How Should I Hire Administrative Support?

Shared with you: a sample Decision Brief from PAII. Have a decision of your own? Request a Decision Brief

Status: CURRENTResearch current through 6 October 2026, 6:00 PM EDT

TradeoffBottom line

Start with a one-week time log, not a hire. Then decide on two facts: how many hours you can really hand off by day 90, and how much of that work needs someone in the room.

INFERENCE[1][4][7][14]

Tradeoff: Mostly remote, under ~20 h a week: part-time Philippines virtual assistant (VA).INFERENCE[1][4][7]
Favorable: Mostly remote, over ~20 h: full-time managed VA. Part-time tops out at about 20 h, and hours 21–40 cost only $3.75–$10 each.INFERENCE[1][4][7]
Tradeoff: Frequent in-person or live US-hours work: local hybrid assistant, with hours set to the work.INFERENCE

UnknownDo you actually have 40 hours of work to delegate?

Probably not today, and you may not know yet. The only figure we found is about 16 hours a week of owner admin time, from a survey a VA provider paid for. "I only have 15 hours" and "I've only identified 15 hours" are different situations. The CAPACITY tab has a one-week log you can run yourself.

ALLEGATION[54]

Part-time VA price

58–73% of full-time

For 50–62% of the hours: about 16–40% more per hour

ConcernINFERENCE[1][4][7]

Full-time managed VA

$999–$1,988/mo

Published general-admin prices: about $6–$12 an hour (160-hour month)

EvidenceVERIFIED FACT[1][16][17]

Full-time local assistant

≈$71k/yr

Loaded base case, no benefits (range $60k–$87k); ≈$79k with single health coverage

TradeoffMODEL HYPOTHESIS[27][34–37][39][40][42][43][45][47][48]

Your time to ramp a hire

40–115 hours

Owner hours, first 90 days. Part-time needs about 85% of the full-time ramp

ConcernASSUMPTION

Price parity point

≈29–34 h/week

Where full-time costs the same per hour used as a fully used part-time plan. Between 20 h and this point, see CAPACITY

TradeoffINFERENCE[1][4][7]

UnknownBiggest uncertainty

Can the same trained VA grow from part-time to full-time when you need it? No published terms promise this. Get it in writing, naming the person, before you choose part-time.

MISSING INFORMATION[2][8][14]

How to read this brief

FavorableFavorable, or an advantage
TradeoffConditional, or a tradeoff
ConcernMaterial concern or elevated risk
EvidenceVerified evidence or context
UnknownUnknown, unresolved or missing

Every material claim also carries a label such as VERIFIED FACT or INFERENCE. See ABOUT DECISION BRIEFS.

Brief details: dates, version, status

At a glance

Decision

How should a small professional-services owner in Northern Virginia hire administrative support?

For

Owner of a small Northern Virginia professional-services firm who currently does their own admin (assumed persona)

Requested

6 October 2026, 5:30 PM EDT

Research current through

6 October 2026, 6:00 PM EDT

Generated

6 October 2026, 7:30 PM EDT

Freshness

VOLATILE — Could change within hours or days

Recheck by

Before signing with a provider or posting a job

Recheck trigger

Any VA provider changes published pricing or terms
BLS releases new OEWS wage data (May 2026 reference period, expected spring 2027)
Virginia changes unemployment-tax rates, workers' comp rates or posting rules

Status

CURRENT · v1.0 · db-work-admin-support-2026

The decision: how a small professional-services owner in Northern Virginia who does their own admin today should add support. Four options: part-time or full-time, with a Philippines VA or a local hybrid assistant.

The local role is defined first: a Hybrid Administrative / Operations Assistant who handles calendar, calls, email, documents, CRM upkeep, vendor coordination, follow-up, office coordination and occasional errands. That maps to an administrative assistant (federal code SOC 43-6014).

It is not an executive assistant or an office manager, which cost about 40–70% more in this market (COSTS tab).

1 · Part-time Philippines VA (about 20 h/wk)

Fits a small, stable, remote workload

Advantages

$699–$1,100 a month at published prices
Short commitments at several providers: 10 to 30 days' notice (some require 3 months)
A managed provider recruits and screens for you

Concerns

Costs 58–73% of full-time for half the hours, and covers only 20 h a week
No published term lets the same person add hours later
Still takes about 40–85 hours of your time to ramp

INFERENCE[1][4][7][14]

2 · Full-time Philippines VA (about 40 h/wk)

Fits remote work that will pass ~20 h/wk by day 90

Advantages

$999–$1,988 a month published, or about $6–$12 an hour
One person builds context, so there is no bet on scaling up later
Early slack hours can go to documenting your processes

Concerns

You pay for capacity before you can use it
US-hours coverage is a Philippine night shift; whether that costs more is contradictory (0% vs. 15–25%)
Cannot do anything in person

INFERENCE[1][4][16][17][19]

3 · Part-time local hybrid assistant

Fits a light workload with regular in-person needs

Advantages

About $22–$32 an hour in this market; about $25k–$37k a year loaded
Handles mail, visitors, errands and on-site vendors
Works your hours, including live phone coverage

Concerns

About 2–4x the yearly cost of a part-time VA ($25k–$37k vs. $8k–$13k)
You become the employer: payroll, taxes and a pay range in every posting
Local part-time postings lean toward reception and front-desk work

MODEL HYPOTHESIS[27][61][63–84]

4 · Full-time local hybrid assistant

Fits about 30–35+ h/wk with frequent in-person needs

Advantages

Covers business hours and all in-person work
Easiest fit for high-trust access and client-facing work
Can grow into an operations role

Concerns

About $60k–$87k a year loaded without benefits, or $67k–$95k with single health coverage
Posted pay runs above federal wage data, which is a sign of a tight market
Turnover in professional and business services runs about 28% a year in quits

MODEL HYPOTHESIS[27][34–37][39][40][42][43][45][47][48][52]

When each option becomes rational

This is not a ranking. Each option wins under different conditions.
Option	Rational when	Not rational when
Tradeoff: Part-time VA	Remote-doable work is under ~20 h/wk now and projected to stay there at day 90; you can write procedures; you can work around time zones; budget is tight	Concern: You expect more than ~20 h within 90 days, or you need someone in personINFERENCE
Favorable: Full-time VA	Remote-doable work is likely to pass ~20 h/wk by day 90; continuity of one trained person matters; you can manage by writing and screen recordings	Concern: Much of the work is physical or live on-site; you cannot protect 2–4 h/wk to supervise in the first 3 monthsINFERENCE
Tradeoff: Part-time local	In-person tasks are frequent but total work stays under ~30 h; you want live US-hours phone or vendor handling; local presence matters to clients	Concern: Most work is remote; budget is under ~$25k/yr; you can't take on employer dutiesINFERENCE
Tradeoff: Full-time local	Work is ~30–35+ h/wk with frequent in-person needs, office coverage or high-trust access; continuity matters; budget covers ~$60k–$95k/yr	Concern: Your documented work is under ~30 h, or mostly remoteINFERENCE

Recommendation

Favorable: Week 1: log your time by bucket (CAPACITY tab). Count what is delegable now, delegable once written down, in person, automatable and owner-only.OPINION
Favorable: Mostly remote, and likely to pass ~20 h by day 90: hire a full-time managed VA. Hours 21–40 cost only $3.75–$10 each at published prices, far less than your own time. Use any early slack to build procedures.INFERENCE[1][4][7]
Tradeoff: Mostly remote, staying under ~20 h: hire a part-time VA. Ask for written terms on adding hours with the same person.INFERENCE
Tradeoff: In-person or live US-hours work is frequent: hire locally and set the hours to the work (a local employee can work 25 or 30 h). Expect $25k–$37k a year at 20 h, $60k–$95k full-time.MODEL HYPOTHESIS[27][34–37][39][40][42][43][45][47][48]
Concern: You can't spare ~4–10 h/wk for the first month: wait. A hire you can't onboard tends to come back to you as rework.INFERENCE

First, define the local role

Hybrid Administrative / Operations Assistant, working mostly on-site or hybrid. Scope: calendar, inbound and outbound calls, email triage and drafting, documents and filing, CRM data entry, vendor coordination, project follow-up, supplies, mail and visitors, occasional errands, and light operations admin. Out of scope: supervising staff, owning bookkeeping or payroll, and regulated-records administration.

Which federal occupation code matches? DC metro wages, May 2025 (latest release).
SOC code and title	Fit	DC-area median
43-6014 Secretaries and administrative assistants	Favorable: BEST FIT: routine correspondence, scheduling, files, callersINFERENCE[28]	Evidence: $25.80/h ($53,660)VERIFIED FACT[27]
43-6011 Executive secretaries and executive assistants	Tradeoff: Upper bound: only if mainly the owner's right handINFERENCE[29]	Evidence: $43.42/h ($90,320)VERIFIED FACT[27]
43-9061 Office clerks, general	Tradeoff: Lower bound: clerical work without coordinationINFERENCE[31]	Evidence: $24.94/h ($51,880)VERIFIED FACT[27]
43-1011 Office and admin supervisors ("office manager")	Concern: No, unless the role supervises staffINFERENCE[30]	Evidence: $36.73/h ($76,400)VERIFIED FACT[27]
11-3012 Administrative services managers	Concern: No: a management occupationINFERENCE[32]	Evidence: $62.56/h ($130,130)VERIFIED FACT[27]

EvidenceWhy the label matters

If you call the job "executive assistant" or "office manager," you will price it against a market that pays 42–68% more at the median ($36.73–$43.42 an hour vs. $25.80). Define the work first, then title it.

VERIFIED FACT[27]

The part-time fallacy: is 20 hours half the price of 40?

