You need help four hours a day, not eight.
The follow-ups nobody chases. The messages that go cold. It is real work, it just is not a full-time job. Arma Seedlings places part-time Filipino virtual assistants who are already vetted and trained, and who have not had a client yet. You are their first. We carry the risk while they earn it.
Free interview. Three free working days to confirm fit.
You are doing four hours of work a day that should not reach you.
Not strategy. Not the things only you can do. The follow-ups, the confirmations, the inbox, the calls you missed while you were on another call.
Enquiries sit for two days because following up is nobody's actual job. You already paid to generate them.
Every missed call is a customer who rings the next name on the list, and you never find out it happened.
No handover, no record of what they did, and the work landed back on you along with the job of hiring again.
It is real work, it just is not eight hours of it. So it stays on your plate by default, which is the most expensive place it could sit.
Vetted. Trained. Not yet trusted.
Most listings that say entry level mean nobody has checked anything. This is the opposite. Every Seedling has been screened, assessed and trained by us before you ever see them. The only thing missing from their record is a client.
- Screened on written and spoken English
- Assessed on aptitude, attention to detail and follow-through
- Trained through our Academy on remote work, tools and client communication
- Background and references checked before we take them on
- A client history, which is the only real gap
- Your tools, your systems and your process
- The self-direction that comes from years of doing it
- Habits picked up at another agency, which is the point
- A named ramp mentor who owns their progress for ninety days
- Time tracking, activity logs and QA scoring from day one
- Coaching and retraining hours, absorbed by us and never billed
- The cost of replacing them if they are not right
Trained, tested, and still waiting for someone to say yes.
They have already done the part nobody sees: the screening, the assessment, the training. What they do not have is one person who has trusted them with real work. That is the whole gap, and it is why the seat matters so much to them once they have it.
A training rate with a graduation date, not a permanent tier.
You pay a training rate while they are learning. When they are no longer learning, they graduate and the rate steps up to standard. Every step below is agreed in writing before anyone starts.
You interview them yourself
We shortlist, you meet them on a call. No fee, no obligation, and no pressure to take anyone you are not sure about. If nobody feels right we go back and source again.
The free fit check
Three working days to confirm this is the right person, and they cost you nothing either way. Keep them and the ramp begins. Walk away and you owe nothing at all. The clock starts on their first worked shift, not the day you sign.
Graduation
The mentor steps off. The rate steps up to standard, on terms agreed in writing before anyone started. Their own pay steps up at the same moment, which is the reason they stay.
Unlimited swaps, no questions and no fee, running the whole way through and for twenty days past graduation. The same guarantee behind every Arma placement. Read it in full.
The same task, and how much of you it needs.
Most staffing pages sell you hours saved. During a ramp that is the wrong measure, because what actually changes is not the clock, it is how much of the work still has to route through you. This is what good looks like on one task.
Month one costs you time. That is what training is.
Every experienced operator already knows this, so pretending otherwise only costs us your trust. Here is the honest shape of it, and where it turns.
This is the typical shape, not a promise. How fast it turns depends mostly on how clearly your process is written down, which is why we ask about that on the first call.
Junior risk is only a problem when nobody is watching.
Hiring someone early in their career usually goes wrong because nothing is measured and nobody owns their progress. Each promise below removes one specific way this could cost you.
You meet your shortlist yourself, on a call, at no cost and with no obligation to proceed. Nobody joins your team sight unseen.
The first three working days cost you nothing either way, whether you keep them or not. The clock starts on their first worked shift, not on the day you sign.
The same guarantee that covers every Arma placement, not a reduced version of it. Unlimited swaps inside the first 110 days, no questions and no fee, and recruiting the replacement is our cost.
You see the same tracker, activity log and screenshot record we do. Nothing about how the time is spent is hidden from you.
A specific Arma supervisor owns their progress while they learn. Coaching and retraining hours are on us and are never billed to you.
They know exactly what this seat is worth to them. We hold them to a written attendance standard anyway, and if we miss it the hours come back to you.
You know what the ramp costs and what graduation costs before anyone starts. Nothing about the rate moves without your signature.
What we deliberately do not guarantee: that they will design your workflow, write your standard operating procedures, or arrive fluent in specialist software. You bring the process. We bring the person, the training and the supervision.
You never have to wonder whether they worked.
The single reason hiring someone junior normally fails is that nobody can see what happened. Every Seedling runs on the same tracker as the rest of our roster, and you get the client view of it: hours by person, hours by day, activity and screenshots.
It is the difference between trusting a status update and reading the record.
