding their own tax obligations (which creates risk on your end) or running a fraud pattern.

For legitimate payment setup, see our Filipino contractor tax and legal guide.

Red Flag #11: Profile Photo Is a Stock Image or Missing Entirely

If the profile photo looks like a LinkedIn stock photo, reverse-image search it. A candidate using a fake photo is usually hiding something else — age, location, or even identity. Serious candidates use a real, current, professional headshot.

Missing photos entirely are less of a red flag than fake ones, but on a platform where every strong candidate has a real photo, the absence signals low engagement with the job market.

Red Flag #12: Cannot Describe What They'd Do in Their First 30 Days

Ask the question directly: "If I hire you today, what does your first 30 days look like?" A strong candidate describes a plan — learning your product, shadowing your existing workflow, reading SOPs, taking on low-risk tasks first. A weak candidate says "I'll do whatever you assign."

The first answer is a partner. The second is a pair of hands waiting for direction — fine for highly structured roles, but a bad fit for anyone who needs ownership.

The Three-Question Screen That Catches 80% of Bad Hires

If you only have 10 minutes for a first screen, ask these three questions:

"Walk me through a specific week at your last role." Listen for concrete details — tools, workflows, people, outputs. Vague answers are a red flag.
"What's a task you know you're not good at?" Strong candidates have honest weaknesses. Weak ones claim to be excellent at everything.
"If I hire you, what's the first thing you'll ask me for?" Great answers: access to tools, an intro call with the team, example of ideal output. Mediocre answers: "Whatever you think I need."

What to Do When You Spot a Red Flag

Not every red flag is disqualifying on its own. One in isolation is a signal to probe deeper. Two or more is reason to move on. The best employers maintain a shortlist of 3–5 candidates and can afford to be picky.

When you pass on a candidate, don't ghost them — send a brief, respectful message. The Filipino remote work community is tightly networked, and professional rejection helps your reputation for future hires.

The Bottom Line

Bad hires are avoidable. Every red flag in this list has been paid for many times by employers who didn't know what to look for. Screen intentionally, trust your instincts, and never skip the paid test task step.

Start with a platform that gives you genuine visibility into candidates. Post your role on WorkFil for free — every profile includes an AI-generated quality score, tool badges, and verified CV — which catches several of the red flags above before you even run the first interview.