Published prices, retrieved 6 October 2026. Hourly cost shown two ways: on the providers' 160-hour month and on a calendar month (40 h × 4.33 weeks = 173.2 h).
Provider (part-time vs. full-time)	Price ratio	$/h part-time vs. full-time	Part-time premium per hour
Wing Assistant: $699 (80 h) vs. $999 (160 h)	Concern: 0.70INFERENCE[1]	160 h: $8.74 vs. $6.24 · 173 h: $8.07 vs. $5.77	Concern: +40%INFERENCE[1]
ConnectPro market range, low: $700 (80 h) vs. $1,200 (160 h)	Concern: 0.58PROVIDER CLAIM[4]	160 h: $8.75 vs. $7.50 · 173 h: $8.08 vs. $6.93	Concern: +17%INFERENCE[4]
ConnectPro market range, high: $1,100 vs. $1,900	Concern: 0.58PROVIDER CLAIM[4]	160 h: $13.75 vs. $11.88 · 173 h: $12.70 vs. $10.97	Concern: +16%INFERENCE[4]
3F Solutions*: $1,050 (~25 h/wk, 62.5% of the hours) vs. $1,440 (40 h/wk)	Concern: 0.73INFERENCE[7]	160 h: $10.50 vs. $9.00 · 173 h: $9.70 vs. $8.31	Concern: +17%INFERENCE[7]
HelpSquad*	Concern: Part-time "priced above the published band" ($8–$13/h)VERIFIED FACT[19]	—	Unknown: Not quantifiedMISSING INFORMATION
Armasourcing	Concern: Part-time "usually price[s] above a simple 50 percent of the full-time rate"VERIFIED FACT[10]	—	Unknown: Not quantifiedMISSING INFORMATION
MyOutDesk, Stealth Agents, Athena	Tradeoff: No part-time offeredVERIFIED FACT[16][17][21]	—	—

*3F Solutions and HelpSquad serve healthcare practices. They are used here only as pricing-structure evidence. 3F's part-time tier is about 25 hours, so its ratio is not like-for-like.

ConcernWhy it matters

Part-time buys half the hours for 58–73% of the price, and it stops at 20 hours (25 at one provider). Hours 21–40 are the cheapest hours you can buy: $3.75–$10 per extra hour at published prices. Two thresholds follow.

INFERENCE[1][4][7]

Above 20 h, part-time can't cover the work, and the overflow lands back on you. Full-time costs $300–$800 a month more, which is about $14–$37 per overflow hour if 5 hours a week spill over.INFERENCE[1][4]
Around 29–34 h is price parity: full-time costs no more per hour used than part-time used to the last minute (20 ÷ 0.70 = 28.6 h at Wing; 20 ÷ 0.58 = 34.3 h on ConnectPro's range).INFERENCE[1][4]

EvidenceTwo hour conventions, same answer

Providers count a full-time month as 160 hours (4.0 weeks). A calendar month averages 173.2 hours (40 × 4.33). On the 173-hour basis every hourly figure drops by about 8% (Wing full-time $6.24 → $5.77). The part-time premium does not change, because both tiers shift by the same factor. Compare providers on one convention only.

CONTRADICTION[1][13]

Same test, local hire

Local W-2 assistant, base case. Part-time: 20 h/wk at $26/h, no paid time off assumed. Full-time: $65k salary (= $31.25/h), 2,080 paid hours, 1,936 productive after 144 hours of PTO and holidays (assumed).
Measure	Part-time	Full-time	Label
Loaded yearly cost, no benefits	$29.6k–$30.4k	$70.4k–$71.3k	Tradeoff: MODEL HYPOTHESIS[27][34–37][39][40][42][43][45][47][48]
Productive hours a year	1,040	1,936	Unknown: ASSUMPTION
Cost per productive hour	$28.43–$29.26	$36.38–$36.82 ($40.38–$40.82 with single health coverage)	Tradeoff: MODEL HYPOTHESIS[27][34–37][39][40][42][43][45][47][48]
Part-time ÷ full-time	0.41–0.43 of the cost	for 0.54 of the productive hours	Tradeoff: Rests on two assumptions (see below)INFERENCE

TradeoffLocally, part-time carries little or no per-hour premium, but the ramp still doesn't halve

The 0.42-for-0.54 result rests on two assumptions: a lower part-time wage ($26 vs. $31.25 an hour) and no paid time off for part-time. At the same hourly wage, part-time costs about $34–$35 per paid hour vs. $34 for full-time, a premium of about 0–3%.

INFERENCE[27][34–37][39][40][42][43][45][47][48][63–84]

Fixed costs: employer taxes rise and fall with wages; the per-employee fixed costs (unemployment taxes, software seats, the workers' comp minimum, mileage) add only about $460–$1,320 a year.INFERENCE[27][34–37][39][40][42][43][45][47][48]
Real penalty 1: the fixed ramp hours (RAMP COST tab).INFERENCE
Real penalty 2: the candidate pool. Local part-time postings median $23.50/h and lean toward reception work, while full-time postings median $75k (≈$36/h) and lean toward executive-assistant and office-manager titles.INFERENCE[63–84]

Fully loaded local cost

Yearly cost of a W-2 hire in Virginia. Benefits are not assumed. Health coverage is shown as a separate scenario.
Scenario	Wages	Loaded, no benefits	+ employer share of single health	Per hour
Part-time, low ($22/h)	$22,880	$25.1k–$26.0k	not modeled	$24–$25 per paid hour
Tradeoff: Part-time, base ($26/h)	$27,040	Tradeoff: $29.6k–$30.4kMODEL HYPOTHESIS[27][34–37][39][40][42][43][45][47][48]	not modeled	$28–$29 per paid hour
Part-time, high ($32/h)	$33,280	$36.3k–$37.1k	not modeled	$35–$36 per paid hour
Full-time, low ($55k)	$55,000	$59.7k–$60.5k	$67.4k–$68.3k	$31 / $35 per productive hour
Tradeoff: Full-time, base ($65k)	$65,000	Tradeoff: $70.4k–$71.3kMODEL HYPOTHESIS[27][34–37][39][40][42][43][45][47][48]	Tradeoff: $78.2k–$79.0kMODEL HYPOTHESIS[42]	$36 / $40 per productive hour
Full-time, high ($80k)	$80,000	$86.6k–$87.4k	$94.3k–$95.2k	$45 / $49 per productive hour

What goes into "loaded"
Cost line	Amount	Label
Employer Social Security + Medicare (FICA)	7.65% of wages	Evidence: VERIFIED FACT[34]
Federal unemployment (FUTA)	$42 a year per employee (0.6% × $7,000, full state credit assumed)	Evidence: VERIFIED FACT[35]
Virginia unemployment (SUI), new employer	2.5% × first $8,000 = $200; add-ons bring it to about $218. The 2026 pool-cost charge is not on an official page	Evidence: VERIFIED FACTMISSING INFORMATION[36–38]
Workers' compensation	Required only above two regular employees. Clerical class: $0.047 per $100 of payroll, but the $167 minimum premium + $160 expense constant dominate ($0–$327 modeled). No voluntary-market quote	Evidence: VERIFIED FACT[39][40]
Health coverage	Not required: under 50 full-time-equivalent employees there is no federal employer mandate. If offered: about $7,737 employer share for single coverage; about $17.2k for family coverage (how it is figured: below the table)	Tradeoff: INFERENCEVERIFIED FACT[42][43]
Paid time off and holidays	No cash cost for salaried staff, but fewer productive hours: 144 h a year assumed. 88–90% of private admin workers have paid vacation and holidays. No Virginia private paid-leave mandate was verified	Unknown: ASSUMPTIONMISSING INFORMATION[41]
Software seats	$14/month suite seat (Google Workspace Standard list price) + $4–$8.99/month password manager = $216–$276 a year	Evidence: VERIFIED FACT[45–48]
Mileage	76¢/mile (IRS, July–December 2026) × 50 miles a month (assumed) = $456 a year	Unknown: ASSUMPTION[44]
Equipment	$1,000–$1,500 one-time for a laptop and peripherals; not sourced	Unknown: ASSUMPTION
Recruiting	Admin-support industry median cost per hire $1,000 (2021 data); national non-executive average $5,475 (2025)	Evidence: DatedVERIFIED FACT[49][50]
Turnover	Professional and business services quits ≈28% a year (industry-level). Replacement costs ≈16–20% of salary (dated meta-review)	Concern: ALLEGATION[51][52]
Job posting rule	Since July 1, 2026, every Virginia job posting must show a good-faith pay range	Evidence: VERIFIED FACT[61][62]

Tradeoff: Health coverage, how it is figured: KFF 2025 average premium at firms with 10–199 workers, $9,211, × 84% employer share ≈ $7,737 for single coverage. KFF does not cover firms under 10 workers.INFERENCEVERIFIED FACT[42][43]

ConcernPosted pay vs. federal data

The median full-time posting midpoint ($75k, 13 postings) sits above the federal 75th percentile for administrative assistants ($64,090). Three reasons: the postings lean toward executive-assistant and office-manager titles, they come from one job site, and wages have grown since May 2025. Pure admin-assistant postings ($50k–$60k) match the federal data. Budget $55k–$80k and expect strong candidates at the upper half.

CONTRADICTION[27][63–84]

Philippines VA total cost: managed vs. direct hire

Full-time, general admin. Published prices or published market data, retrieved 6 October 2026.
Model	Monthly	Yearly	What you get
Managed: Wing Assistant	$999	$11,988	Evidence: Recruiting and "free replacement" (plan card). Terms say the assistant works for a "Contracted Company"VERIFIED FACT[1][2]
Managed: Stealth Agents (EA core)	$1,600	$19,200	Concern: Onboarding fee (amount not shown). The pricing page says "No contracts, no surprises" and also "3 Month Commitment" (as of 6 Oct 2026)CONTRADICTION[17][18]
Managed: MyOutDesk	from $1,988	from $23,856	Evidence: Full-time only. "Benefits" and payroll included, not itemizedVERIFIED FACT[16]
Market range (ConnectPro data)	$1,200–$1,900; US night shift $1,400–$2,300	$14.4k–$22.8k; night $16.8k–$27.6k	Tradeoff: A provider's estimate of the market, not its own rate cardPROVIDER CLAIM[4]
Direct hire via OnlineJobs.ph	$693–$1,167 asked (intermediate) + $69–$99/month platform while recruiting	$8.3k–$14.0k, or $9.0k–$15.2k if 13th-month pay applies	Tradeoff: Nothing beyond the job board. You recruit, pay, manage and replaceVERIFIED FACT[23][24]
Recruit-only: Virtual Staff Finder	$695 one-time; optional $349+/month for payroll, equipment and replacement	—	Evidence: Recruiting, then you employ directlyVERIFIED FACT[22]

ConcernWhat direct hire shifts onto you

Direct-hire asking pay ($693–$1,167) overlaps the cheapest managed price ($999) and runs up to about 65% below the top managed tier ($1,988). In exchange you take on recruiting and interviews (about 8–16 more owner hours), cross-border payment, performance problems, replacement, and checking equipment and backup power yourself.