Clients on our managed programmes, in their own words.
Seedlings is a new programme, so these are not Seedlings clients and we will not pretend otherwise. What they speak to is the part that carries over: how Arma screens, manages and stands behind the people it places.
Roofing company, San Diego
Chief Executive Officer
More named client reviews, several on video, are on our reviews page.
What a Seedling takes on, and what waits.
The programme is limited to defined, repeatable work with a supervisor behind it. That limit is deliberate, and we hold it even when a client asks us not to.
Ready for this
- Appointment setting and confirmations
- Lead follow-up and pipeline chasing
- Inbound calls and message taking
- Scheduling and dispatch coordination
- CRM hygiene, data entry and list building
- Chat and email support on a script
- Order, ticket and status updates
Not yet, and we will say so
- Executive assistant to a founder
- Bookkeeping or anything with financial authority
- Designing a workflow from a blank page
- Specialist software fluency on day one
- Unsupervised contact where one call loses the account
- Sole ownership of a critical function
Three situations where this works, and one where it does not.
We would rather lose the engagement than put someone into a seat that was always going to fail. If you recognise yourself in one of the three, this is a short conversation.
You already have one VA who is working out
The work is growing and you need another pair of hands on the same kind of tasks, not another senior hire. You already know how to brief someone offshore, which is the hardest part and the part most first-time buyers get wrong.
Enquiries are coming in faster than you can answer them
Messages, follow-ups and bookings are slipping, and some go cold before anyone replies. One part-time seat closes the gap without putting another full-time salary on your payroll.
Your SOPs exist and nobody is running them
The work is already documented and repeatable. You do not need someone to invent the process, you need someone to execute it consistently. This is the fastest ramp we see, because the training material is already written.
Tell us to stop if
- You need someone to run a function without you, starting now
- You need senior judgment and industry experience on day one
- You need full-time coverage, since this is part-time only. A standard managed VA is the better route
- Nobody on your side has time to answer questions in the first month
Before you book the call
How many hours, and when?
Four hours a day, twenty hours a week, in a fixed window that you choose. Fixed beats flexible while somebody is still learning: they build a routine, the ramp mentor can supervise a known block, and you always know when they are on. We work to your business hours, not ours.
If you train them, will they just leave?
That is the right question to ask, and it is why graduation raises their pay as well as the rate. A Seedling who reaches day ninety is earning more with you than they would by starting over somewhere else, and they have a mentor and a track record here. The programme is built so that staying is the better deal for them. We would rather tell you the mechanism than promise nobody ever leaves.
Is this available full-time?
No. Arma Seedlings is part-time only, by design. Part-time keeps your exposure small while somebody is still learning your process, and it keeps the programme honest about what it is. If you need full-time coverage or a senior operator from day one, our standard managed VA is the right route.
What does "no experience" actually mean here?
It means no client yet. It does not mean unvetted or untrained. Every Seedling is screened on written and spoken English, assessed on aptitude and follow-through, trained through our Academy on remote work and tools, and reference checked before you ever meet them. What is new to them is your business, and having someone rely on them.
What happens at day ninety?
They graduate. The training rate steps up to the standard managed rate, which was agreed in writing before they started. Their own pay steps up at the same moment. The ramp mentor steps off and they sit in normal managed support like any other Arma VA.
What if they do not work out?
Three separate points of protection. You interview them first at no cost. You get three working days to confirm the person is right, and you pay nothing for those days if they are not. After that you are covered by the full 110-Day Perfect Hire Guarantee, the same one behind every Arma placement, with unlimited swaps and no fee. Your cover runs twenty days past their graduation.
Do I have to train them myself?
You bring the process, we bring the person and the supervision. We handle remote work foundations, tools basics and the daily coaching through a named mentor. What we cannot do is invent your workflow for you, so you will need task instructions and someone who can give feedback in the first few weeks.
How is this different from hiring on a job board myself?
On a job board you get an unverified stranger and you do one hundred percent of the vetting, training, supervision and replacing. Here the person is screened, trained, tracked, supervised by a named mentor, and backed by seven written guarantees. The work of managing a junior is the part we are taking on.
Start one seat, part-time, with a way out at every step.
Bring the list of tasks you keep meaning to hand over. In fifteen minutes we will tell you which of them a Seedling can carry, and which ones need someone more senior.
Book a FREE Discovery Call If this is not the right hire for you yet, you will hear that on the call rather than after you have paid for it.Who you will be talking to
One point of contact from the first call through onboarding, and a named mentor behind every Seedling for their first ninety days. You are never handed to a rotating queue.
