Magic is a leading modern outsourcing platform that connects SMBs to high-quality remote workers, from SDRs to virtual assistants and more. With roots in Silicon Valley, and backing from top venture capitalists, our workers are supercharged with a combination of the latest AI technology and training.
Background
Our company came out of Y Combinator in 2015. Since then we've grown to 1000+ remote workers, with strong venture-backing (including Sequoia Capital) and over $30M in funding to date. We are fully remote across Asia and US time zones.
Every Executive Assistant we place starts as a name on a resume — our job is to find out who's actually ready before a client ever sees them. As Magic scales its EA placements, we need someone who can run a high-volume screening engine without letting quality slip. This role exists because bad screening costs us client trust, and good screening is what lets the rest of the business move fast. You're the filter that makes everything downstream possible.
Our Hiring Process
Application + Pre-Qualifying Questions
Skills Assessment — short video interview
First Interview — communication skills and role expectations (with Recruiting Team)
24-Hour Reflection Period — If we advance you, we'll ask you to take 24 hours to seriously consider the schedule, compensation, and commitment before moving forward
Hiring Manager Interview — practice candidate assessment + career goals discussion
Final Interview with the Head of People Product
Background Check + Vetting
Job Offer
2-Week Training Program
What Winning Looks Like
You complete 16 structured candidate interviews per day without falling behind
You wrap documentation within 5 minutes of finishing each interview, every time
You hold a 15–25% candidate advancement rate while keeping assessment accuracy above 90%
You hit 95%+ on daily interview completion, consistently, not just on good days
You give pass/fail decisions clients trust without you having to double back and re-explain them
You spot patterns in candidate quality early enough to flag them before they become a problem
You stay sharp on interview 16 the same way you were on interview 1
Who This Role Is NOT For
You've never conducted a structured interview or formal candidate assessment before
You get rattled when a schedule is packed back-to-back with little breathing room
You take feedback on your evaluations personally rather than as a calibration tool
You're not comfortable telling a candidate "no" directly and professionally
You need every process documented before you'll act — this role requires judgment within a framework, not just following steps
You're looking for a role with variety day-to-day; this is repeatable, high-volume work by design
You can't commit to a fixed Monday–Friday shift (7:30 AM–4:30 PM or 11:00 AM–8:00 PM Manila time)
You're applying as a stopgap and don't see yourself growing into a recruitment career
The Impact you'll make
About Magic
We are a leading modern outsourcing platform, that connects SMBs to high-quality remote Executive Assistants. With roots in Silicon Valley, and backing from top venture capitalists, our workers are supercharged with a combination of the latest AI technology and training.
Background
Our company came out of Y Combinator in 2015. Since then we've grown to 1000+ remote workers, with strong venture-backing (including Sequoia Capital) and over $30M in funding to date. We are fully remote across Asia and US time zones.
Why does this role exist
The Recruitment Associate - Qualifier serves as a specialized talent acquisition expert focused on high-volume candidate screening. You'll work directly with our growing client base to ensure seamless EA placements through systematic assessment processes. Your expertise in candidate evaluation will be crucial to scaling our placement success rates.
Primary Goal: Conduct systematic candidate assessments to identify qualified Executive Assistants for client placements through structured evaluation processes and consistent quality standards.
Core Responsibilities
Candidate Assessment
Conduct 16 structured, 15-minute candidate interviews daily using established evaluation criteria
Evaluate English proficiency, technical competencies, and professional readiness against a consistent rubric
Apply the same assessment standards across communication, technical skill, and cultural fit for every candidate
Deliver clear pass/fail recommendations backed by specific rational
Documentation & Quality Control
Complete detailed documentation within 5 minutes of each interview
Maintain 90%+ assessment accuracy, validated against actual placement outcomes
Communicate assessment outcomes to candidates directly and professionally
Hit a 15–25% candidate advancement rate without compromising on standard
Performance & Process
Track and hit daily interview completion targets (95%+)
Identify trends in candidate qualifications and flag market shifts to the team
Follow established screening protocols while adapting to evolving client requirements
Contribute insights from the floor to improve assessment methodology over time
The Reality
This is high-volume, repeatable work — 16 structured interviews a day, every day, with a 5-minute documentation window after each one. There's very little downtime between candidates, and the job rewards people who can stay precise on interview 16 the same way they were on interview 1. You'll work a fixed Monday–Friday schedule on either a day shift (7:30 AM–4:30 PM Manila time) or mid-shift (11:00 AM–8:00 PM Manila time) — no flexible hours, no rotating days.
It's structured, it's fast-paced, and it's not glamorous. But if you're someone who wants to build real recruitment skills from day one and likes knowing exactly what's expected of you, this is a solid place to start.
