Hiring remote

Remote team leaders about building a remote team and how are they hiring for remote jobs in their company. They also share tips about how to stand out when applying for remote jobs.

Why remote?

Remote company managers are talking about why they are running a remote team and how did they start. They also share ideas about what are the biggest benefits of remote work and why it's here to stay.

Hiring remote

Remote team leaders about building a remote team and how are they hiring for remote jobs in their company. They also share tips about how to stand out when applying for remote jobs.

Managing remote

Practical tips from remote companies about managing a remote team – how to measure productivity, where to work from and about planning company retreats to bring the remote team together.

Working remotely

Remote team leaders answering questions about their daily life in a remote team regarding communication, tools and more. They also share tips for companies planning to start working remotely.

What are you looking for in a good remote jobs candidate?

Xapo is a culture of ownership. Given our distributed environment, it is imperative to possess an exceptional ability to self-motivate, communicate, collaborate, and drive results. As an innovative fintech, we also expect that you are curious, resourceful, and creative. In addition to being qualified for the specific role you interviewing for, we are looking for evidence that you align with our core values: Be Autonomous, Be Trustworthy, Be Inclusive, Be Ethical, Be Global.
We want candidates who are positive, really motivated, self-managed, able to work with minimal supervision, and show passion about WordPress and what they do. We look for creative team players who are willing to bring new ideas to our company. To find a great cultural fit we expect to onboard people who are aligned with our core values, which are quality, excellent support, open-mindedness and creativity, a positive attitude, and honesty.
Remote team members must be rock-solid dependable and professional. We're a fun-loving bunch, but we take ourselves seriously (but not too seriously). If someone isn't ready to show up and deliver the goods they aren't going to be a long-term fit for our team - and we only want folks who are going to be a good long-term fit. So, while skills and experience are certainly important, it's just as important to us that candidates display some personality, are communicative and dependable, and show us they are professionals we can rely on. Also, the ability to communicate clearly in writing is a required skill for every single remote team member.

How to stand out when applying for a remote job?

Make sure to inform yourself about what the company does, and come prepared with some knowledge about the company. When we see an application is not just something massive that was copy-pasted but that the candidate took the time to customize the application for the specific role our company offers, the candidate will surely stand out. Also, make sure to communicate very well in both written and spoken, as communication is key in remote work.
This can be challenging when candidates from all over the world are applying, but generally speaking, most of the applications we receive are very low quality. Focusing on crafting a high-quality application that has an organized resume, thoughtful responses, and demonstrate that you are genuinely interested in joining Doist. In fact, we've written an entire article about the biggest mistakes people make when applying for remote jobs and how to avoid them: https://doist.com/blog/remote-job-application-advice/
One of the biggest things candidates can do to stand out is to write a concise and professional cover letter that clearly communicates how they meet the requirements we've included in the job listing (or how they don't meet them and why that's ok). This one simple act does so many things. It demonstrates that you're a strong writer, it allows you to convey some personality, it shows that you pay attention to detail, it shows that you cared enough about the job to write a custom cover letter just for us, and it allows us to quickly identify whether or not you're qualified for the role.

How does your remote company's hiring process for remote jobs look like?

We've published our entire hiring process in our company handbook so that candidates know exactly what to expect: https://about.gitlab.com/handbook/hiring/interviewing/
We conduct all interviews via video conference using Zoom. Your recruiter will communicate with you exclusively via email and Zoom. We do not use phones. Our interview process varies slightly based on role, but in general involves the following steps: HR Interview, Technical Challenge, Team Interview, Hiring Manager Interview, Outcome Call. Note: We understand that interviewing is a two-way street. You are welcome to ask questions to any of your interviewers. We love questions - they show your curiosity! We do ask, however, that you save your remuneration questions for the HR team. If at any point in the interview process the team decides you are not a fit for the role, we will promptly notify you of your status. We invite candidates who make it to the final stages of our interview process to share their feedback with us via an anonymous survey.
After reviewing applications and starting some interactions with candidates that stand out, we set a first interview, which is intended to get to know the candidate better and see if s/he would be a nice fit for the company culture. We also proceed with some personality and aptitude tests. All info is shared with the team leader of the team we’re hiring for. We decide together if the candidate passes to a second technical interview. For some roles, like support, the second interview is the last. For developer roles, the technical part involves two different interviews and a task to be delivered.

How do you onboard new remote team members?

After an offer is accepted and contract signed, onboarding starts. We provide the candidate with a company email and all needed accounts, we share a "welcome kit" with the routine of work habits, and we put the candidate in touch with the training leader to coordinate their training. We also introduce the candidate to the whole company.
Every newcomer is paired with a mentor who facilitates their training and is their go-to person for anything they need help with. Newcomers are able to participate in a mentoring trip where we send them to spend 1-2 week in their mentor's city to work alongside each other and get to know each other. We also equip every newcomer with a Todoist onboarding project that includes a lot of useful resources and is used in collaboration with their mentor for task management.
On their first day all remote team members will have two onboarding calls. The first is with HR who will walk the new hire through our HR systems, team member handbook, and various other administrative items. Second, the new team member will have a call with the trainer they'll be working with during the course of their training to get the headed down the right path on their training process. Training then varies quite a bit from one role to the next. For some roles, the training process is a week long while for others it may be as much as four weeks long (or longer).

How do you conduct interviews for remote jobs?

For the most part, interviews are conducted over a Zoom video conference. Turning on the camera isn't strictly required but it certainly helps us get a feel for who you are and whether or not you'll be a good fit for our team!
Exactly like real world ones but we include things like speedtests and ask about where you'll be working.
We conduct our virtual onsites via Zoom.

How do you convey your remote culture when recruiting?

We try to share as much information as possibleβ€”we mention our core values and explain how people work in teams.
We emphasize remote culture when recruiting by advertising our roles on job boards that specialize in remote positions. In addition, the recruitment process takes place using some of the very same tools that our remote team relies on every day such as Zoom.
We don't really convey it, we do look for it in candidates though. I don't think you should show people how to act, just listen to them and see if they're the right fit. You usually know in under 5 mins.

Do you use third party evaluation when hiring for remote jobs?

We only use a service for personality and aptitude tests, which allows us to have one more indicator before we make a decision. We’re continually looking for ways to improve our hiring process.
No. We depend on our own HR team and our various team managers to evaluate every applicant.
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