Today we are talking about building a high scale remote company.  Try this on for size, a 75-person company without an office! The advantages are different than you might think yet you really must be mindful of who you are hiring. 

 A remote workforce is a time to talent advantage not a save money advantage

Today’s Quote:

Most of us spend too much time on what is urgent and not enough time on what is important.” — Stephen Covey

Guest Bio:

Ryan Malone is the CEO of SmartBug Media, which he founded to give clients amazing results and employees a lifetime of memories. Before SmartBug, Ryan ran marketing at several venture-backed and public companies. Ryan enjoys the gym, live music, people watching, and playing terrible guitar. He lives in Orange County with his wife and two amazing daughters.

 

Show Highlights:

  • Challenges & benefits of a remote organization
  • The importance of cultural fit
  • Interview structure for hiring remote employees

Challenges:

Why??

Building a business is hard enough. Why make it more difficult by building a remote business? 

  • Be part of the team and be part of the family
  • Hire better and faster by being able to hire talent from around the country
  • Only option to build the tribe

 Talent Strategy:

  • Recruit ahead- create a waiting list. Always interviewing. 

 Building a Marketing culture: 

  • People are bought in when they join
  • Structure work culture 
  • Deep challenging relationships 
  • First people hired should be a marketing/pr person. Attract people who are already qualified to the process. 
  • Peer-based reference reviews prior to the interview. Inbound recruiting, skill survey
  • Video submissions

Benefits of building a remote workforce:

  • The talent pool is vast
  • Work/ life integration- 
  • Flexibility 
  • The world will not end if you are not at your desk

Interview process:

  • Inbound resume flow (into ATS)
  • No headhunting
  • ATS- kicks out instructions to make a video to submit 
  • Schedule an interview
  • All video interviews, mix of behavioral interviewing
  • One person focuses on skills, values, tools, cultural
    • Look for Clean work environment, evidence of value, perseverance, curiosity
  • Are you an additive to the culture?

Interview structure: 

  • A 30-minute call with everyone on the team
  • Flexible work model
  • Psychological permission be available for your customers/ team but the schedule 

Key Takeaways:

  • Hire marketing & pr first
  • Use video as a screening tool
  • Reference peer review early in the process
  • Designate people to be experts in the interview process
  • Always be interviewing
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