MISSING INFORMATION[14][23–26]

ConcernUnresolved legal question: the 13th-month payment

Philippine law requires a 13th-month payment (1/12 of the year's basic pay, about +8.33%) for rank-and-file employees. Whether that reaches a contractor working for a foreign client with no Philippine entity is not settled. Get legal advice; this brief does not resolve it.

MISSING INFORMATION[25][26]

UnknownNot itemized by any provider

Equipment, backup power, internet redundancy, 13th-month pay and health coverage (HMO) are itemized by no provider we read. Some say "benefits" are included. One says its people are independent contractors and benefits are excluded. Ask before signing.

MISSING INFORMATION[5][9][13][16]

UnknownDo you actually have 40 hours of delegable work?

This question decides most of the brief. No credible source shows that a typical owner has 40 hours a week to hand off.

ALLEGATION[54]

Best figure found: about 16 hours a week of owner admin time (36% of a 45.5-hour week).ALLEGATION[54]
Treat it as weak: it comes from a 251-person 2023 survey paid for by a VA provider.ALLEGATION[54]

Owner admin time

≈16 h/wk

Provider-funded survey, n=251, 2023

UnknownALLEGATION[54]

Work others could do

≈41%

Knowledge workers in general, not owners (HBR)

UnknownALLEGATION[55]

Full-time VA break-even

≈29–34 h/wk

Hours you'd actually use

TradeoffINFERENCE[1][4][7]

Tradeoff"I only have 15 hours" vs. "I've only identified 15 hours"

These lead to different hires. If your count came from memory, assume it is the second. Owners tend to miss work that comes in small fragments, work they do because no one else knows how, and monthly or quarterly cycles.

INFERENCE[54]

Tradeoff"Faster to do it myself"

In the same provider-funded survey, 25% of owners said it was "faster to do it myself." That is true in week one and often false by week ten. The log below separates what you have now from what you could hand off once it is written down.

INFERENCE[54]

Five buckets

Sort every task you log into one bucket.
Bucket	What goes here	Counts toward a hire?
Favorable: Delegable now	Clear, repeatable tasks someone could do from a short brief: scheduling, inbox triage, data entry, follow-ups	Favorable: Yes, from day 1INFERENCE
Tradeoff: Delegable after documentation	Tasks that live in your head: client onboarding steps, invoicing quirks, vendor preferences	Tradeoff: Yes, once a written procedure existsINFERENCE
Tradeoff: In person	Mail, visitors, supplies, errands, on-site vendors, the physical office	Tradeoff: Only for a local hire or an errand serviceINFERENCE
Evidence: Automate or eliminate	Reminders, form intake, report pulls, low-value meetings	Evidence: No. It shrinks the needINFERENCE
Concern: Owner-only	Client judgment, pricing, hiring decisions, final approvals	Concern: NoINFERENCE

Self-audit: one week, about 10 minutes a day

Favorable: Keep a log for five working days: task, minutes, bucket. If logging every switch is too much, set a 30-minute timer and note what you did since the last one. A notes app or spreadsheet is enough.OPINION
Tradeoff: Include tasks under 10 minutes. They add up and are the most often forgotten.OPINION
Tradeoff: At week's end, add monthly and quarterly work from your calendar and invoices (billing runs, renewals, filings), converted to a weekly average.OPINION
Tradeoff: Mark anything that must happen during US business hours, or live by phone. This decides VA vs. local as much as hours do.OPINION
Evidence: A two-week log is better if your weeks vary. The drop / delegate / redesign audit follows a method published in Harvard Business Review.VERIFIED FACT[55]

Projection worksheet: fill in your own numbers. Hours per week.
Bucket	Now	Day 30	Day 60	Day 90
Delegable now (A)	A	A	A	A
Delegable after documentation (B)	0	B × share written by day 30	B × share by day 60	B × share by day 90
In person (P)	P	P	P	P
Automate or eliminate (E)	Not counted	Not counted	Not counted	Not counted
Tradeoff: Hours to hire for	Tradeoff: A + PMODEL HYPOTHESIS	Tradeoff: A + B×d30 + PMODEL HYPOTHESIS	Tradeoff: A + B×d60 + PMODEL HYPOTHESIS	Tradeoff: A + B×d90 + PMODEL HYPOTHESIS

How fast does B convert? It depends on how many procedures you can write a week. A new hire can draft them from your screen recordings, which speeds this up (INFERENCE). Owner-only hours never count. Hours in the automate-or-eliminate bucket are not counted either: they shrink the need.

Reading your day-90 number
Day-90 hours	Mostly remote work	Frequent in-person or live US-hours work
Under ~15	Tradeoff: Part-time VA, or automate first and waitINFERENCE	Tradeoff: Part-time localINFERENCE
~15–20	Tradeoff: Part-time VA, with written terms for adding hoursINFERENCE	Tradeoff: Part-time localINFERENCE
~20–28 (the gap)	Favorable: Full-time VA in most cases: part-time stops at 20 h, and the overflow comes back to you. Part-time only if you are content to keep the overflowINFERENCE[1][4][7]	Tradeoff: Local at 25–30 h a week (hourly), or part-time local plus a VAINFERENCE
~29 or more	Favorable: Full-time VAINFERENCE[1][4][7]	Tradeoff: Full-time local from ~30–35 h, or part-time local plus a VA if in-person work is smallINFERENCE

Capacity reservation risk

Low demand today can mean two very different things.
	Low now, low growth	Low now, high chance of 30–40 h within 90 days
Example	Stable firm; 10–15 h of admin that isn't growing	New clients signed, a second service line or a hire planned
Best first move	Favorable: Part-time VA (remote) or part-time local (in person)INFERENCE	Tradeoff: Full-time managed VA from the start, or part-time only with written scale-up terms naming the same personINFERENCE
Why	You won't need the extra hours, so the part-time premium buys flexibility you'll use	You pay 58–73% of full-time now, then risk a second hire when you outgrow 20 h
Main risk	Tradeoff: Overpaying ~16–40% per hour for yearsINFERENCE	Concern: Your trained person can't expand, so you ramp a second oneINFERENCE[2][14]

ConcernWhat starting full-time insures against

The price: full-time costs $300 a month more than part-time at Wing, or $500–$800 more on ConnectPro's market range, for capacity you might not use yet. The risk: if the same person can't expand, a second part-time VA adds about 30–60 owner hours of ramp, and two part-timers cost 16–40% more than one full-timer.

MODEL HYPOTHESIS[1][4]

ConcernA rule of thumb

Start full-time when (chance you need ~30+ h) × (chance the same person can't expand) × (cost of a second ramp) is more than the extra months of full-time price. Scenario only: if your hour is worth $150, a 30–60 hour second ramp is $4.4k–$9k.

MODEL HYPOTHESIS[1][4]

Wing: against $900 extra over 90 days, full-time pays off once that combined chance passes about 10–20%.MODEL HYPOTHESIS[1]
ConnectPro's range ($1,500–$2,400 over 90 days): the threshold is about 17–54%.MODEL HYPOTHESIS[4]

TradeoffHiring adds a management job

Plan on 4–10 hours a week in month one (accounts, training, first procedures), then 2–4 hours a week of review and correction through week 12 for a full-time hire, somewhat less for part-time. Access, procedures and feedback all go through you.

ASSUMPTION

TradeoffIf you have never delegated before

Plan on the high end of every range. Writing clear instructions and giving weekly feedback is a skill, and the first hire is where most owners learn it. If you can't protect that time, any of the four options will underperform, and the work tends to drift back to you.

ASSUMPTION

ConcernA scalable contract is not a reserved person

Several providers market "start part-time, scale later." No terms we read reserve the trained VA's remaining hours for you. A part-time VA's other hours can go to another client or a second job. Scaling up can mean a new person and a second ramp. Whether a part-time VA already serves another client is not disclosed by any provider.

INFERENCE[2][8][14]

Start part-time, add hours later: what the published terms say. Retrieved 6 October 2026.
Provider	Can you add hours? (mechanism, notice)	Same person? Hours reserved?	Rate change
Wing Assistant	Tradeoff: Implied by plan tiers. No mechanism in terms; monthly plan, 10 days' notice to cancelINFERENCE[1]	Concern: Same person: not addressed (plan card says "Dedicated Virtual Assistant"; terms do not define it). Reserved: No. On pause or cancel, talent is "typically… assigned to other clients"VERIFIED FACT[1][2]	$699 → $999INFERENCE
Outsource VA Philippines	Tradeoff: Part- and full-time tiers exist; custom quote. 30 days' notice either sideVERIFIED FACT[13]	Concern: Same person: Not guaranteed. Reserved: NoINFERENCE[14]	Unknown: Not publishedMISSING INFORMATION
3F Solutions*	Tradeoff: Homepage: "scale up, scale down… with 30 days notice". Terms: custom hours "subject to mutual agreement and 3F Solutions' approval"PROVIDER CLAIM[7]	Unknown: Same person: Not addressed. Reserved: Not addressedMISSING INFORMATION[8]	$10.50 → $9.00/hINFERENCE
HelpSquad*	Tradeoff: "Start with a specific task and scale up support". Not in terms; downgrades need 30 days' written notice; 3-month termsPROVIDER CLAIM[19]	Unknown: Same person: Not addressed. Reserved: Not addressedMISSING INFORMATION[20]	Falls into $8–$13/h bandINFERENCE
Armasourcing	Concern: Standard VA: not stated. Part-time trainee program: "Is this available full-time? No.". Site guarantees bind only if in a signed agreementVERIFIED FACT[11]	Unknown: Same person: Not addressed. Reserved: Not addressedMISSING INFORMATION[12]	Trainee rate steps up at day 90
ConnectPro	Tradeoff: "Cancel or scale any time". Terms page returns an error (404)PROVIDER CLAIM[3]	Unknown: Same person: Not addressed. Reserved: Not addressedMISSING INFORMATION[6]	Unknown: Not publishedMISSING INFORMATION
MyOutDesk, Stealth Agents, Athena	Evidence: Full-time onlyVERIFIED FACT[16][17][21]	—	—
Direct hire (OnlineJobs.ph)	Tradeoff: Negotiable with the person. Private agreementINFERENCE[23]	Concern: Same person: Depends on their other work. Reserved: NoINFERENCE	Negotiated

*Healthcare-oriented providers, cited only for contract structure.

