The 3 secrets to hiring remotely everyone misses
I have witnessed the transformative power of remote hiring strategies. In a world where many companies still rely on physical offices, remote hiring offers a unique opportunity to tap into a global talent pool and build a diverse, agile, and efficient workforce. The context sharing from human to human in person supports creativity and team cohesiveness. However, not having in person moments every day shouldn’t (and in our experience doesn’t) limit that.
In our recent hackathon, teams from 8 countries and 25+ US states attended in real-time remotely. This might sound like a pandemic-era hangover, and some in the team were skeptical, but the results speak for themselves.
As our CEO Soups Ranjan said on his LinkedIn
“Witnessing the creativity and shipping speed, I have never been more pumped about our business. All teams shipped their code into a sandbox or production env. The best part? *Every single project* was one we could put on our roadmap.”
If you’re going remote-first, hiring talent who fits well is crucial. But how do you do that?
Here are my top three tips:
- Find reliable external partners based on your needs.
- Leverage your industry network.
- Respect applicants by being transparent and responsive.
Finding the right partners
Building a strong network of external partners is essential when venturing into remote hiring. These partners can be local agencies, industry experts, or even specialized recruiting firms. Different partners may be more suitable depending on your company's stage and hiring goals.
The right local partners matter. When we hired our first couple of engineers in LATAM, we partnered with local agencies that provided valuable insights into talent dynamics in those countries. This helped us create a strong foundation and find the right talent for our early-stage growth.
The right stage experience matters. As a Series A company with over 30+ open roles, we partnered with top hiring agencies in the US. Their expertise allowed us to scale rapidly, meet business objectives, and build a robust team.
The right hiring team matters. During our Series B phase, we opted for a combination of a small full-time recruiting team and agencies like Boulevard, which provided experienced recruiters on an hourly basis by being an extension of our hiring team. This approach granted us flexibility and efficiency in managing talent acquisition.
Leveraging industry network
Your existing team and industry connections are powerful assets in remote hiring. By leveraging these networks, you can tap into a vast pool of potential candidates and identify individuals who align with your company's values and culture.
The team is your best hack. Referrals from existing team members have proven to be a highly effective hiring strategy. Over 30% of our team comprises referrals and industry leads, highlighting the significance of a team-driven recruitment process. Remember, talent attracts talent, and referrals often bring candidates who fit seamlessly into your organization.
Investors can be more than helpful. We partner closely with our investors, strategic partners, advisors, and board members to generate qualified leads. It’s incredible to watch this network in action.
Maximizing inbounds
In the competitive landscape of remote hiring, responsiveness is paramount. Candidates value a positive and efficient experience, and how you handle applications can make a significant difference.
Hiring speed matters. We aim to review every single inbound applicant through various channels within 2 working days of receiving an application.
Candidate experience matters. Remember, a positive candidate experience can leave a lasting impression, even if the candidate isn't selected. We take transparency and responsiveness critically throughout the hiring process.
It's essential to understand that the first 100 people you hire will shape your company's trajectory for the first decade and beyond. Happy remote hiring!
