Why small teams have the advantage: Less bureaucracy, faster decisions. You can offer flexibility big companies can't. And you get access to global talent at competitive rates.
What this guide covers:
- • Where to find remote candidates
- • How to interview and assess remotely
- • Legal considerations (it's complicated)
- • Onboarding across time zones
Remote-First Job Boards
Tier 1: Remote-Specific Platforms
| Platform | Best For | Cost |
|---|---|---|
| We Work Remotely | Tech, design, marketing | $299/post |
| Remote OK | All roles, good reach | $299/post |
| FlexJobs | Verified listings, senior roles | $299-399/post |
| RemoteWoman | Diversity hiring | $99/post |
| Working Nomads | Digital nomads | Free tier available |
Tier 2: General Platforms with Remote Filters
Tier 3: Niche Communities
- Tech: Hacker News "Who's Hiring", Stack Overflow
- Design: Dribbble, Behance jobs
- Marketing: GrowthHackers, Superpath
- International: Landing.jobs (EU), Turing (global)
Pro tip: Post on 3-5 boards minimum. Different platforms attract different candidate profiles.
Post Once. Reach Remote Candidates Everywhere.
One job description → multiple boards. Stop copy-pasting.
Try EasyApply Free →What to Look for in Remote Workers
Skills that matter MORE for remote work:
1. Written Communication
Remote work is 80% written. Look for clear emails, well-structured responses.
Test: Give a written exercise before interviews
2. Self-Direction
No one's watching over their shoulder. Look for examples of autonomous work, side projects.
Ask: "Tell me about a time you completed a project with minimal oversight"
3. Time Management
Results matter, not hours online. Look for evidence of meeting deadlines.
Red flag: "I work best with lots of structure and check-ins"
4. Tech Comfort
Video calls, async tools, documentation.
Baseline: Can they show up to a video interview without issues?
Remote-Specific Screening Questions
- • Have you worked remotely before? What did you love/hate?
- • How do you structure your workday when no one's watching?
- • How do you handle loneliness or isolation?
- • What time zone are you in, and what hours do you prefer?
- • What does your home office setup look like?
The Remote Interview Process
Video Interview Best Practices
For You:
- • Test your tech before every interview
- • Good lighting, clean background (or blur)
- • Look at camera, not screen (eye contact)
- • Have questions on second monitor
For Candidates:
- • Send invite with video link + backup phone
- • Include: What to expect, who they'll meet
- • Technical issues happen—have a plan B
Remote Interview Structure
Send 3-5 questions via Loom. Candidates record responses on their own time. Saves hours of scheduling.
Culture and communication assessment. Role fit and expectations. Decide: Move forward or not.
Technical or role-specific assessment. Behavioral questions. Team member involvement.
Paid trial project (1-5 hours). Real work they'd actually do. Always pay for this (typically $50-500).
All Your Remote Interviews, Tracked in One Place
Schedule, score, and compare candidates—no spreadsheets required.
See the Pipeline →The Complicated Part: Legal Considerations
Domestic Remote Hiring (Same Country)
In the US, different states have different requirements:
- • State income tax withholding (where they work)
- • State employment laws apply (minimum wage, overtime)
- • Some states require specific notices/posters
States to Watch:
- California: Strictest employment laws, expense reimbursement required
- New York: Similar complexity, NYC has additional rules
- Colorado: Must include salary in job postings
International Remote Hiring
Simpler but risky if misclassified
Third party employs them legally (Deel, Remote.com, Oyster). Cost: $400-700/month per employee
Only if you're hiring many in one country
Contractor vs. Employee (The Big Risk)
Misclassification can result in back taxes + penalties, benefits owed retroactively, and legal action.
General rule: If you control when, where, and how they work, they're an employee, not a contractor.
Setting Up Remote Hires for Success
Pre-Day-One Checklist
Week 1 Structure
| Day | Focus | Activities |
|---|---|---|
| Day 1 | Welcome | Team intro, culture overview, admin setup |
| Day 2 | Context | Product deep-dive, company history, goals |
| Day 3 | Role | Specific training, shadow sessions |
| Day 4 | Practice | First small tasks with guidance |
| Day 5 | Connect | 1:1s with key team members |
Remote-Specific Onboarding Tips
1. Over-communicate context
They can't absorb culture by osmosis. Document everything. Explain the "why" behind processes.
2. Schedule social time
Virtual coffee chats. Team calls that aren't all work. In-person meetups if possible (quarterly).
3. Daily check-ins (week 1)
15 minutes, same time daily. "What are you working on? What's confusing?" Reduce to weekly after first month.
4. Set clear expectations
Working hours/availability. Communication preferences. Response time norms. Meeting cadence.
Ready to Hire Your First Remote Employee?
Remote hiring isn't harder—it's different. Start with one remote hire. Learn the process. Scale from there.
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