Practice staffing · Pioneer VA · SOC2 / facility
MEDVA
MEDVA provides HIPAA-trained medical virtual assistants for U.S. practices, with SOC 2 monitored processes and an optional secured facility for stricter EMR access. It is a remote staffing partner, not an EHR or patient-engagement product.
Strong fit
- Practices that want a large medical virtual assistant firm with HIPAA training and SOC 2 monitored processes
- Groups that may need a higher-security facility for EMR access (including secured setups for Epic)
- Buyers comparing dedicated offshore clinical and admin support rather than a general assistant marketplace
Weak fit
- Buyers who will only sign if an hourly rate is posted on the website, with no sales call
- Teams looking for an outpatient EHR or patient messaging software
- Telehealth clinics looking for a prescribing network rather than staff
Bottom line
MEDVA is worth using for practices that want dedicated virtual assistants for phones, scheduling, charting support, and back-office work, with strong compliance options. It suits practices that need HIPAA-trained staff and stricter EMR access. Practices that want a published hourly rate and quick start may prefer DocVA.
Score breakdown
Weights: Outcomes 35% · Product 30% · Implementation 20% · Pricing clarity 15%.
MEDVA is a medical virtual assistant staffing firm founded by physicians and a pioneer in its category.
It places HIPAA-trained remote assistants with U.S. practices. Its compliance options include SOC 2 monitored systems and a secured facility for stricter EMR access.
It is a staffing partner, not an EHR or patient messaging product.
Results look strongest when practices treat the assistant as dedicated coverage for phones, scheduling, charting support, and back-office work. It also helps when their compliance needs match MEDVA's training and monitored systems.
Its pool of staff is deeper than thinner marketplace listings.
Pricing is less clear than at peers that post a flat hourly rate, because MEDVA quotes by role and security tier. Getting started means onboarding a person, not installing software.
Among the practice staffing firms we review, MEDVA scores highest overall. It beats DocVA on results and compliance depth, while DocVA leads on clear pricing and ease of getting started.
DocVA suits practices that want a posted hourly rate and the same assistant over time. HelloRache suits heavy charting help at a low posted hourly rate, and Staffing For Doctors suits practices that want specialty-trained teams.
Competitor landscape
| Vendor | Overall | Ease of implementation |
|---|---|---|
| MEDVA | 7.8 | 7.4 |
| DocVA | 7.6 | 7.8 |
| HelloRache | 7.5 | 7.6 |
| Physicians Angels | 7.5 | 7.4 |
| ScribeEMR | 7.4 | 7.2 |
| My Mountain Mover | 7.3 | 7.2 |
| ProScribe | 7.3 | 7.6 |
| GMVA | 7.1 | 7.0 |
| Staffing For Doctors | 7.1 | 7.3 |
| Staffingly | 7.1 | 7.2 |
| Portiva | 6.9 | 7.0 |
| Cool Blue VA | 6.8 | 7.0 |
| CareVMA | 6.6 | 7.0 |
| MedGather | 6.6 | 7.1 |
Pricing
| Item | Detail |
|---|---|
| Model | A quoted flat rate by role and security tier (from standard remote to secured facility). MEDVA says there is no long-term commitment. |
| What usually drives cost | Role (admin, bilingual, licensed MA, scribe), security tier, hours, and whether you need secured facility access for Epic. |
| What to ask before you buy | The full hourly or monthly cost for your mix of roles at the security tier your EMR and compliance team need, including the BAA and device controls. |
| Published pricing | MEDVA quotes by role and security tier only. Confirm the current rate on a sales call. |
MEDVA does not post a simple price list. An older rate of about $10/hr still circulates, but current MEDVA pages ask for a custom quote.
Prerequisites for purchase
| Need | Why it matters |
|---|---|
| What you need to get MEDVA to function | |
| A named practice owner or office manager to work with the assistant | Assistants with no one in charge drift off task and leave. |
| A written task list for phones, scheduling, charting, billing, or prior authorizations | A vague request to help with everything fails. |
| An agreed plan for EHR and practice management access and the business associate agreement | Assistants cannot work without secure access to your systems. |
| HIPAA and privacy training confirmed with the vendor | Handling patient information safely is required. |
| Hours, overlapping time zones, and rules for urgent issues written down before day one | Work that piles up unnoticed brings back the staffing gap. |
| What will maximize your value | |
| Measure answered calls, charting delays, or prior authorization turnaround every week for 90 days | Having someone in the seat is not a result. |
| Keep one assistant on the same tasks for the first month | Rotating assistants wipes out training. |
| Stop the old workarounds (personal phones, after-hours charting) after one week of both | Running both hides whether the assistant is working. |
| Review unfinished work with the assistant every day in the first week | Problems hide in inboxes. |
| Write down the EHR steps and templates the assistant must follow | Knowledge that lives only in staff heads does not get passed on. |
| Deal-breakers | |
| You need an EHR or patient engagement product, not a person. | |
| No one on site will train or check the assistant's work. | |
| Your lawyers will not sign a business associate agreement or allow remote access to patient data. | |
| You expect clinicians who prescribe or treat patients, not administrative staff. | |
| Leaders will not decide which tasks move away from the office staff. | |
Value creation time frame
| # | Stage | Typical range |
|---|---|---|
| 1 | Define the role and match | 3-10 days. Set the role, hours, and specialty, and narrow the candidates. |
| 2 | Access and agreements | 1-2 weeks. Set up logins, VPN and EHR access, and privacy paperwork. |
| 3 | Training alongside staff | 1-2 weeks. The assistant works alongside a practice trainer. |
| 4 | Routine | 30-60 days. Review the numbers, then add tasks or replace the assistant. |
Leadership
Methodology
| Weight | Factor | What it measures |
|---|---|---|
| 35% | Customer outcomes | Whether buyers get measurable operational or clinical-workflow results after go-live |
| 30% | Product | Capability depth, reliability, and fit for the job the category buys |
| 20% | Implementation | How hard it is to stand up, integrate, train, and stabilize |
| 15% | Pricing clarity | Whether a buyer can model total cost without a mystery quote |
| Label | Meaning |
|---|---|
| Highly recommend | Strong outcomes and product with manageable caveats |
| Recommend | Solid fit for the right buyer; know the tradeoffs |
| Conditional | Only with a specific use case or heavy caveats |
| Not recommended | Avoid for most buyers in this category |
Read our full methodology for how we weight scores and assign recommend labels.