A global talent pool that doesn’t require office rents? Plus, there’s schedule flexibility? Those are what makes hiring a remote team sound really great.
But did you know that everything can turn into a management nightmare without the right approach? If you think that guesswork is enough, think again. Remote employee finding and hiring process requires a good strategy. And actually leading them makes things more complicated.
As of August last year, 22.8% of employees in the US worked remotely. But the big question is, how do you build a remote team the right way? Note that it shouldn’t be just any team. Regardless of their location, it should be one that’s productive, engaged, and reliable.
Below are some expert tips and key considerations to help you. Read on!
What are Your Remote Hiring Needs?
So, what exactly do you need? Take a step back and answer this question. Figure it out first before even looking for candidates.
Remote work environments are all the hype. But the truth is that not every role fits them. A fully remote setting isn’t ideal for on-site IT support or warehouse management. Basically, these are positions that require constant hands-on work. But what about marketing, software development, and customer support roles? Well, they’re the ones that can thrive remotely. Admin work is also included.
Do you need someone who can commit full time or a part-time staff is enough? It’s also important to figure that out. Of course, the consistency that full-time workers can offer is great. But if you need specialized skills from someone who’s more flexible, look into freelancers.
Of course, you have to set your sights beyond job-specific abilities. Is your prospect able to work independently? Can they communicate clearly? Do they manage their time well? Finding remote employees who can work efficiently without constant supervision is key. If someone needs frequent team meetings just to stay on track, they might not succeed in a remote setting.
According to Remote Employee's founder, companies that succeed with healthcare remote teams focus on structured hiring and clear expectations from the start.
When It’s Time to Find the Right Candidates
Remote hiring is fun. Why so? That’s because it opens up a world of possibilities. And, yes, that’s literally what happens. You can look beyond local talents. Note, however, that it would also mean competing for the best candidates. But first, where do you actually find the right candidates?
Where to Source for the Right Remote Talents
Online job boards that specialize in remote work are a good place to start. You can also take advantage of industry-specific groups.
But what about those not actively hunting for jobs? Those who’d still be open to the right offer? Social media referrals are where these people come from. You can also check out networking events, both in-person and virtual ones.
Another avenue worth exploring are recruiters specializing in remote hiring. In some cases, companies may find it more efficient to delegate certain roles to third-party providers. For instance, the benefits of IT outsourcing extend beyond cost savings. It can also provide access to specialized skills without the long hiring process.
Writing a Strong Job Posting
Of course, knowing where to find the right remote talents isn’t enough. You must write a strong job posting, too.
What makes a job ad effective? It should be clear and to the point. What’s involved in the role? What are the skills needed? All these must be stated. It’s also important to describe what it’s like working with your company in a remote setting.
What are your application requirements? Ensure that you set them and make them clear to interested applicants. These include tailored cover letters and work samples. Note that it’s also a good opportunity for you to filter out those who don’t read job posting details before applying. And in case you’re wondering, yes there are people who mass-apply without even looking at what the employer is looking for.
The Interview and Selection Process
Hiring a remote team requires more than just a quick chat and a handshake—well, a virtual meeting handshake, at least. Since you can’t see how candidates work in an office, you need a solid screening process to make sure they’re the right fit.
Screening Resumes and Portfolios
Look for candidates with prior remote work experience or proof that they can handle independent tasks. Self-discipline, time management, and communication skills matter just as much as technical skills. If their resume is full of vague job descriptions and no measurable results, that’s a red flag.
Effective Remote Interviews
Video calls are your best friend here. Test for communication skills—can they express their ideas clearly? Do they seem engaged? Ask about their experience working remotely, how they handle challenges, and how they stay productive. If the role requires specific skills, assign a small test project. A great resume is nice, but seeing their actual work speaks louder than words.
Hiring and Legal Considerations
Hiring remotely means dealing with more than just time zones—you also have to handle legal and tax rules that vary by location. A little research now can save you big headaches later.
One thing many companies overlook is risk management. If your team relies on cloud-based systems and remote access, you need a plan to keep operations running smoothly during unexpected disruptions. Cybersecurity threats, data loss, or even natural disasters can cripple remote work if you’re not prepared. Implementing a disaster recovery strategy ensures your remote team stays operational no matter what. For guidance on building a strong disaster recovery plan, check out https://www.atmosera.com/.
Contracts and Compliance
First, decide if you’re hiring an employee or a contractor. Employees come with tax obligations, benefits, and labor laws that you need to follow. Contractors, on the other hand, handle their own taxes and benefits, but you can’t dictate their schedule like you would with a full-time hire. Misclassifying someone can lead to legal trouble, so make sure you’re clear on the rules, especially if hiring internationally.
Payroll and Benefits
Paying remote employees can get tricky. Tools like Deel, Remote, or Wise can help simplify global payroll. If you’re hiring employees, consider offering benefits like health insurance and paid time off—it makes your company more competitive. Even for contractors, perks like paid training or tech stipends can help you attract and keep top talent.
Onboarding and Training
Hiring a great remote team is just the start—how you onboard and train them sets the tone for their success. A messy or unclear onboarding process can leave new hires confused and disconnected, which leads to early turnover.
Setting Up for Success
Start with the basics: provide access to Google Drive, communication tools, and key resources on day one. A structured onboarding plan with clear steps—like setting up accounts, meeting the entire team, and reviewing company policies—helps new hires settle in faster. Assigning a mentor or “onboarding buddy” can also make a big difference, giving them a go-to person for questions.
Creating a Strong Company Culture
Without an office, building connections takes effort. Regular team meetings, casual virtual events, and open Slack channels help create a sense of belonging. Set clear expectations for work hours, response times, and collaboration so no one feels left out—or stuck wondering if they should send yet another "just checking in" message.
Managing and Retaining a Remote Team
A remote team isn’t just a group of people working from different locations—it’s a team, and keeping them engaged takes effort. Good communication, clear expectations, and a healthy work-life balance make all the difference.
Keeping Communication Clear and Consistent
Without face-to-face chats, things can get lost in translation. Use tools like Slack, Zoom, or Asana to keep everyone on the same page. Set expectations for response times and weekly meetings so work flows smoothly without endless check-ins.
Measuring Performance and Productivity
Trust is key, but so is tracking results. Use clear goals and key performance indicators (KPIs) to measure success. Instead of micromanaging, focus on output—are deadlines met? Is quality work being delivered? Tools like time trackers can help, but they shouldn’t replace trust.
Avoiding Burnout and Encouraging Work-Life Balance
Remote employees often struggle to "log off." Encourage reasonable work hours, breaks, and time off. Virtual team building activities, like a virtual escape game or friendly online games, can boost employee engagement and keep morale high. A team that feels valued and well-rested will stick around much longer.
Conclusion
Building a strong remote team isn’t just about hiring—it’s about setting clear expectations, fostering communication, and creating a remote work culture that drives success. The right approach keeps remote employees engaged and productive. Ready to hire smarter? Start applying these strategies today and build a team that thrives—no matter where they work.
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