Hiring and onboarding

Finding, assessing and starting people you will rarely meet.

The process looks the same and behaves differently. Where remote hiring breaks, and what to do about it.

Video interviews strip out most of the signal people rely on. What to substitute, and which habits to drop.

In an office new people learn most of what matters by accident. Remotely, nothing happens by accident.

Both approaches are defensible. Neither is painless. What each one costs you in practice.

The mechanisms for employing someone in another country, what each costs, and the risks people discover late.

The reasons are consistent, mostly avoidable, and almost never the ones cited in the exit conversation.

Most remote postings attract the wrong volume of the wrong people because they omit the four facts candidates need.

In an office, people hear about openings and move sideways. Remotely, both halves of that stop happening.

Managing at distance is a different job, and the interview process that identifies good office managers does not identify good remote ones.