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If you’re considering outsourcing some of your company’s software development work, here’s one crucial tip: Hire in your timezone. While there are many amazing developers in India and the Philippines, there are equally talented developers in Latin America who often work for similar or even lower rates. Hiring developers on the other side of the world can bring a host of challenges. Trust me, I’ve experienced them firsthand: • When a developer in a distant timezone needs clarification on a requirement, they often have to wait until the next business day for a response. This delays progress and wastes money. • Real-time communication is invaluable. It’s much easier to collaborate with a team that can hop on a call with you when needed. • Being in the same timezone allows your outsourced developers to join your in-house team for standups, sprint planning, and all other meetings. It feels like working with any other remote employee. By hiring in your timezone, you ensure smoother communication, faster problem-solving, and better overall productivity. Your outsourced team will have more momentum and complete projects faster, saving you money. If you’re interested in hiring some nearshore development talent, let me know. It’s what I do.

Most people looking for remote jobs waste their time scrolling Linkedin. That's frustrating, you'll mostly just get ghosted by companies. Try these alternatives instead: The reasons why Linkedin sucks are: - Not optimised for remote (you need to select a city) - Lots of spam (many jobs aren't actual jobs) Frustrating. It's a waste of your time. These are the 3 alternative ways of finding remote jobs, which I consider much better than spending time on Linkedin: 1/ Network and get remote jobs to come to you This is ideal, of course. But you need to put in the hard work of time building your network by: - Writing in public - Contributing to open source - Fostering relationships with potential employers Challenging, but it pays off! 2/ Apply directly and ahead of others Once job openings reach mass job boards, it's likely they'll attract hundreds of applicants. When you apply, there's already a huge pile of CVs and jobs get really competitive at that point. Ideally, you spot opportunities before others. Companies usually post an opportunity on their jobs page. If they fail to get enough applicants they'll then list it on job boards. There wasn't a great place online listing all jobs pages of remote companies, so I built it. Apply to 1200+ companies: https://lnkd.in/dGjwg9Yy 3/ Job boards There are hundreds of job boards, and selecting the most relevant ones to spend your time is an important decision. Certainly NOT Linkedin! These are 3 job boards I recommend instead: remoteok .com By far the best job board to look for remote jobs. It has a solid volume of remote jobs from both large companies and small startups. The jobs listed mention: - Geographic constraints - Salary range - Async or not wellfound .com (former AngelList) My personal favourite. I found my first remote job from here, and had several other remote offers after that. It has mostly jobs from US startups, most of them remote. "Most" jobs listed mention: - Geographic constraints - Salary range workatastartup .com My second favourite. This board is exclusive for companies backed by YCombinator, and that means well funded tech startups. Most of those companies are remote and many are open to applicants from anywhere. I got my highest offers ever from this job board. I wrote about this topic in a long form article for the Remote Work Newsletter. Read it here: https://lnkd.in/d48tMsAS

How to Hire Remote Developers in 2024 [there are many pitfalls to be aware of] Forget the traditional hiring playbook. Welcome to 2024, where offshore hiring isn't just a niche; it's a core element of your growth strategy. At Smartexe, we have been recruiting and managing offshore teams since 2004. We’ve made every possible mistake, so read this if you want to avoid them.

Top 10 tips when hiring for your D365FO Programme! Too often, I speak with end-users who aren't prepared to invest in their internal project team with in market resources But why? They've already paid a significant sum of money for an implementation partner who they believe will carry them from inception to post go-live Truth is, they may be supplying you with an INDUSTRY proven solution as opposed to taking the specific needs of YOUR business into account My advice to anybody who's doing the sensible thing and hiring for their projects in discovery is: 1) Define Your Requirements Clearly 2) Evaluate Technical Skills 3) Review Experience and References 4) Assess Industry Knowledge 5) Cultural fit 6) Problem solving abilities 7) Carefully consider the SOW/Expectations 8) Consider remote workers (Opens up a larger pool!) 9) Consider rates that are attractive from the outset to avoid loss of consultants Comment if there's anything you'd add/remove?

