Hiring Remotely
140 companies answer 6 questions
In our Hiring Remotely section you'll learn how best in class remote companies use their remote status to recruit the top candidates in the world. Discover how you can increase your applicant pool and find and interview the best candidates remotely.
What traits do you look for in candidates for a remote job?
Previous work-at-home experience is a plus, especially if they’ve done it for a long time. Working at home is amazing for the first 6 months,…
One of the most common traits is previous experience with remote working. This helps the new team members fit in easier and also helps us…
We don’t look for any particular traits. We’re upfront with candidates to make sure they understand our culture so they can make their own decision.…
How do you conduct interviews for remote jobs?
We start with qualifying questions on our application process, which whittles down a significant number of applicants. From there, we conduct 15 minute Skype interviews…
We use appear.in to conduct our remote interviews. We typically set up a room we use for the entire day so the candidate only has…
We use Skype and collaborative text editors like Hackpad or PiratePad to work with interviewees. Process-wise, we have a few screening questions and often also…
How do you convey your remote culture in the recruiting process?
We try to have a pretty high bar for expectations from our team during the interview process.
We’re transparent about our remote culture. For me, and for a lot of our employees, the workspace freedom we get at LiquidSpace is a huge…
From the first call we explain to candidates that the organization is remote and the important role our values play in our culture.
What is your hiring process for remote workers?
Probably the big difference is that you look harder for personal passions. The applicant’s raison d’être. If they are turning up to work remotely every…
We have a multi-stage process that includes screening, compatibility, skills, core values, and career history. The biggest difference from on-site workers is that we have…
Our interview process for most roles consists of a hiring exercise, one or several phone interviews, and in-person component. We always discuss team and organizational…
Do you use third party testing or evaluation services when hiring remote workers?
We don’t use any existing tools. Just a fair amount of sleuthing and reference checking.
No.
Yes—we complete a skills assessment, identity verification, and a background check to ensure the person we’re contracting with is the same person completing all activities…
How do you conduct onboarding for remote workers?
We have built an intranet or what we call “our Digital Vault” with onboarding videos, guides, and a knowledge base. It’s also a place where…
They get all tools, instruction how we work, get to know our team and projects and they already are invited in our social slack channels…
Very deliberately. A big component is daily one-on-ones with a different team member to talk about the job, but more importantly, about the culture and…