How we vet talent.
Every ExecWing assistant passes a multi-stage process before you ever meet them, and quality is managed every week after they start.
- Stage 01
Sourcing
We recruit experienced Filipino professionals through targeted job posts with built-in attention-to-detail instructions, plus written screening questions, a short self-introduction video and an internet speed test with every application.
- Stage 02
Recruiter screen
A short video screen confirms availability for US hours, work history, tools and communication.
- Stage 03
Role-specific skills test
A timed, hands-on test built for the role (for example, cleaning a sample CRM export with planted errors, or reconciliation exercises for bookkeepers). Candidates must clear a minimum score to advance.
- Stage 04
English assessment
Written English is assessed through the screening answers and test; spoken English on video in every interview round. Weak English is an automatic stop, regardless of other scores.
- Stage 05
Structured interviews
A weighted scorecard covering English, tool proficiency, attention to detail, reliability and integrity. Final round with the ExecWing leadership team.
- Stage 06
Background & reference checks
With the candidate's written consent: at least two references (one a former manager or client), government ID verification and a recent NBI clearance.
- Stage 07
Home-office & setup check
Verified primary fiber internet, a backup connection, backup power and a quiet workspace, tested live on video before the final interview.
- Stage 08
Paid bootcamp & trial task
A paid, role-specific bootcamp ending in a scored capstone: a simulated first week of real tasks. Data privacy and security training is required to pass.
- Stage 09
Client interview
You interview a shortlist of candidates who cleared every stage, and you choose.
- Stage 10
Structured onboarding
Least-privilege access, your SOPs captured, a daily async update, a weekly check-in and a written 30-day success plan.
- Stage 11
Weekly QA cadence
A weekly QA scorecard on output and quality, shared with you, plus a short client pulse each week. Low scores trigger a coaching plan.
- Stage 12
Replacement guarantee
If it isn't the right fit, request a replacement in writing and we'll work to provide one at no additional fee, per your service agreement.
A candidate profile, not a resume pile.
For each shortlisted candidate you get a one-page profile summarizing how they performed in every stage.
Illustrative example - not a real candidate
Sample profile: Revenue Assistant
Name, photo and details withheld. This card shows the format clients receive.
- Experience
- [X] years in sales admin / SDR support for US companies
- Tools
- HubSpot, Salesforce, Sales Navigator, Google Workspace
- Skills test
- [Score] / passed role threshold
- English
- Assessed in writing and on video, all rounds
- References
- 2 completed (1 former manager)
- Background
- ID verified · NBI clearance on file
- Setup
- Fiber + backup connection · backup power · quiet workspace
- Bootcamp
- Capstone passed · privacy quiz passed
- Availability
- US Central hours, full-time
Vetting FAQ
Do you run background checks?
Yes, with the candidate's written consent: government ID verification, a recent NBI clearance and at least two references.
Who makes the final decision?
You do. You interview the shortlist and choose your assistant.
What if my assistant isn't working out?
Tell your account lead. We start with coaching against the weekly QA scorecard, and if it still isn't the right fit you can request a replacement at no additional fee.
Meet candidates who've already been vetted.
Book a 20-minute fit call. We'll map the work you want off your plate and tell you honestly whether a dedicated assistant is the right move.