Evidence: Wing terms: pausing "does not guarantee your original talent(s) will be available… Typically, after a Pause or Cancellation, talent(s) will be assigned to other clients."VERIFIED FACT[2]
Evidence: Outsource VA Philippines terms: "we do not guarantee the availability, placement, performance, or continued engagement of any specific professional."VERIFIED FACT[14]
Concern: 3F: homepage says scale "at any time with 30 days notice"; the terms require 3F's approval for custom hours and prior written approval for reductions.CONTRADICTION[7][8]

If the same person can't add hours

The second hire is an economic risk, not just an inconvenience.
Cost	Philippines VA	Local hire	Label
Second ramp (owner hours; role definition and procedures reused)	≈30–60 h	≈38–75 h	Concern: ASSUMPTION
Two part-timers vs. one full-timer, monthly	Wing $1,398 vs. $999 (+40%); ConnectPro range $1,400–$2,200 vs. $1,200–$1,900 (+16–17%)	Little price penalty per hour, but a second set of employer setup	Concern: INFERENCE[1][4]
Duplicated setup	Second accounts, password-vault access, device checks, training	Same, plus payroll setup; a third employee triggers Virginia's workers' comp requirement	Concern: ThresholdVERIFIED FACT[40]
Fragmentation	Handoffs between two people, split context, more of your coordination time	Same	Concern: INFERENCE

TradeoffLocal flexibility is different, not guaranteed

A local hourly employee's hours can change by agreement, with no provider in between. Whether your part-time hire can go full-time depends on their other commitments, and that is unknown until you ask. Ask in the interview, and note that any new posting, including an internal promotion, must show a pay range.

INFERENCE[61]

Exit and commitment terms (VA providers)
Provider	Commitment / notice	Label
Wing Assistant	Monthly auto-renew; 10 calendar days' notice; fees non-refundable; 3-year non-solicit	Evidence: VERIFIED FACT[2]
Outsource VA Philippines	30 days' notice; month paid in advance; $500 activation fee credited	Evidence: VERIFIED FACT[13][14]
HelpSquad*	3-month term, auto-renews in 3-month blocks; 30 days' written notice	Evidence: VERIFIED FACT[19][20]
Stealth Agents	"3 Month Commitment" and "No contracts" on the same site; 30 days' written notice in terms	Concern: CONTRADICTION[17][18]
Athena (EA tier, $3,000)	90-day initial commitment, then monthly	Evidence: VERIFIED FACT[21]
Armasourcing	Month-to-month; 6-month plan option; zero deposit (binding only in signed agreement)	Tradeoff: PROVIDER CLAIM[9][12]

TradeoffThe price gap is real, and so is the capability gap

A full-time local assistant costs about 3–6 times a full-time managed VA ($70.4k–$71.3k base vs. $12.0k–$23.9k a year). The money buys presence, US hours by default, local knowledge and an employee you control directly.

INFERENCE[1][16][17][27][34–37][39][40][42][43][45][47][48]

TradeoffAvoid two shortcuts

"Offshore is cheaper, so it's better" and "local costs more, so it's worse." Neither holds until you know which work needs a person in the room.

INFERENCE

Decision drivers
Driver	Points toward a VA	Points toward local	Evidence
Physical presence (mail, visitors, errands, office)	Rare or never	Tradeoff: Weekly or more	Tradeoff: INFERENCE
Live phone and vendor handling in US hours	Occasional; async is fine	Tradeoff: Dominant part of the job	Tradeoff: INFERENCE
US-hours coverage	Possible on a Philippine night shift; premium disputed	Default	Concern: CONTRADICTION[4][19]
Weekly workload	Part-time under ~20 h; full-time above ~20 h	Tradeoff: Any: hours can be set to the work (e.g., 25–30 h)	Tradeoff: INFERENCE[1][4][7]
Budget	$8k–$24k a year	$25k–$37k part-time; $60k–$95k full-time	Tradeoff: MODEL HYPOTHESIS[1][16][17][27][34–37][39][40][42][43][45][47][48]
Task complexity and judgment	Well-defined, documentable tasks	Ambiguous, relationship-heavy tasks	Tradeoff: OPINION
Trust and access level	Staged, least-privilege access works well	Same rules; in-person oversight is easier	Tradeoff: INFERENCE[57][60]
How you manage	Writing, checklists, screen recordings	Shadowing and in-person correction	Tradeoff: INFERENCE
Procedure maturity	Needs written procedures early	Can learn by shadowing; procedures still pay off	Tradeoff: INFERENCE
Continuity and turnover tolerance	Provider replaces (claims); the person may be reassigned	Industry quits ≈28% a year; you replace	Concern: ALLEGATION[2][52]
Employer obligations	None in the US for a managed VA	Payroll, FICA, unemployment tax, workers' comp above two employees, pay-range postings	Evidence: VERIFIED FACT[34][36][40][61]
Local labor market	Not a factor	Tight: posted full-time pay above the federal 75th percentile	Concern: CONTRADICTION[27][63–84]

ConcernUS hours means a Philippine night shift, and the premium is contested

Manila is 12 hours ahead of Washington during US daylight time and 13 hours ahead in winter, so a 9-to-5 Eastern shift is overnight there (INFERENCE from standard time-zone offsets). Providers disagree on the premium, so ask for the night-shift price in writing.

CONTRADICTION[1][4][19]

ConnectPro: overnight US coverage "carries a differential of roughly 15 to 25 percent" ($1,400–$2,300 vs. $1,200–$1,900).CONTRADICTION[4]
HelpSquad: "Time of day does not change your rate."CONTRADICTION[19]
Wing: advertises "Your timezone - Any hours you want" with no stated premium.CONTRADICTION[1]

EvidenceMixed setups are possible

If in-person work is only a few hours a week but remote work is large, a full-time VA plus a small local arrangement can beat either pure option. It also doubles onboarding and access management, which this brief does not cost out.

INFERENCE

UnknownOther models, not compared here

Two other routes exist and were not priced for this brief. Both trade money for less employer work. Get a quote if either fits.

MISSING INFORMATION

US-based remote assistant firms work in US hours with US staff, usually at a higher price than Philippines VAs.MISSING INFORMATION
Staffing agencies (temp or temp-to-hire) put a local person on their payroll and handle replacement, for a markup on wages.MISSING INFORMATION

ConcernThe ramp is mostly your time, and it doesn't halve for part-time

Three things are kept separate below: direct cash (setup, then 90 days of pay), your management time in hours, and the total ramp burden, which shows both side by side. Your hours are turned into dollars only in a labeled scenario. Part-time needs about 85–88% of the owner hours of full-time and delivers half the assistant hours.

ASSUMPTION

Part-time VA

≈40–84 h

Owner hours, first 90 days

ConcernASSUMPTION

Full-time VA

≈47–98 h

Owner hours, first 90 days

TradeoffASSUMPTION

Part-time local

≈48–99 h

Owner hours, first 90 days

ConcernASSUMPTION

Full-time local

≈55–113 h

Owner hours, first 90 days

TradeoffASSUMPTION

Owner hours by component, first 90 days (13 weeks). Component list from the local-hire model; VA adjustments reflect provider-run recruiting. Fixed components cost the same at 20 or 40 h/wk; variable ones scale partly with hours.

Fixed components: part-time and full-time are the same
Fixed component	VA	Local
Define the role and task list	2–4	2–4
Sourcing / job post or provider intake	0.5–1	1–2
Screening applicants	0 (provider)	3–6
Interviews	2–4	5–8
Selection, references, background	0–1	1–3
Contract or employment paperwork, payroll setup	1–2	2–4
Accounts, password manager, multi-factor login, phone and CRM permissions	3–6	2–5
Device	0	1
Written procedures (SOPs)	8–20	8–20
Fixed subtotal	16.5–38	25–53

Part-time VA notes: interviews 2–4 (shortlist); device 0 (not itemized; ask).

Variable components: VA and local are the same
Variable component	Part-time	Full-time
Training and shadowing, weeks 1–4	8–16	10–20
Review and correction, weeks 3–12	15–30	20–40
Variable subtotal	23–46	30–60

Total owner hours = fixed + variable
Option	Fixed	Variable	Total owner hours
Part-time VA	16.5–38	23–46	Concern: 39.5–84ASSUMPTION
Full-time VA	16.5–38	30–60	Tradeoff: 46.5–98ASSUMPTION
Part-time local	25–53	23–46	Concern: 48–99ASSUMPTION
Full-time local	25–53	30–60	Tradeoff: 55–113ASSUMPTION

Direct-hire VA (OnlineJobs.ph or similar) adds about 8–16 owner hours for posting, screening, more interviews, a contract and an equipment check, plus ongoing payroll handling.

