Busted: 7 Myths of Working with Remote Teams
How To Run A Cost Effective Project
Capital Numbers 2016 Paypal Record Caps The Year On A High Note
Top 10 Questions About Hiring Remote Employees
How to Communicate Effectively with Your Virtual Team
Why Your Best Remote Hire is the Next One
How to Tell When You Need to Hire a Remote Employee
Why Remote Employees Perform Better?
Four Different Ways to Hire Your Remote Employees
How to Hire a Great Remote Web Developer

With Cloud Storage and Cloud computing becoming a way of life and business for most big organizations throughout the world, it is now slowly becoming more and more common for companies to hire remote employees. That is, employees who would not be working on the company premises, and in some cases, never even meet face to face with the company’s leadership. They would, instead, be hired based on virtual interviews and online tests. This might sound like a novelty, but it is slowly becoming a reality. The most common forms of cloud working are working on mobile, or from a personal computer at home or any remote corner of the world.

There is a reason why remote work is becoming more popular. Skilled employees are now searching for positions which are autonomous and allow for more freedom. This not only helps them to spread their wings but also nets the company good returns. In this article, we’re going to dispel some of the most popular misgivings and myths that surround remote working.

  1. The first myth is that people who work remotely are not as productive as the employees who work on a site. However, with the presence of modern-day tools for tracking employee activity and progress, such as Slack, there are a lot of ways in which remote employees can be managed and productivity can be monitored. The key is to find out a stable mode to evaluate and measure the performance of others.
  2. A second misconception is that employees who are remote aren’t as skilled. According to this misgiving, skilled employees prefer a formal office environment. They feel that remote employees would never be able to qualify for lead positions. This is especially true for cases where the employee is an independent freelancer or contractor. This, however, is just the contrary. Hiring remote employees would mean expanding outside of your geographical boundaries and being able to mine for talent in uncharted territories where your business might not be physically present.
  3. A third myth that plagues some businesses is, “It is difficult to find remote employees”. This, while true to some extent, can be remedied by reaching out to talent-listing sites such as LinkedIn. There are also innumerable forums and sites which list independent contractors and freelancers who might be inclined towards remote working. It is also useful to locate retired professionals who might be open to earning some extra money working from home.
  4. Companies often think that it is extremely difficult to manage and communicate with such employees, but in today’s world, where workplaces are empowered with forums and message boards such as Trello and Basecamp, it is no longer difficult for a company to communicate with remote employees. Slack is a real-time communication portal that is very similar to Skype. Here, not just individuals, but teams too can communicate with one another and create the sense of a virtual workplace.
  5. Some people think that remote work has no scope beyond IT and data entry. This was true for a considerable amount of time, but now you see companies hiring remote workforces for product development, sales and marketing and work related to SEO.
  6. There is a common misconception that remote employees can not develop any feeling of kinship with the company or its goals. That, however, would not be true. There are plenty of qualified freelancers who are used to working from home and who commit to a company for the right price.
  7. Last, but not least, remote employees are able to be more flexible with the hours they work. They have no demand or need for changes in their work schedule to suit their own convenience. Their hours can be ensured with a virtual agreement/contract.

These, in short, are some of the common myths about hiring remote employees that now, hopefully, stand busted.

Behind every good technology implementation, there is a good project manager and a strong project management team. Being a project manager, you need to handle a budget and work with it. But sometimes it becomes extremely difficult to organize all the work within the budget.

If you are among those, who want to know if it is possible to run a cost effective project, then the tips below will definitely help you. Read on-

  • Use Technology Over Travelling:

Isn’t it amazing to travel to different cities in order to attend meetings? It really is, but the problem is that it will burn a big hole in your budget if you continue to travel over sustained periods of time. In today’s world of digitization, you don’t need to waste money by traveling to a different place to meet with someone as video conferencing will connect you with the people you want and need to meet. By attending a meeting through video conferencing, you can save the costs of flights, hotels, and taxis. You can arrange a face to face meeting only for the most important projects. Video conferencing is enough for the initial stages of meetings. Modern technology brings all the amenities at your doorstep. If you don’t implement video conferencing, you may end up wasting a lot of money unnecessarily. In fact, by choosing to use technology over traveling, you can avoid a lot of wasted hours traveling, saving both time and money.

  • Make a Virtual Management Team:

If you are from a country where hiring an employee costs you more than you can afford, then it would be wise to hire a more cost-effective global team. If you get experienced employees at a cost-effective rate, why not hire them? You can use any global freelancer site, find qualified people, and offer them a trial run by giving a short piece of work. If s/he does it well, go for the next assignment. In this way, you can build a virtual management team in a budget-friendly way.

  • Time Is Money:

Another rule of thumb for running a cost-effective project is that you need to avoid delays. This is because when you run your project into delays, it will always cost you money from your budget. If the work is not done on time, you might have to pay your team for working overtime. On the contrary, a well-controlled project that runs on time will help you to minimize and hopefully avoid any budget problems.

  • Plan Well:

A well-formed strategy will help you to stick to your budget, therefore you need to plan well and execute your project according to your plan. Try to keep your project on track and remember that there are many chances for your project to get off the track at any time.

