To hire independent contractors, you must address issues of compliance, classification, finance, and process. Paying independent contractors internationally is easy enough, but ensuring compliance can be more complicated.

How To Hire Independent Contractors [Expert Guide]

How to hire independent contractors: Expert guide and resources

Today we are excited to introduce our new Remote Relocation service, a program to make it easy for your employees to relocate and stay with your company. 

Relocate and work from anywhere

As 2021 comes to a close, I want to take a moment to thank our customers, partners, investors, and of course, the whole team at Remote for helping us achieve incredible things this year. 

Giving thanks to all who helped Remote grow in 2021

The Remote Marketplace is a high-end boutique of handpicked providers in business categories most challenging for international companies. Our team of global HR experts have carefully curated a selection of the most powerful apps, tools, and service providers to help you supercharge your company’s global growth plans, no matter what you need. 

Introducing Remote’s Partner and Talent Marketplace

Introducing the new Remote Fair Price Guarantee. You pay one flat rate to employ someone, and we don’t add anything on top of that flat rate. You always know what your bill will be. We also never require long-term commitments or exclusivity agreements.

Remote's Fair Price Guarantee means no fees, deposits, or surprises

Today we are introducing Remote for Refugees, a program that makes it easy and cost effective for businesses to invest in refugee talent. Remote now offers FREE global employment for all refugees who reside in countries where we have an entity. If you are hiring refugee talent, talk to our team and learn more about our program.

Announcing Remote for Refugees

How to develop a stronger remote-first hiring process 

We have a simple goal at Remote: hire great people for every role. In light of that goal, hiring managers at Remote are bound by a few key responsibilities:

1. Document the role upfront and get clarity around leadership involvement.

Define the hiring process upfront to share externally with candidates as well as internally. Always ask department heads to determine their desired level of involvement. Candidates should know exactly what the process looks like from beginning to end.

2. Proactively seek a more diverse pool of candidates.

Talk about the role internally, in public channels, and ping people who might be interested in contributing in some way to the hiring process. This is also the moment to ask for references/referrals. Seek out any channels, tactics, or opportunities to expand the search for more diverse candidates. Never close a position until you have sourced a sufficiently diverse pool of applicants.

3. Respect the location and preferences of your candidates and interviewers.

A candidate is always welcome to ask for a time more suitable to their time zone. Work internally to see who in your team has the closest availability if you have no overlap with the candidate's time zone. Don't encourage the candidate to schedule in the middle of their night; this won't be a good experience for them or you. Plus, doing so could create an unfair advantage for others interviewing for the same role at normal hours.

Facilitate belonging, inclusion, diversity, and equity (BIDE)

We believe that the collective sum of our life experiences, knowledge, inventiveness, innovation, self-expression, unique capabilities, and talent makes up the core of our company culture. We fully embrace employees’ differences in age, national origin or ancestry, race, color, ethnic origin, sex, gender identity and expression, sexual orientation, disability status, medical condition, religion, marital or domestic partner status, and the multitude of other areas that make us all so unique.

This is not an ideal. This is a non-negotiable belief that all Remoters hold dear.

We are constantly working to find more tangible ways to develop practical processes to enable belonging for all. Everyone at Remote is responsible for striving to deliver on this mission, which must manifest in proactive tactics and strategies that scale with us as we increase the speed of our hiring plans.

How do companies benefit from proactively seeking BIDE?

Facilitating BIDE can lead to a stronger company, but it is important to note that such gains do not happen automatically. Leaders cannot treat diversity as a set-and-forget metric and expect to see financial gains, increased innovation, or a boost in employee retention through passive improvements.

Instead, businesses must acknowledge that the benefits of BIDE arise when the company rethinks the core of its hiring philosophy. It is not enough to add more diverse voices to the mix: companies must empower those individuals to have a say in the company’s direction. That means hiring with BIDE in mind for every role, including the most senior positions. 

Further, companies must consider how their benefits plans facilitate BIDE. Does the company offer equal parental leave? Do leaders set the right example for their teams in taking advantage of their benefits? Employees from traditionally marginalized groups often feel pressure to perform at an outstanding level to be treated as equals. By making BIDE a priority not only in hiring, but also in leadership and culture, companies can realize the incredible benefits of a global and diverse workforce.

Establishing a sustainable and supporting global team

At Remote, we value our differences. We want to ensure all individuals have equal opportunities and feel a sense of belonging within our organization. 

Please view our stance on BIDE in our public handbook for more information on what BIDE means at Remote and the steps we are taking each day to learn, grow and improve. We welcome your suggestions and invite you to explore further at hiring@remote.com.

Here are a few final hiring tips you can borrow from Remote’s recruiting philosophy:

We ask everyone at Remote to respond to direct outreach regarding open positions (via LinkedIn, social media, or email) with only the link to the position on our job board. This helps us stay inclusive and avoid the traps of bias that can be difficult to spot in the moment.