Imagine: a remote company hires a promising software engineer, only to find out they're a North Korean agent. It may sound like the plot of a bad movie, but it’s exactly what just happened at KnowBe4. Despite thorough interviews and background checks, the bad actor (no pun intended) not only secured a job at the company but got enough access to start installing malware immediately. They managed to manipulate session history files and to transfer potentially harmful files using a Raspberry Pi before KnowBe4 caught on. The company’s SOC detected unusual activity from the new hire's account, leading to an investigation that revealed the agent’s true identity. The silver lining? KnowBe4 did exactly what I’ve been telling companies to do for ages: they shared their experience as a learning moment for other companies. KnowBe4 now advocates for stricter vetting, better monitoring, and cross-department coordination in their remote hiring process. And they’re encouraging other companies to adopt the same standards. Want to educate yourself? I’ll link the whole story in the comments.

Back from the holiday or starting Q2 questioning why your company is right for you? Most companies mandating RTO see a drop in employee satisfaction and a spike in voluntary resignations. Here are 30 companies actively hiring remote talent: Veeva Systems Token Metrics Pinterest Reddit, Inc. SMX Samsara Kelly Revolut Gorilla Logic Databricks Circle CrowdStrike GuidePoint Security Percona GitLab Alight Solutions Abarca Health Elastic Chainlink Labs Optiv Motive PointClickCare DataCamp Invisible Oyster® Deel Remote Apollo.io Datadog Atlassian Go for it! 100% remote ≠ Work From Anywhere. Some positions are remote in specific regions. Not all positions listed at these companies are remote. To all the companies mentioned: Glad to see you're leaning into remote work! Mind sharing one thing you do well when onboarding remote hires? A good onboarding (remote or in-person) sets the new hire up for success. At ReSocialize we're distributed-first. New hires join us in our online office and walk the office floor - like you would at a physical office. This gives new hires a sense of being a part of our team, and they get a feel of the bustle of our office.

Remote IT support is becoming an increasingly popular solution for businesses, offering several benefits: * Quick Response to Technical Issues: Thanks to remote access, specialists can swiftly resolve problems regardless of location. * Cost Savings: Companies pay only for actual services, avoiding the costs of hiring a large on-site team. * Increased Efficiency: Ensuring system continuity translates to higher employee productivity and operational efficiency. * Flexibility and Availability: Services are available 24/7, enabling rapid response to customer needs. * Enhanced Data Security: Professional firms provide high levels of data security for their clients. Remote IT support has become a key element of business strategy, enabling companies to effectively manage their technological infrastructure and ensure operational continuity. Does your company make use of remote IT support, or is it still classically IT sitting in the office?

Rethink the notion that hiring remote developers is a fruitless endeavor. https://lnkd.in/etDdpgjd I've witnessed conventional hiring techniques falter regarding remote teams, paving the way for misunderstandings. The key? Acknowledge the unique challenges of remote work environments and tailor your approach to accommodate these dynamics. https://lnkd.in/etDdpgjd

Dear CEO & hiring managers, Do not hire remote team members if you’re planning to install monitor tracking tools. 🫠 Hiring (remote) starts with TRUST. - Trust that your team can do the job - Trust that your team has your best interest in mind - Trust that your team can deliver results Instead of installing tracking tools: - Invest in a healthy work culture - Enable a safe environment - Empower your teams Please treat your teams as you’d like to be treated.

Our company Seamless AI is hiring for both AEs, SDRs, and Full-Stack Engineers 100% remote. I’ve been getting a lot of DMs about the roles and it’s hard to reply to them all. Here’s my advice: 1. Apply online to get into the HR system 2. Reach out to the recruiters at Seamless and recruiting team pitching yourself. Use Seamless to get their contact info. 3. Pitch why you and what’s in it for us if we hire you. How are you going to help us help the world connect to opportunity and positively impact billions 4. Don’t be nervous and have fun. We love meeting new candidates. We’re all human. We’re all nervous when looking for new opportunities. Don’t sweat it. Everyone has their own genius and impact they can make to an org. 5. Study our culture and principles -> we wrote. Few books on this like Whatever It Takes and The Power of Goin All-In. If you love the books and our operating principles, you’d love working here bc that’s what guides us daily. Goodluck applying and I hope to have the opportunity to work with you!