1 · Direct cash, first 90 days
Option	Setup	90 days of pay	Total cash
Part-time VA	Unknown: $54–$69 + any onboarding fee (not shown)MISSING INFORMATION	Evidence: $2,097–$3,300VERIFIED FACT[1][4]	Tradeoff: ≈$2.2k–$3.4kINFERENCE
Full-time VA	Unknown: $54–$69 + any onboarding fee (not shown)MISSING INFORMATION	Evidence: $2,997–$5,964VERIFIED FACT[1][16][17]	Tradeoff: ≈$3.1k–$6.0kINFERENCE
Part-time local	Unknown: $1,054–$1,896 + job-board, background-check and payroll-service fees (not priced)ASSUMPTION	Tradeoff: $6,335–$9,198 incl. employer taxesMODEL HYPOTHESIS[34–36]	Tradeoff: ≈$7.4k–$11.1kMODEL HYPOTHESIS
Full-time local	Unknown: $1,054–$1,896 + job-board, background-check and payroll-service fees (not priced)ASSUMPTION	Tradeoff: $15,044–$21,772 incl. employer taxes, before benefitsMODEL HYPOTHESIS[34–36]	Tradeoff: ≈$16.1k–$23.7k before benefitsMODEL HYPOTHESIS

2 · Management time (owner hours), first 90 days
Option	Owner hours	Per 100 assistant hours delivered
Part-time VA	Concern: 40–84ASSUMPTION	Concern: 15–32MODEL HYPOTHESIS
Full-time VA	Tradeoff: 47–98ASSUMPTION	Tradeoff: 9–19MODEL HYPOTHESIS
Part-time local	Concern: 48–99ASSUMPTION	Concern: 18–38MODEL HYPOTHESIS
Full-time local	Tradeoff: 55–113ASSUMPTION	Tradeoff: 11–22MODEL HYPOTHESIS

3 · Total ramp burden: cash and hours together (not added into one number)
Option	Total ramp burden	Scenario only: owner hours at $150/h
Part-time VA	Concern: ≈$2.2k–$3.4k cash + 40–84 owner hoursINFERENCE	Unknown: $5.9k–$12.6kASSUMPTION
Full-time VA	Tradeoff: ≈$3.1k–$6.0k cash + 47–98 owner hoursINFERENCE	Unknown: $7.0k–$14.7kASSUMPTION
Part-time local	Concern: ≈$7.4k–$11.1k cash + 48–99 owner hoursINFERENCE	Unknown: $7.2k–$14.9kASSUMPTION
Full-time local	Tradeoff: ≈$16.1k–$23.7k cash + 55–113 owner hoursINFERENCE	Unknown: $8.3k–$17.0kASSUMPTION

UnknownAbout the $150 scenario

This is not a fact or an estimate of your worth. It shows how the burden scales. Substitute your own billable rate or opportunity cost and multiply by the owner hours. At $75 an hour, halve these figures; at $300, double them.

ASSUMPTION

Evidence: Setup cash: local = laptop $1,000–$1,500 (assumed) + suite and password-manager seats $54–$69 for 3 months + workers' comp $0–$327. VA = the seats only. Deposits at Wing and Outsource VA Philippines are credited to the first invoice.INFERENCE[2][13][39][45][47][48]
Evidence: 90-day pay: VA = 3 × published monthly price. Local = 13 weeks of wages ($22–$32/h × 260 h; $55k–$80k ÷ 4) + FICA 7.65% + Virginia SUI 2.5% on the first $8,000 + FUTA 0.6% on the first $7,000. Total cash = setup + 90 days of pay.MODEL HYPOTHESIS[34–37]
Tradeoff: Assistant hours delivered: 260 (part-time) or 520 (full-time) over 13 weeks. Providers bill 240 or 480 hours over three 80- or 160-hour months.ASSUMPTION

Outside benchmarks for timing
Measure	Figure	Label
Local time to fill (admin-support industry median)	40 days (2021 data)	Evidence: DatedVERIFIED FACT[50]
Clerical time to full productivity	≈8 weeks (2003 study cited in 2005)	Unknown: WeakALLEGATION[53]
Typical training for admin assistants	Short-term on-the-job training	Evidence: VERIFIED FACT[33]
VA start times claimed by providers	Wing "live in 48 hours"; Armasourcing 5–7 days; Outsource VA Philippines candidates within 14 days	Tradeoff: PROVIDER CLAIM[1][9][15]

Main risks by option
Risk	Hits hardest	Severity	What reduces it
Paying a part-time premium you didn't need to	Part-time VA	Concern: ElevatedINFERENCE[1][4][7]	Project day-90 hours before choosing; above ~20 h, part-time can't cover the work
Trained VA can't add hours, forcing a second ramp	Part-time VA	Concern: ElevatedINFERENCE[2][14]	Written scale-up terms naming the person, notice period and rate
Owner can't supply onboarding time	All four	Concern: ElevatedASSUMPTION	Block 4–10 h/wk for the first month; delay the hire if you can't
Night-shift fatigue or premium surprise	VA with US-hours coverage	Tradeoff: ConditionalCONTRADICTION[4][19]	Get the night-shift price and coverage hours in writing
Unclear employer of record; 13th-month exposure	Direct-hire VA	Unknown: UnknownMISSING INFORMATION[25][26]	Use a managed provider, or get legal advice before hiring directly
Provider marketing differs from its terms	Managed VA	Concern: ElevatedCONTRADICTION[7][8][17][18]	Read the signed agreement, not the homepage
Turnover and replacement cost	Local hires	Tradeoff: ConditionalALLEGATION[51][52]	Competitive pay range; written procedures so a replacement ramps faster
Misclassifying a set-hours local worker as a 1099 contractor	Local hires	Concern: ElevatedINFERENCE	Hire as a W-2 employee; get advice if unsure

Security and access (operational)

Applies to any hire, local or remote. Based on federal small-business guidance.
Practice	What to do	Source
Separate business accounts	One named account per person, no shared logins. Business email and phone number for the assistant, not personal ones	Evidence: VERIFIED FACT[57][60]
Multi-factor login (MFA)	Turn it on everywhere: email, suite, banking, CRM. Enforce it, admins first	Evidence: VERIFIED FACT[56][58]
Password manager	Share credentials through vault items, never by email or text. Unique passwords of 12+ characters	Evidence: VERIFIED FACT[56][57]
Least privilege	Grant only the systems needed, in stages as trust builds. No admin rights on the assistant's device	Evidence: VERIFIED FACT[57][58][60]
Mailbox and calendar delegation	Use built-in delegation instead of sharing your password	Tradeoff: INFERENCE
Separation of duties	The assistant can prepare payments; you approve them	Evidence: VERIFIED FACT[60]
Devices	Company-issued is easiest to control. For personal or provider-owned devices, require encryption, updates and a screen lock, and know who else can access the device	Tradeoff: INFERENCEVERIFIED FACT[56][58]
Data handling and backups	Keep files in business systems, not personal drives. Test backups	Evidence: VERIFIED FACT[56][58]
Access logging	Keep a simple register of who has access to what. Review sign-in activity in your suite's admin console	Tradeoff: INFERENCE
Training	Phishing awareness at onboarding and on a schedule	Evidence: VERIFIED FACT[56][58][59]
Offboarding	Same day: disable every account, revoke vault access, rotate shared passwords and lock codes, collect keys and devices	Evidence: VERIFIED FACT[60]

EvidenceOffshore-specific considerations

These are differences to plan for, not reasons to avoid a VA.

INFERENCE[13][60]

Sign-ins: overnight sign-ins become normal, so alerts based on "unusual hours" need adjusting.INFERENCE[13][60]
Devices: the VA may work on a personal or provider-owned device, so ask which (rarely stated).INFERENCE[13][60]
Client contracts: yours may limit where data can be accessed, so check them before granting access.INFERENCE[13][60]
Offboarding: it runs through the provider, so get the provider's process in writing.INFERENCE[13][60]

Contradictions found

Where sources disagree, or define terms differently
Issue	What conflicts	Label
3F Solutions homepage vs. terms	Homepage: scale or cancel "at any time with 30 days notice"; replacement within 30 days. Terms: custom hours need 3F's approval, reductions need prior written approval, and the replacement window is 90 days	Concern: CONTRADICTION[7][8]
Stealth Agents	Pricing page: "No contracts, no surprises" and "Our Requirement To Work With Us: 3 Month Commitment" (as of 6 Oct 2026)	Concern: CONTRADICTION[17][18]
Night-shift premium	ConnectPro: +15–25%. HelpSquad: "Time of day does not change your rate"	Concern: CONTRADICTION[4][19]
Hours in a month	Providers: 160 h. Calendar average: 173.2 h. Hourly figures differ by ~8%; ratios don't	Tradeoff: CONTRADICTION[1][13]
Posted local pay vs. federal data	Full-time posting median $75k vs. OEWS administrative-assistant 75th percentile $64,090	Concern: CONTRADICTION[27][63–84]
"Fully managed" vs. terms	Wing's site says execution stays "fully managed"; its terms say assistants are not Wing employees and "Clients bear all risk" of relying on them (as of 6 Oct 2026)	Concern: CONTRADICTION[1][2]

Known / Unknown / Assumed

What this brief rests on
State	Item
Evidence: KNOWN	Evidence: Published VA prices and terms (Wing, MyOutDesk, Stealth Agents, Athena, and others) as of 6 October 2026; DC-area federal wage data (May 2025)VERIFIED FACT
Evidence: KNOWN	Evidence: Federal and Virginia payroll tax rates; Virginia's workers' comp threshold and pay-range posting law; federal security guidanceVERIFIED FACT
Evidence: KNOWN	Evidence: Part-time VA pricing runs 58–73% of full-time at every provider publishing both tiersVERIFIED FACT[1][4][7]
Unknown: UNKNOWN	Unknown: Whether any provider will reserve the same person's hours for a later scale-up; whether part-time VAs serve other clients; night-shift pricing at most providers; equipment and backup-power terms; onboarding-fee amountsMISSING INFORMATION
Unknown: UNKNOWN	Unknown: Whether 13th-month pay applies to a directly hired contractor VA; Virginia's 2026 unemployment-tax add-ons; a voluntary-market workers' comp quote; typical local job-board spend; your actual delegable hoursMISSING INFORMATION
Tradeoff: ASSUMED	Tradeoff: Owner ramp hours by component; 144 hours of PTO and holidays for a full-time local hire; 50 miles a month of errands; a $1,000–$1,500 laptopASSUMPTION
Tradeoff: ASSUMED	Tradeoff: Local pay of $22–$32/h part-time (base $26/h, below the full-time base of $31.25/h) and $55k–$80k full-timeASSUMPTION
Tradeoff: ASSUMED	Tradeoff: The persona: an owner of a small Northern Virginia professional-services firm who now does their own adminASSUMPTION

What could change this conclusion?

