Published VA rates range from a few dollars an hour to well over fifty, which makes them close to useless as a planning input. Here is how the pricing actually breaks down and what to budget.
The three engagement models
Our own pricing is a useful reference point because it is all-inclusive — compensation, vetting, account management and replacement cover are in one number.
- Hourly — from $15/hr, best for variable or seasonal workloads
- Part-time — $1,200/month for 20 hours a week
- Full-time — $2,200/month for 40 hours a week
- Custom department teams — quoted per scope
What moves the rate
Three factors explain most of the variance: specialisation, time-zone overlap and tool fluency. A generalist assistant with four hours of overlap sits at the bottom of the range; a bookkeeper who must be live during US business hours and certified in your accounting stack sits at the top.
The costs comparisons leave out
A bare hourly rate is not the cost of the hire. Budget for these too, because they land whether you plan for them or not.
- Recruiting time — 15 to 40 hours of your own if you hire direct
- Onboarding ramp — usually two to four weeks below full output
- Management overhead — 2 to 5 hours a week early on
- Turnover risk — a bad fit re-runs the entire cost
- Tooling and licence seats
Comparing against an in-house hire
A US in-house administrative hire lands near $55,000 a year loaded with payroll taxes, benefits, equipment and workspace. A full-time dedicated virtual employee at $2,200 a month is $26,400 with those costs already inside the number.
The honest caveat: in-house gives you physical presence and easier informal supervision. If your work genuinely depends on either, the saving is not free.
How to budget it
Take the hours from your delegation audit, add 20% for ramp in month one, and hold a one-month contingency for a replacement. If the role still clears its cost at that number, it is a sound hire.
Key takeaways
- Plan around $15/hr, $1,200/mo part-time, or $2,200/mo full-time.
- Specialisation, overlap and tool fluency drive the rate.
- Add recruiting, ramp and management time to any comparison.
- Budget a one-month replacement contingency.
Frequently asked
Is a cheaper hourly rate worth it?
Rarely below a certain floor. The cost of re-hiring and re-onboarding after a bad fit exceeds the saving from a few dollars an hour on almost every engagement we have seen.
Are there setup or recruiting fees?
Not with us. One monthly invoice covers compensation, vetting, account management and replacements.
Need this role filled rather than researched?
Tell us the role and we'll send a shortlist of pre-vetted candidates within 48 hours.