Remote is so hot right now. However, if you want to work for a remote-first company there are a few things you need to know before applying as the ...
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I want to jump to a full remote position in some time, so I find this really helpful! I'm building some side projects to show me off a little before starting some interviews, and also I'm improving my English (slower than I would like, though). I'll come back here and check the post when I feel confident to go remote :)
:) Good luck.
Remotive.io run a slack group which is nice if you want to surround yourself with a group of remote workers. I am part of it and use it on a weekly base.
As you said english is my main problem.
Thanks for this article
Any hints for folks on the other side? I currently work for a startup where I'm the only dev. We're currently looking into hiring another fullstack dev and since we don't have a proper office (we do have a space in a coworking space, but most people work from where they like), we're looking for a remote-first person. I've found your post over at: dev.to/willemwijnans/86-quality-ca... any other hints on what to look at in candidates and more importantly where to look for them.
Hi Pascal,
thanks for reaching out.
Consider posting on remote jobbboards like:
Then some nice niche jobboards I use:
If you have a job description, I would be happy to share it in some slacks I am part of whom focus on remote work.
Hope that helps,
Willem
Hi Willem
We've finally managed to put a first job description together: medison.ch/jobs/Full_Stack_Symfony...
What do you think about it? Is there to much information? To little? Anything missing? We also had a long discussion about putting the salary in or not, in the end we've decided not to include it. What are your experiences with this? Would you put it in and if so a fix number or a range? And why put it in or leave it out? Also what would you consider an adequate salary for the position of a mid-level or senior fullstack Symfony dev?
Cheers Pascal
Hi Pascal,
Will have a look later :)
That would be nice! We've already thought about remoteok.io but we'll definitely check out the others and send the job description to you, once we've finalized it.
Would you put a constraint on Timezones? We where thinking about just asking for at least 2h of availability during a "normal" working day in our timezone. How would you handle this?
What about salaries? Would you communicate this directly in the job description or rather later? Would you have a salary depending on the location of the candidates or not? Any experience with companies offering remote team members (like for example: qubit-labs.com/), if so why would you choose them or why not? Any companies you had positive experiences with?
About the niche jobboards, any things we should consider to generate a more inclusive working experience? Currently we're pretty balanced (in the overall team, as said before, I'm currently the sole dev) when it comes to gender, but since we're all based out of Switzerland not very ethnically diverse. Anything we can do to not deter possible candidates?
We do put a constraint on timezones, +4 / -4 GMT which allows people to have 4 hours of overlap with GMT (most of us are in that timezone). However, we are hiring our first US based engineer and it does require a bit more thought into onboarding, alignment etc. I think with the right management structure you should at some point be able to make it work. That said, I have spoken with a dozen of engineers who work for US based fully remote companies like InVision and they sometimes find it hard being on the other end of the timezone scale. Its good you think about these things now. π
Salaries, at Aula we take senior roles in London as a benchmark, so we're OK for most of the European hires (minus Switzerlandπ¨π/ Norway π³π΄). I do not communicate salaries upfront in job-docs, but make sure I cover expectations in the first call.
For off/nearshoring, I would not do that. Beats the purpose of having the whole world at your disposal for me. But maybe if you need something fast it could be a solution. I would rather look at places like Andela, or maybe Facet.
Just make sure that when you hire, you talk to a wide variety of people from different backgrounds. That's a first start. Doing Inclusiveness great is another topic which is easily another blogpost on another day ;)
Interesting stuff!
I think you will find our research on how the most successful remote companies hire useful. We have analyzed 9768 LinkedIn profiles of established remote companiesβ software employees and came across a lot of findings, interesting for both employers and engineers, as potential employees of these remote companies.
6nomads.com/howtohire