How to Source Remote Talent

So now you know “why” you should hire remote workers. Now we will go into “how” to hire remote workers. The first step is finding the right talent.


As we have briefly discussed in Chapter 1, finding the best talent is one of the biggest factors in building a team that will differentiate your business from the competition. The good news is that hiring remotely opens up the field to the largest possible pool of candidates. The world is your oyster! There are, however, some things to avoid and a few tips that will allow you to find talent quickly without putting too much of a strain on your business operations. 

When you’ve defined the role that you need to recruit for, the first step to advertising the job is to either publish it on your own site or publish it on a job board (or both). If you only publish the job on your own site, you’ll receive far fewer applications; however, the applications you receive are more likely to be from people who are already engaged with your brand and therefore have a passion for what you do. The problem with this approach is that you may not get the most talented people, only the most passionate.

The best option is to do both: publish it on your site and on a job board simultaneously. This way, you benefit from your on-site applications as well as the wide-spanning reach of a job board.



When hiring remote workers, you ideally want to hire people who are already familiar with remote work (i.e. they’ve worked remotely before or they’ve read about remote work and are familiar with how it operates). The reason for this is because remote work differs substantially from office-based work in its nature, and some people may not be able to adjust to the change. For example, they may struggle to motivate themselves in their own home or may miss in-person communication with colleagues. Although many people will love the idea of remote work, it’s not always the correct choice for them. The truth is, some people require in-person contact and thrive in an office environment. Remote work isn’t for everyone and filtering out the remote-workers from the non-remote-workers can be a challenge.

One way to combat this and target the correct candidates is to use a remote-only job board. As remote work is still a new concept to many people, major job boards may not be the best place to advertise, as you will end up getting many applications from candidates who know nothing about remote work. Several remote job boards have started in recent years and have grown dedicated remote-working audiences extremely quickly. These job boards are regularly visited by candidates who are extremely familiar with remote working and don’t require any education on how it works. This means they’ll be less likely to quit (if they discover they can’t handle remote work) but also there’s a better chance they’ll be able to slot into your team without major training on your workflow and procedures.

Choose a remote-only job board that suits your niche and use that as your primary source for new applications. You should get more than enough applications from this one method, so there’s no need to publish through multiple job boards unless you’re not receiving as many applications as you’d like. We run our own UK/Europe focused remote job board if you’re looking specifically for targeted applications within these areas/time-zones.


If you’re considering employing staff in other time zones (particularly if they’re distant time zones), you’ll need to ensure that there’s some crossover in work hours between all staff. This is to allow team members to stay on track with current tasks and projects. Many remote companies will specify which time zones they’re willing to employ staff within. Too drastic a jump in time zones between staff may cause too many logistical issues to make it viable.


This is an excerpt from "Distributed" by @joshua_tiernan



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