If we have an open position but find that those applying are in some way homogeneous (e.g., only male and/or only white candidates), the hiring manager must actively seek out a more diverse applicant pool. Consider posting a job on a site for female engineers or a site dedicated to people of color. Make it clear to your team that it’s not a barrier if these practices cost money.

Avoid becoming complacent about the effect of group identity. The people on the hiring committee should represent the people you are looking for whenever possible. If you can’t accomplish this, it’s likely a sign that you should redouble your efforts to bring in a wider applicant pool.

Regarding gender and sexual orientation, be aware that people have different personal pronouns. If you are unsure, it is okay to ask, preferably ahead of the interview in a friendly written format. Doing so not only respects our differences but builds trust and community. Likewise, use gender-neutral language, such as "salesperson" instead of "salesman." You want everyone who comes to work at your business to truly feel welcome and invited to bring their full selves.

Recruiting mindfully to build a stronger business

We hire all over the world, with hundreds of employees in dozens of countries. We have seen the benefits of a people-first, action-oriented approach to recruiting for ourselves, and we encourage other organizations to see for themselves how valuable a more thoughtful strategy can be.

To see our open roles, visit our careers page. If you have questions about our philosophy, you can always email us at hiring@remote.com.

Don’t forget to sign up for Transform Your Hiring Practices on October 13th!

Global employment is remote employment — but what does that mean for the people finding, hiring, and onboarding those remote teams? This guide to remote recruiting has the answers.

Remote-first recruiting practices: How we do it at Remote

We’re excited to announce the launch of our latest Contractor Management capabilities that enable you to onboard, pay, and manage contractors anywhere in the world. 

Fast, free, flexible contractor management with Remote

How do companies protect their intellectual property right and invention rights with remote workforces? This guide walks you through all you need to know about IP and global employment.

Have Remote Workers? You Need Stronger IP Protections

Intellectual property and invention rights for global teams: What every company needs to know

Do your employees want to relocate to another country? Are you looking to hire someone who is moving across borders? Whatever challenges you face, this guide will help you understand more about relocation for international employees.

How to Handle International Employee Relocation

How to handle international employee relocation

You can’t afford to offer the bare minimum if you want to attract and retain top talent across the globe. In this article, we examine some best practices related to global benefits policies and discuss which benefits to offer your team.

The Best Employee Benefits to Attract Top Global Talent

The best employee benefits to attract top global talent

If your company wants to hire workers in another country, you probably need an employer of record. But how do you choose the right one? And what does an employer of record actually do? This guide provides all the answers you need.

When Should you Use an Employer of Record, and Which One Should you Choose?

When should you use an employer of record, and which one should you choose?

If you employ workers in another country, you may have heard about “permanent establishment” or “permanent establishment risk.” What is permanent establishment, though, and why should businesses with distributed teams care?

Permanent Establishment: What Companies with Remote Workers Should Know

Permanent establishment: What companies with remote workers should know

Remote has raised a $150 million Series B round at a valuation of more than $1 billion, led by Accel with participation from existing investors including Sequoia, Index Ventures, Two Sigma, General Catalyst, and Day One Ventures. We intend to use this funding to help more companies and individuals join the global market.

Remote Raises $150 Million To Help Businesses Expand Global Teams

Remote raises $150 million Series B to help more companies build global teams

Hiring remotely expands your talent pool from your immediate area to, well, every area. No matter where the best candidates live, they can now work for you. This article will show you how.

How to Hire Remote Employees

How to hire remote employees

Our Global Employee API enables HR and payroll companies to take advantage of Remote’s vertically integrated global employment capabilities and international infrastructure within their own platforms. With this new product, developers can embed and customize global payroll into their own solutions, opening the full HR tech stack to their customers looking to scale global teams.

Introducing the Global Employee API from Remote

We are delighted to announce that Remote has been named to the Inc. Best Workplaces list for 2021!

Remote named to Inc. Best Workplaces 2021

Pandemic-forced remote work strips away benefits remote workers normally receive. How can companies help remote employees mitigate and manage stress?

Experts Reveal the Best Ways to Reduce Stress for Remote Workers

When you work remotely, you and everyone at your company knows that the only thing stopping you from working all day is your personal determination to have your own life. With good habits, strong boundaries, and a shift in your mindset, though, you can enjoy all the benefits of remote work with none of the anxiety.

Mastering work-life balance when you work from home

Mastering remote work-life balance when you work from home

Whether you need tips for your remote team or want to improve your own mental wellbeing, we’re here to help. Our network of remote work experts have shared some of their best tips to protect your energy, support your team, and enjoy the full mental health benefits of remote work.

8 experts discuss mental health tips for remote teams

What's it like to work remotely in the Philippines? Freelance designer and entrepreneur AJ Dimarucot joins the show to talk about life in Manila and share his stories as a longtime member of the global remote workforce.

Remote Stories: Skipping Traffic in Manila with AJ Dimarucot

Remote Stories is a show about real people working remotely all over the world. In the first episode, we welcome Maggie Ahearne, a senior product manager from Kilkenny, Ireland.

