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