IfYour logged remote work passes ~20 h/wk (now or projected by day 90)
ThenPart-time can't cover it. Full-time adds 20 hours for $300–$800 a month, and from ~29–34 h it also costs less per hour used. Switch the default.
FavorableINFERENCE[1][4][7]
IfYour logged work stays under ~15–20 h/wk with little growth
ThenPart-time wins. The premium buys flexibility you'll actually use.
FavorableINFERENCE
IfIn-person work becomes weekly or more
ThenA VA can't cover it. Move to a local hybrid hire, or add a small local arrangement next to a VA.
TradeoffINFERENCE
IfA provider confirms in writing that the same VA can expand, with notice and rate
ThenPart-time-first becomes much safer. The capacity reservation risk largely goes away.
FavorableINFERENCE
IfYou have never delegated or managed anyone before
ThenPlan on the high end of every owner-hour range, and favor the option you can supervise most easily (often the one that shares your working hours).
TradeoffOPINION
IfYour part-time VA can't add hours when you need them
ThenExpect a second ramp (~30–60 owner hours) and a higher combined monthly price. Consider switching to one full-time person.
ConcernINFERENCE[2][14]
IfYou need live phone coverage during US business hours
ThenLocal gains ground. A VA still works, but get the night-shift price in writing (0–25% premium reported).
TradeoffCONTRADICTION[4][19]
IfA local candidate accepts less than the modeled $55k–$80k (or $22–$32/h)
ThenThe local gap narrows, but full-time local still costs roughly 2.5x or more what a full-time VA does. Check that the role hasn't been scoped down.
TradeoffMODEL HYPOTHESIS[27][34–37][39][40][42][43][45][47][48]
IfYou choose to offer health coverage
ThenFull-time local rises by about $7.7k (single) to $17.2k (family) a year.
ConcernINFERENCE[42]
IfProvider prices or terms change
ThenRecompute the ratios. The part-time premium and break-even hours move with them.
UnknownASSUMPTION
IfYou can't protect ~4–10 h/wk for onboarding in the first month
ThenDelay the hire. Use the time for the audit and written procedures.
ConcernOPINION
IfYour work becomes highly process-driven and documented
ThenRemote options get easier and cheaper to supervise.
FavorableINFERENCE
IfAutomation removes a whole workstream
ThenRe-run the log. You may fall below the full-time threshold.
TradeoffINFERENCE
IfYou add staff and would exceed two employees
ThenVirginia then requires workers' comp. Small cost ($327 minimum), but one more admin task.
EvidenceVERIFIED FACT[39][40]

Next useful action

Favorable: Run the one-week time log (CAPACITY tab) and fill in the day-30, -60 and -90 projection.OPINION
Unknown: If remote work dominates, ask 2–3 managed providers for the signed services agreement plus written answers on: adding hours with the same person, night-shift price, equipment and backup power, and onboarding fees.MISSING INFORMATION
Tradeoff: If local, write the role as an administrative assistant (SOC 43-6014), post a pay range (required in Virginia), and budget $55k–$80k full-time or $22–$32/h part-time.VERIFIED FACT[27][61]
Evidence: Before day one, set up the security basics: business accounts, MFA, password manager, least-privilege access and a written offboarding checklist.VERIFIED FACT[56][60]
Tradeoff: Block 4–10 hours a week on your calendar for the first month, and 2–4 for weeks 5–12.ASSUMPTION

Source coverage

Evidence84 sources, primary first

84 sources, all read on 6 October 2026. One, ConnectPro's pricing and terms page, returned an error and is listed as dead. Provider marketing is labeled PROVIDER CLAIM. Key prices and contract quotes were re-checked on 6 October 2026.

VERIFIED FACT

84 sources, all read on 6 October 2026
Count	Source type
29VERIFIED FACT	Official pricing and terms pages from VA providers, software vendors and regulators
17VERIFIED FACT	Government data sources (BLS wage, benefits and turnover data, IRS, Virginia employment and workers' comp agencies, federal security guidance)
22VERIFIED FACT	Current local job postings with posted pay
16VERIFIED FACT	Surveys, research and secondary sources, each labeled by strength

UnknownNot searched or not available

No providers were contacted and no forms or accounts were used.

MISSING INFORMATION

Not searched:

Written quotes or terms negotiated directly with providers
Indeed and ZipRecruiter postings (blocked; postings come from LinkedIn only)
Private salary surveys and paid compensation databases
Insurer quotes, including a voluntary-market workers' comp quote
Virginia's 2026 pool-cost charge
Admin-specific turnover data
DC-area staffing-agency rate cards and markups
Philippine labor-law guidance on contractors
Reviews of individual VAs
Provider pages beyond public pricing, FAQ and terms

Not available:

ConnectPro's rate card and terms (error pages)
Published rates for Armasourcing, Outsource VA Philippines and Remote Staff (quote only)
The Philippine labor department's 13th-month FAQ (blocked)

TradeoffLimitations

Provider prices are list prices on one date and change often. Local costs are modeled, not quoted. The owner-hour figures are assumptions built from components, not measured data. The delegable-hours evidence is weak. This brief is not legal or tax advice.

ASSUMPTION

EvidenceWho this brief was built for

A generic owner of a small Northern Virginia professional-services firm who now handles their own admin. The persona is an assumption, and no real client was used. Security guidance is general and operational, not industry-specific compliance advice.

ASSUMPTION

84 sources, numbered in the order they are cited. Links open in a new tab.