Remote Stories: Visiting Kilkenny with Maggie Ahearne

What's it like to work remotely in a country where 50% of people don't have reliable access to the internet? Frontend engineer Kayrat Kaipov joins the show this week to talk about life in Kyrgyzstan as a remote worker.

Remote Stories: Life in Kyrgyzstan with Kayrat Kaipov

This week, Ellen Pao (CEO of Project Include) and McKensie Mack (CEO of MMG) join Remote CEO Job van der Voort to discuss their new report on harassment in remote workplaces and share strategies for companies to create welcoming remote environments for all.

Remote Talks: Episode 12 with Ellen Pao and McKensie Mack - Creating People-First Remote Workplaces

Remote Talks is a series of video interviews with the brightest minds in remote work and global employment. This week, Remote VP of Growth Elisa Rossi hosts the show with special guest Sarah Aviram. The author of Remotivation, Sarah is a Fortune 500 HR expert as well as a passionate advocate for remote workers.

Remote Talks with Sarah Aviram - Living a Better Remote Work Life

In this episode of Remote Talks, Hopin's head of remote Jonathan Killeen joins the show to talk about his new role and the future of the events industry.

Remote Talks with Jonathan Killeen - Events and the Head of Remote Role

Allison Barr Allen, co-founder and COO of Fast, joins the show this week to talk about Fast Flex, hybrid remote workplaces, and how to get more women in positions of leadership. 

Remote Talks with Allison Barr Allen - Hybrid Remote and Women in Leadership

Tigran Sloyan joins the show this week to talk about bias in hiring, the wrong (and right!) ways to conduct interviews, and how to measure the success of talent acquisition teams.

Remote Talks with Tigran Sloyan - Improving Interviews and Evaluating Talent Teams

Remote Talks is a series of video interviews with the brightest minds in remote work and global employment, hosted by Remote CEO Job van der Voort. This week, we welcome Mac Reddin, founder and CEO of Commsor, a company tackling a unique challenge: building community and empowering people to nurture those communities. 

Remote Talks with Mac Reddin - Nurturing Communities and Empowering Community Builders

Remote Talks: Episode 7 with Mac Reddin - Nurturing Communities and Empowering Community Builders

This week, we welcome Jessica Hayes, VP of People at Whereby. Jessica is an outspoken proponent of smarter strategies for remote work compensation and collaboration, and her work for Whereby is helping to bring remote teams closer together.

Remote Talks with Jessica Hayes - Trust and Compensation on Distributed Teams

Remote Talks: Episode 6 with Jessica Hayes - Trust and Compensation on Distributed Teams

Remote Talks is a series of video interviews with the brightest minds in remote work and global employment, hosted by Remote CEO Job van der Voort. This week, we welcome Wade Foster, co-founder and CEO of Zapier. As a longtime leader of a global team, Wade is one of the world’s most experienced leaders in remote work and international employment.

Remote Talks: Episode 5 with Wade Foster - Global Leadership, Working Async, and International Compensation

Remote Talks is a series of video interviews with the brightest minds in remote work and global employment, hosted by Remote CEO Job van der Voort. In the first episode, we welcome UYD Management CEO Tayo Rockson to talk about engaging remote teams, combating natural bias, and managing across different cultures.

Remote Talks: Episode 1 - Engagement, Bias, and Inclusivity with Tayo Rockson

On Episode 4 of Remote Talks, GitLab's head of remote, Darren Murph, joins the show to discuss mental health, communication strategies, and what remote work will look like in 2021 and beyond.

Remote Talks: Episode 4 with Darren Murph - Mental Health, Leadership, and Remote Experiments

On Episode 3 of Remote Talks, Firstbase CEO and remote work evangelist Chris Herd joins Remote CEO Job van der Voort to discuss some of the hidden topics within the remote work conversation.

Remote Talks: Episode 3 with Chris Herd - The State of Remote Work, Async, and Offices

Remote Talks: Episode 3 - The State of Remote Work, Async, and Offices with Chris Herd

On Episode 2 of Remote Talks, Laurel Farrer, CEO and founder of Distribute Consulting, joins Remote CEO Job van der Voort to answer some of the toughest questions about working remotely.

Remote Talks: Global Hiring, Communication, and Culture with Laurel Farrer

Remote Talks: Episode 2 - Global Hiring, Communication, and Culture with Laurel Farrer

In this exclusive webinar, our trio of remote experts share their insights on the head of remote role, which organizations need one, and how a head of remote should operate. Watch now to learn:

[Webinar Recording] Does your company need a head of remote?

SafetyWing CEO Sondre Rasch joins Remote Talks to discuss the challenges of offering benefits to contractors around the world and to discuss his philosophies on remote work leadership.

How to hire independent contractors: Expert guide and resources

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Remote named to Inc. Best Workplaces 2021

Refer and earn through our new Remote Affiliates Program

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