The ultimate guide to hiring remote talent

And tap into an unlimited pool of talent, to build a stronger and more diversified company

Remote company models

There are different types of remote models, depending on your company’s needs, the type of business you run and your company’s values.

  • Remote is ok
  • Hybrid remote
  • All remote within one time zone
  • All remote within different time zones
Different models for remote work

Remote is ok

The “remote is ok” model means the company has accepted that some of their employees will work remotely for a short period. However, they still expect people to spend the majority of their time in the office. Thus, this model provides employees some flexibility.

Hybrid Remote

The “hybrid remote” option, on the other hand, is most effective for companies that are just beginning to hire remote workers or workplaces where it is difficult to implement a completely remote structure. It is an effective tool for expanding the candidate pipeline, improving diversity, and reducing expenses by employing people beyond the major metropolitan areas. Facebook, Figma, Twitter, and HubSpot make use of this option.

All remote within one time zone

The “all remote within one time zone” option is great for companies that require core team working hours.

All remote within different time zones

The “all remote within different time zones” model is ideal for companies that can work effectively with asynchronous teams. This model is well suited to companies that are able to sell online, have a strong technological component and are not bound by region or time zones, like GitLab, for example.

Why hire remote workers?

There are several reasons why companies may choose to hire remote staff or a form a completely remote team. Firstly, companies that hire remote workers simply have much more options. They can find more skilled candidates or lower-cost candidates more quickly and efficiently because limiting factors, like geographical areas and time zones, are no longer an issue.

Gitlab survey on the hierarchy of benefits from remote work

How to hire remote workers

When it comes to hiring remote talent, there are two channels through which you can attract talent: inbound applications and outbound applications.

Inbound applications

For inbound applications, there are specific job boards and websites where you can find people who are open to remote positions and where you can post your remote jobs. These include, among others, Upwork, Toptal, Remote, WeWorkRemotely and FlexJobs.

Outbound applications

You can create a repeatable and structured outbound sourcing strategy for hiring remote talent. Your sourcing strategy should give answer to the following questions:

  • Who are you exactly looking for?
  • What is your preferred timezone?
  • What is the expected salary level and what is your salary policy for remote workers?
  • What countries/locations do you prefer?
  • What are donor companies where you can find the candidates you are looking for?
  • What social media platforms will you use to find and outreach your candidates?
  • How will you pay and be locally compliant if you decide to hire someone remotely?

The interview process

In general, interviewing for a remote position follows the same guiding principles as interviewing for any other role. With remote hiring, however, job sampling is even more important, as you really need to understand whether someone is capable of doing the job without traditional supervision. Interviews for remote jobs come with their own set of pitfalls.

Onboarding

If onboarding remote employees is a brand-new experience for you, your onboarding plan should include a list of contacts that explains who is responsible for what and how to reach each person, the company’s value proposition, a one- to two-week training plan, online meetups with the team and managers, and resources to learn about the company, its competitors and the market.

How to manage a remote team

Here are some best practices that will help you become an effective remote manager once your team is up and running. Establish and share clear expectations with your co-workers and develop a handbook with informative principles and guidelines. The content of these guidelines should include the implications of a remote job, the company’s values, tips for goal setting and creating routine procedures and rituals, and a handbook with communication principles and reporting rules.

Communication

When it comes to effective communication, try to be as clear and specific as possible. Never rely on assumptions and always ask for clarifications if you are unsure. It is also important to document everything in writing, ranging from meeting notes to quarterly objectives, all of which should be available to everyone in the company at any time. Verbal communication boosts engagement and forges real connections between employees. So, to get everyone on the same scheduling page, identify meeting times that work for everyone’s time zone or split up your teams by time zone and duplicate meetings. There are plenty of tools that can help you choose the right meeting times for your distributed team. The main areas in which you need to use tools when working remotely are communication, project and task management, time management and calendar setting, file sharing and collaboration, and documentation.

Challenges of remote work and how to overcome them

There are various challenges in implementing remote workforce practices, including compliance, local employment laws, taxation, security, productivity and culture.

Compliance, payroll and taxation

Regarding compliance, the rapid increase in the size of a remote workforce can create challenges related to compliance with labor laws and payroll. Once you cross international borders, each country has very specific rules on employment contracts and taxation. Working with local legal firms for one or only a few employees can get costly quite quickly. For a small monthly fee, companies like Remote and Portal can help with both international compliance and payrolling.

Portal let’s you handle all compliance and payrolling through their People Ops platform

Security

Without proper guidelines and the right security tools, a careless remote worker may reveal sensitive data and negatively impact the overall organization. The latest versions of firewalls, antivirus software and good, trustworthy cloud storage are some of the key factors in limiting the risk of data leakage. Ensure all workers, remote and on-site, sign an NDA and privacy policy to protect your intellectual property and are fully aware of the company’s security rules and procedures.

Productivity

To improve productivity and build a positive work environment, you must engage in smart and thoughtful management and maintenance of the company’s culture. The lack of face-to-face supervision and access to information can be solved by managers establishing regular check-ins. Moreover, to improve employees’ mental health, it is vital to encourage everyone to maintain a healthy lifestyle and clear work boundaries while staying connected to their remote colleagues.

Culture

Managers should learn to trust their teams, build healthy professional relationships, and encourage key values, such as self-discipline, initiative and independence among remote workers. There are various tools that help to create social interaction and bonding between workers. Dive is a social platform where colleagues can play online games while seeing each other. Taco integrates directly in slack and lets you ‘give’ 5 taco’s 🌮 per day as a sign of appreciation to a colleague. Donut creates virtual coffee meetings and allows you to schedule virtual coffee meetings randomly with colleagues in your company.

Dive let’s you socialise and play games with your colleagues

Final thoughts

It’s clear that remote work is here to stay. Whether you are already hiring remote workers or just considering it, we recommend that you simply try it for yourself to see what works and what doesn’t work for you and your team. The only impossible journey is the one you never begin.

About MatcHR

As a fully remote organization, MatcHR collaborates with other companies to unlock global talent by helping them find and hire the best tech talent the world has to offer.

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Adriaan Kolff

Co-founder of MatcHR, investor, entrepreneur. Obsessed with (team) culture and recruitment. Four time Burning Man 🔥 attendee and Ironman 🏊🚴‍♂️🏃.