Hire Managed Virtual Assistants - pricingWing Assistant · Retrieved 2026-10-06 · official pricingOfficial price card: GVA Part-Time $699/month (80 h) and Full-Time $999/month (160 h). The full-time card's '16% Savings' label has no stated baseline. Re-verified 2026-10-06: "GVA Part-Time $699/Month… 80 Hours per month"; "GVA Full-Time 16% Savings $999/Month… 160 Hours per month".
Terms of Service (Effective Date 31 Jan 2018, as served)Wing Assistant · Retrieved 2026-10-06 · official termsNon-refundable deposit; 10-day cancellation notice; pause/cancel - original talent not guaranteed; 3-yr non-solicit; assistants employed by 'Contracted Company'. Re-verified 2026-10-06: pause/cancel quote and 'Clients bear all risk' language confirmed.
Virtual Assistant Outsourcing for US, UK, Canada & IsraelConnectPro Outsourcing · Retrieved 2026-10-06 · provider marketingHomepage; no price card; 'monthly subscription based on hours or full-time engagement'.
Filipino Virtual Assistant Cost 2026: Full Price Breakdown (updated 2026-07-31)ConnectPro Outsourcing · Retrieved 2026-10-06 · provider marketingProvider-published MARKET ranges (PT 80h / FT 160h / night shift), not a binding ConnectPro rate card. Re-verified 2026-10-06: ranges confirmed; night wording "carries a differential of roughly 15 to 25 percent".
How to Hire a Virtual Assistant (2026 Step-by-Step Guide)ConnectPro Outsourcing · Retrieved 2026-10-06 · provider marketingAdvice content; cost comparison table; says equipment/backup power part of seat cost via outsourcing company (generic, not ConnectPro-specific term).
ConnectPro Outsourcing website (no published pricing or terms page)ConnectPro Outsourcing · Retrieved 2026-10-06 · official termsThe /pricing and /terms pages returned HTTP 404 on 6 Oct 2026, and the footer Terms link did not resolve. Linked to the homepage; contract terms not obtainable without a quote.
3F Solutions homepage pricing cards + FAQ3F Solutions · Retrieved 2026-10-06 · official pricingPublished part-time and full-time price cards. Healthcare-specialized provider: cited only as pricing-structure evidence.
Terms of Service3F Solutions · Retrieved 2026-10-06 · official termsContains hours, reduced-hours approval, 30-day termination, 90-day swap window, 75% conversion fee. Healthcare-oriented provider: cited only as pricing/contract-structure evidence.
Virtual Assistant & Contact Center FAQArmasourcing · Retrieved 2026-10-06 · provider marketingNo rate card; month-to-month; zero deposit; 110-day guarantee.
Virtual Assistant Cost Calculator 2026Armasourcing · Retrieved 2026-10-06 · original researchSalary-only ranges from 586 applications (Oct 2025-May 2026); agency fees excluded. Provider-run data.
Arma Seedlings - Part-Time Filipino VAsArmasourcing · Retrieved 2026-10-06 · provider marketingPart-time-only trainee program; training rate steps up at day 90; no dollar figures.
Terms and ConditionsArmasourcing · Retrieved 2026-10-06 · official termsWebsite T&C: guarantees on site are 'a summary provided for information only'; binding only in signed services agreement.
PricingOutsource VA Philippines · Retrieved 2026-10-06 · official pricingDefines PT=80h, FT=160h; rates by custom quote only; $500 activation fee credited.
Terms and ConditionsOutsource VA Philippines · Retrieved 2026-10-06 · official termsIndependent-contractor model; no guarantee of continued engagement of any specific professional. Re-verified 2026-10-06: no-guarantee clause and independent-contractor model confirmed.
HomepageOutsource VA Philippines · Retrieved 2026-10-06 · provider marketingCandidates within 14 days.
PricingMyOutDesk · Retrieved 2026-10-06 · official pricingFT-only; starts $1,988/mo. Re-verified 2026-10-06: "starting at $1,988/mo"; full-time-only statement confirmed.
Virtual Assistant Pricing PackagesStealth Agents · Retrieved 2026-10-06 · official pricingFT-only (160h); $1,600/$2,400/$3,000; 3-month commitment; onboarding fee amount not shown.
Terms and ConditionsStealth Agents · Retrieved 2026-10-06 · official terms30 days written notice to cancel.
PricingHelpSquad · Retrieved 2026-10-06 · official pricingFull-time $8–$13/h; part-time minimum 20 h/wk 'priced above the published band'; 3-month auto-renewing term. Multi-country delivery, not Philippines-only. Re-verified 2026-10-06: 'Time of day does not change your rate' confirmed. Healthcare-oriented provider: cited only as pricing-structure evidence.
FAQHelpSquad · Retrieved 2026-10-06 · official terms30-day written notice to cancel or downgrade; 3-month roll. Healthcare-oriented provider: cited only as pricing/contract-structure evidence.
PricingAthena · Retrieved 2026-10-06 · official pricing$3,000/mo full-time EA after 90-day commitment. EA location not stated on page. athenago.com/pricing now redirects (301) here; $3,000/mo and 90-day commitment re-confirmed 2026-10-06 by the review.
Start Your HireVirtual Staff Finder · Retrieved 2026-10-06 · official pricing$695 one-time setup per placement; optional Concierge from $349/mo. /pricing URL 404.
PricingOnlineJobs.ph · Retrieved 2026-10-06 · official pricingFree/$69/$99 per month; no salary markups.
Filipino Virtual Assistants Salary Guide (Updated for 2025)OnlineJobs.ph · Retrieved 2026-10-06 · aggregatorPlatform asking/offer rates; 2025 vintage; methodology thin ('rates set by both jobseekers and employers in our database').
Presidential Decree No. 851 + Rules and Regulations Implementing PD 851Arellano Law Foundation (LawPhil) reproducing official text · Retrieved 2026-10-06 · government dataPrimary legal text via reputable legal repository. 1/12 definition from implementing rules on same page.
Memorandum Order No. 28 (1986) modifying PD 851Arellano Law Foundation (LawPhil) · Retrieved 2026-10-06 · government dataRemoves P1,000 salary ceiling: all rank-and-file employees.
OEWS May 2025 — Washington-Arlington-Alexandria DC-VA-MD-WV MSAU.S. Bureau of Labor Statistics · Retrieved 2026-10-06 · government dataPrimary. Retrieved via official BLS public API because bls.gov HTML pages return 403 to automated fetch. Values identical to published OEWS tables. Reference period May 2025 (survey-based; ~17 months old vs today). Re-verified 2026-10-06 via BLS API: 43-6014 DC-MSA hourly median 2025 = $25.80. Data retrieved through the official BLS public API (series OEUM0047900000000{SOC}{datatype}); HTML page blocks automated fetch.
O*NET 43-6014.00 Secretaries and Administrative Assistants, Except Legal, Medical, and ExecutiveO*NET OnLine (US DOL/ETA) · Retrieved 2026-10-06 · government dataSOC 2018 definition text, read on O*NET.
O*NET 43-6011.00 Executive Secretaries and Executive Administrative AssistantsO*NET OnLine (US DOL/ETA) · Retrieved 2026-10-06 · government dataSOC 2018 definition text.
O*NET 43-1011.00 First-Line Supervisors of Office and Administrative Support WorkersO*NET OnLine (US DOL/ETA) · Retrieved 2026-10-06 · government dataSOC definition; 'Office Manager' is a reported title.
O*NET 43-9061.00 Office Clerks, GeneralO*NET OnLine (US DOL/ETA) · Retrieved 2026-10-06 · government dataSOC definition.
O*NET 11-3012.00 Administrative Services ManagersO*NET OnLine (US DOL/ETA) · Retrieved 2026-10-06 · government dataSOC definition.
Occupational Outlook Handbook: Secretaries and Administrative AssistantsU.S. Bureau of Labor Statistics · Retrieved 2026-10-06 · government dataPrimary; 2025–35 projections. National.
Topic no. 751, Social Security and Medicare withholding ratesIRS · Retrieved 2026-10-06 · government dataPrimary; 2026 SS wage base $184,500.
Topic no. 759, Form 940 – Employer's Annual Federal Unemployment (FUTA) Tax ReturnIRS · Retrieved 2026-10-06 · government dataPrimary. Credit-reduction state list for 2026 not checked.
EmployersVirginia Employment Commission · Retrieved 2026-10-06 · government dataPrimary: new employers 2.5% base rate 'plus add-ons'. Add-on values for 2026 not stated on page.
What is the wage base for each employee that I will pay taxes on?Virginia Employment Commission · Retrieved 2026-10-06 · government dataPrimary: $8,000 taxable wage base (FAQ is undated).
What factors determine my tax rate?Virginia Employment Commission · Retrieved 2026-10-06 · government dataPrimary: 0.2% fund-building charge when trust fund <=50%; pool cost charge exists (value not stated).
Workers Compensation and Employers Liability — Virginia, rates effective April 1, 2026 (assigned risk policies only)Virginia State Corporation Commission, Bureau of Insurance · Retrieved 2026-10-06 · official pricingPrimary regulator-published assigned-risk rates. Voluntary-market carrier rates are based on lower loss costs x carrier multiplier — actual quote MISSING.
Workers' Compensation Insurance Information for EmployersVirginia Workers' Compensation Commission · Retrieved 2026-10-06 · government dataPrimary: coverage required if employer regularly employs more than two part-time or full-time employees.
Employee Benefits in the United States — March 2025U.S. Bureau of Labor Statistics (NCS) · Retrieved 2026-10-06 · government dataPrimary; access rates, not day counts. Fetch extracted table values; day-count tables not retrieved (MISSING).
2025 Employer Health Benefits Survey — Summary of FindingsKFF · Retrieved 2026-10-06 · original researchGold-standard annual survey. 'Small firms' = 10–199 workers; firms with 1–9 workers not described. $9,211 single premium, 16% worker share, $26,054 family, $8,889 small-firm family worker contribution re-confirmed by the review 2026-10-06.
Determining if an employer is an applicable large employerIRS · Retrieved 2026-10-06 · official termsPrimary.
Standard mileage ratesIRS · Retrieved 2026-10-06 · official termsPrimary: 72.5¢ Jan–Jun 2026 (IR-2025-128); 76¢ Jul–Dec 2026 (IR-2026-29).
Google Workspace pricingGoogle · Retrieved 2026-10-06 · official pricingProvider list price; promotional discounts for first 3 months excluded. Review 2026-10-06: Starter $7, Standard $14 per user/month (annual plan list price).
Microsoft 365 Pricing and Packaging UpdatesMicrosoft · Retrieved 2026-10-06 · official pricingProvider-published price change eff. 2026-07-01.
1Password business pricing1Password · Retrieved 2026-10-06 · official pricingProvider list price.
Bitwarden business pricingBitwarden · Retrieved 2026-10-06 · official pricingProvider list price, taxes excluded.
SHRM Releases 2025 Benchmarking ReportsSHRM · Retrieved 2026-10-06 · original researchMember-survey benchmark (Oct 15, 2025). Average skewed by large employers; median not in press release.
SHRM Benchmarking: Talent Access — Industry: Administrative Support / Other ServicesSHRM · Retrieved 2026-10-06 · original researchData collected Apr–Nov 2021 (dated); INDUSTRY not occupation; small n (35 cost-per-hire, 57 time-to-fill).
There Are Significant Business Costs to Replacing EmployeesCenter for American Progress (Boushey & Glynn) · Retrieved 2026-10-06 · reputable secondaryMeta-review of 30 case studies (1992–2007); dated and advocacy-org published; widely cited. Treat as order-of-magnitude.
JOLTS 2025 monthly quits and total separations rates (NSA)U.S. Bureau of Labor Statistics · Retrieved 2026-10-06 · government dataIndustry-level (professional & business services), not occupation-level; annual = sum of 12 monthly NSA rates (computed here). Series also used: JTU540099000000000TSR, JTU000000000000000QUR, JTU000000000000000TSR.
Getting New Hires Up to Speed Quickly (MIT Sloan Management Review, 2005)MIT Sloan Management Review · Retrieved 2026-10-06 · reputable secondaryCites Mellon Learning Curve Research Study (2003). Old, single-company-origin estimate — WEAK.
The Big Price of Small TasksTime etc (virtual-assistant provider) / Censuswide · Retrieved 2026-10-06 · provider marketingCommissioned by a VA provider (conflict of interest); n=251 US owners, Sept 2023; self-report.
Make Time for Work that Matters (HBR webinar page; article HBR Sept 2013, Birkinshaw & Cohen)Harvard Business Review · Retrieved 2026-10-06 · reputable secondaryKnowledge workers generally, not small-business owners; sample size not shown on fetched page (MISSING).
Cybersecurity for Small BusinessFederal Trade Commission · Retrieved 2026-10-06 · official termsPrimary guidance.
Start with Security: A Guide for BusinessFederal Trade Commission · Retrieved 2026-10-06 · official termsPrimary guidance.
Cyber Guidance for Small BusinessesCISA · Retrieved 2026-10-06 · official termsPrimary guidance; does not cover password managers or offboarding explicitly.
Small Business Cybersecurity CornerNIST · Retrieved 2026-10-06 · official termsPortal of guides (MFA, employee awareness, etc.).
NISTIR 7621 Rev. 1 — Small Business Information Security: The FundamentalsNIST · Retrieved 2026-10-06 · official termsPrimary; 2016 but still current fundamentals; explicit offboarding and separation-of-duties guidance.
SB 215 (2026) enrolled — Va. Code § 40.1-28.7:12 pay transparencyVirginia General Assembly (LIS) · Retrieved 2026-10-06 · official termsPrimary enrolled bill text; section number verified. Effective July 1, 2026.
Virginia Law Will Require Pay Transparency, Restrict Employers From Seeking Wage HistoryMorgan Lewis · Retrieved 2026-10-06 · reputable secondaryLaw-firm summary; corroborates effective date and penalties.
Job posting: Part-Time Executive Assistant — Beacon Hill (staffing) for client: national professional association (Washington, DC)LinkedIn public job page · Retrieved 2026-10-06 · job postingPosted pay range as shown on public posting; posted 2026-10-05. Employer type: staffing agency / nonprofit association client.
Job posting: Operations Executive Assistant - Part Time — OPSPro (Ashburn, VA)LinkedIn public job page · Retrieved 2026-10-06 · job postingPosted pay range as shown on public posting; posted 2026-09-30. Employer type: small business ops/compliance services firm (HR, payroll, accounting, contracting, IT support for small businesses & gov contractors).
Job posting: Receptionist, Part-time — Strategic Investment Group (Arlington, VA)LinkedIn public job page · Retrieved 2026-10-06 · job postingPosted pay range as shown on public posting; posted 2026-09-24. Employer type: investment management / OCIO firm (professional services).
Job posting: Front Desk Administrative Assistant (Part-Time) — ATCS (Herndon, VA)LinkedIn public job page · Retrieved 2026-10-06 · job postingPosted pay range as shown on public posting; posted 2026-09-29. Employer type: engineering/IT consulting firm (mid-size).
Job posting: Office Assistant (Part Time) — WingSwept (Chantilly, VA)LinkedIn public job page · Retrieved 2026-10-06 · job postingPosted pay range as shown on public posting; posted 2026-09-10. Employer type: small employee-owned IT services provider.
Job posting: Administrative Assistant Part Time (Weekends) — Bach to Rock: America's Music School (Fairfax) (Fairfax, VA)LinkedIn public job page · Retrieved 2026-10-06 · job postingPosted pay range as shown on public posting; posted 2026-09-17. Employer type: small franchise music school.
Job posting: On Call/Part Time - Receptionist/Service Associate - VA — IST Management (Chantilly, VA)LinkedIn public job page · Retrieved 2026-10-06 · job postingPosted pay range as shown on public posting; posted 2026-09-22. Employer type: outsourced office/mail/reception services company.
Job posting: Administrative Assistant — Executive Mosaic (Vienna, VA)LinkedIn public job page · Retrieved 2026-10-06 · job postingPosted pay range as shown on public posting; posted 2026-09-16. Employer type: small media/membership & events company (GovCon).
Job posting: Executive Assistant — Lessard Design Inc. (Vienna, VA)LinkedIn public job page · Retrieved 2026-10-06 · job postingPosted pay range as shown on public posting; posted 2026-10-06. Employer type: architecture firm (small-mid, ~$45M incl. RE development).
Job posting: Operations & Service Representative — Signature Estate & Investment Advisors, LLC (Tysons Corner, VA)LinkedIn public job page · Retrieved 2026-10-06 · job postingPosted pay range as shown on public posting; posted 2026-09-09. Employer type: financial advisory (RIA) firm.
Job posting: Office Manager — Cornerstone Government Affairs (Washington, DC)LinkedIn public job page · Retrieved 2026-10-06 · job postingPosted pay range as shown on public posting; posted 2026-09-25. Employer type: government-relations consulting firm (~225 staff).
Job posting: Executive Assistant & Office Coordinator — ICCFA (International Cemetery, Cremation and Funeral Association) (Sterling, VA)LinkedIn public job page · Retrieved 2026-10-06 · job postingPosted pay range as shown on public posting; posted 2026-09-15. Employer type: nonprofit trade association (small staff).
Job posting: Office Administrator & Executive Assistant — Career Group (recruiter) for client: global investment firm (new 12-person office) (Reston, VA)LinkedIn public job page · Retrieved 2026-10-06 · job postingPosted pay range as shown on public posting; posted 2026-09-24. Employer type: staffing agency / investment firm client.
Job posting: Executive and Personal Assistant — Via Logic LLC (Reston, VA (must commute to Arlington, VA))LinkedIn public job page · Retrieved 2026-10-06 · job postingPosted pay range as shown on public posting; posted 2026-08-20. Employer type: small government contractor.
Job posting: Office Operations Manager — Democracy Docket (Washington, DC)LinkedIn public job page · Retrieved 2026-10-06 · job postingPosted pay range as shown on public posting; posted 2026-09-27. Employer type: small digital media nonprofit-adjacent org.
Job posting: Office Manager — Corsha (Tysons Corner, VA)LinkedIn public job page · Retrieved 2026-10-06 · job postingPosted pay range as shown on public posting; posted 2026-10-01. Employer type: small cybersecurity startup.
Job posting: Office Administrator — HopeLink Behavioral Health (Oakton, VA)LinkedIn public job page · Retrieved 2026-10-06 · job postingPosted pay range as shown on public posting; posted 2026-08-21. Employer type: behavioral health nonprofit.
Job posting: Administrative Assistant (Property Administrator) — FirstService Residential (Sterling, VA)LinkedIn public job page · Retrieved 2026-10-06 · job postingPosted pay range as shown on public posting; posted 2026-09-15. Employer type: property management (large national company).
Job posting: Operations Associate — Blue Bridge Financial, Inc. (Reston, VA)LinkedIn public job page · Retrieved 2026-10-06 · job postingPosted pay range as shown on public posting; posted 2026-09-29. Employer type: small equipment-finance lender.
Job posting: Executive Assistant — AllTech Services, Inc. (Sterling, VA)LinkedIn public job page · Retrieved 2026-10-06 · job postingPosted pay range as shown on public posting; posted 2026-08-27. Employer type: small IT services company.
Job posting: Executive Administrator & Office Manager — Red Cell Partners (McLean, VA)LinkedIn public job page · Retrieved 2026-10-06 · job postingPosted pay range as shown on public posting; posted 2026-09-30. Employer type: small venture/incubator firm.
Job posting: Executive Assistant/Office Manager at Technology Company — Hawthorne Lane (recruiter) for tech-company client (Reston, VA)LinkedIn public job page · Retrieved 2026-10-06 · job postingPosted pay range as shown on public posting; posted 2026-10-06. Employer type: staffing agency / tech client.

Short answers to the questions people ask most about this format.

What is a Decision Brief?

A Decision Brief organizes current evidence, relevant alternatives, tradeoffs, uncertainty and decision criteria to help a human make a better-informed decision.

How is this different from a search result?

A search result gives you a list of pages to read and reconcile yourself. A Decision Brief starts from your decision, compares the real options side by side, and shows which facts are verified, which are claims and what is still unknown.

How is this different from an AI answer?

A typical AI answer gives one fluent response and rarely shows its footing. A Decision Brief labels every material claim, links each number to its source, keeps alternatives in view and states what would change the conclusion.

Where does the information come from?

Primary and authoritative sources come first: official pricing and terms, government data and original research. Reputable secondary sources fill gaps. Aggregators and provider marketing are used only when labeled as such. Every source is listed and linked on the SOURCES tab, with the date it was retrieved.

How current is it?

Research for this brief is current through 6 October 2026, 6:00 PM EDT. It was generated 6 October 2026, 7:30 PM EDT. Prices, terms and availability change; check anything time-sensitive before you commit.

What does the color coding mean?

Every brief uses the same five signals. Each one always carries a word and a symbol, so nothing depends on seeing color.

How to read this brief

FavorableFavorable, or an advantage
TradeoffConditional, or a tradeoff
ConcernMaterial concern or elevated risk
EvidenceVerified evidence or context
UnknownUnknown, unresolved or missing

Every material claim also carries a label such as VERIFIED FACT or INFERENCE. See ABOUT DECISION BRIEFS.

What does uncertainty mean?

Uncertainty means the evidence does not settle a point. The brief says so plainly, gives a range rather than a false exact figure, and tells you what would resolve it.

What is an inference?

An inference is a reasonable conclusion drawn from evidence, not something a source states directly. It is labeled INFERENCE so you can weigh it differently from a verified fact.

VERIFIED FACT: Confirmed by a primary or authoritative source.
INFERENCE: A reasonable conclusion drawn from evidence, not stated by a source.
ALLEGATION: A claim someone makes that has not been independently confirmed.
PROVIDER CLAIM: What a company says about its own product or service.
OPINION: A judgment or preference, not a fact.
MODEL HYPOTHESIS: A working explanation that still needs testing.
ASSUMPTION: Something taken as given so the comparison can proceed.
MISSING INFORMATION: Matters to the decision but could not be found or confirmed.
CONTRADICTION: Sources disagree, and the disagreement is shown, not hidden.

What is missing information?

Missing information is something that matters to the decision but could not be found or confirmed. The brief marks it instead of filling the gap with an estimate dressed as fact.

Why might the recommendation change?

A recommendation rests on current evidence and stated assumptions. New prices, new terms or different priorities on your part can change it. The WHAT CHANGES THE ANSWER tab lists the specific conditions.

Does PAII make the decision?

No. Final judgment remains human. PAII supports the human decision. PAII does not replace the human decision-maker.

How should I use the recommendation?

Treat it as a well-organized starting point. Check it against your own priorities, confirm the items marked as unknown or assumed, and use the next steps to act.

How do I request one?

Tell PAII the decision you are facing. A person reviews every request.

Request a Decision Brief

LimitsWhat this brief cannot tell you

It cannot know your full circumstances, guarantee future prices or terms, or replace professional advice where that applies. It reflects the evidence available through the research date above.

Need a brief on something else?

PAII can prepare a Decision Brief around a specific question, person, company, opportunity or decision.

Request a brief https://paii.ai/request/

PAII Decision Brief · Prepared 6 October 2026, 7:30 PM EDT · Research current through 6 October 2026, 6:00 PM EDT · Version v1.0 · Brief ID db-work-admin-support-2026 · Sources preserved in the evidence record. AI-assisted research and synthesis; human judgment remains controlling.