  • Project Management:

In terms of project management, you need to keep in mind some points. They are:

  • Make the budget correctly during planning.
  • Use your in-house expert effectively at their appropriate position.
  • Make sure that your human resource department is managed efficiently.
  • Audit your business and your business budget constantly in order to keep a record of your business’s ups and downs.
  • Know how to manage your vendors.

By keeping these points in mind, you can manage your project effectively.

These are the top 5 points that will help you in learning how you can manage your project and run it in a cost-effective way.  You need to implement all of them in order to save a large amount of money. Following these project management tips, you can make money saving ideas that may even open new doors for you in your career.

A company’s greatest asset is its goodwill which stems from honesty and ethical trade practice. No matter how great its advertising techniques are, its business and reputation will fall completely flat should its target users report a less-than-favorable experience as far as ethics and honesty are concerned. This is where, we, at Capital Numbers, have really excelled. Our solid work ethics have made us one of the top outsourcing destinations for leading IT companies around the world.  We are pleased to announce that Capital Number’s PayPal record for this year is spotless and positively confidence-inspiring. Before we’re able to advance to this point, there is a list of things that need to be cleared at the outset. For example, what are the parameters which can be used to check the record or performance of a company online?

With the fast growth of a huge number of online e-wallet services all around the world, it has become extremely easy to track the online business practices of a company and the ethics followed by them. Presently, PayPal is the most-used e-wallet throughout the world. They have a business structure devoted to preventing user fraud and improving the member experience. All complaints from users are recorded meticulously. If a particular organization is receiving too many complaints from users, then it is put on the blacklist.

Their buyer protection policy is is a reflection of that service. If a customer makes a purchase online and receives a product that is different from the one specified or advertised (by the company), then the buyer has a period of 180 days in which they can file a complaint with PayPal authorities. During that time, if a PayPal investigation finds that the order delivered doesn’t match the description written by the seller, then the buyer would receive a full refund for the purchase made.

Blacklisting of sellers is done for several other counts such as: Buyer complaints, Disputes (from the buyer’s end or from a competitor), PayPal inquiry (this shows whether a company ever had a PayPal inquiry logged against it), Spoof (impersonating another company), Chargeback (having to reimburse a buyer who didn’t receive their order or was victim to unauthorized transactions done in their name) and Bank Reversals (when PayPal receives requests to refund an amount which was paid directly from a bank account due to fraud or wrong delivery).

Let’s take a look at the figures for the 2016 PayPal report on transactions done with us via the aforementioned e-wallet. All the figures listed below show the percentage of actions reported or steps taken against Capital Numbers, under each head.

As the percentage figures listed in the above image prove, other than a negligible percentage for refunds and disputes, there has been absolutely no issue with online transactions and payments made to Capital Numbers through PayPal. As we all know, some level of refunds can be expected for a healthy and successful business.  These figures are proof that we stand by our stated and declared guarantee of a 100% refund in cases of client dissatisfaction. The other five categories, Buyer Complaints, PayPal Inquiry, Spoof, Chargeback and Bank Reversal,  percentage figures are all at zero percent. It’s safe to say that Capital Numbers has proven to be a reliable and respected business organization. An organization which has never been involved in any fraud or malpractice throughout its lifetime.The statistics from 2016 further demonstrate our excellent company values.

“This is proof that our number one value and pride is you, our customer! Thank you for allowing us to contribute to your success!”  – Michael Krause, VP of Customer Success

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There can be a lot of confusion when hiring a remote employee. It’s such an unconventional position, so knowing how to approach hiring someone like that can be difficult. Here are the answers to some of the most frequently asked questions on the subject:

1. How much freedom should a remote employee have?

The key is to let the employee know that you trust them. The goal is to let them work their hours and complete the task under the guidelines you have established with them. They shouldn’t have to feel like you’re hovering over them every step of the way. Treat them like you would any other employee; ask about their personal life and show genuine interest in what they do.

2. What questions should I ask during the interview?

For the most part, treat it like any other face-to-face interview, asking the typical questions you would when hiring someone locally. Some important topics to ask concern the person’s motivation (are they a self-motivated worker), if they already have the necessary equipment for the job, what hours they plan to work, and how quickly they usually answer emails or other important messages. You may want to see their portfolio of their last successful projects. One particularly pertinent question to ask would concern how they would handle a sudden problem; have they ever had to come up with a solution to an issue on the fly and if they did, what did they do? Knowing how well they work under pressure can give you some peace of mind if something like what they described happens when they’re on the job. If you’re hiring a remote developer, ask about their experience in standard coding languages like JavaScript. Are they better with developing for the frontend or the backend? Ask them about what kind of projects they enjoy working on and what you as a client can do to help them succeed.

3. How can I keep track of their work?

While it’s alright to check in and see the progress you’re employee is making, you don’t want them to feel like they’re constantly under your prying eyes every waking hour. Ultimately, you want to maintain a set of trust between you and the employee; you expect that they will complete the task and they should be able to trust you to let them do the job within the guidelines you gave them.

This line of trust is broken with programs that monitor their activity and take periodic screenshots of their computer. It creates a sense of fear of the client, and this is unhealthy for the relationship between business and employee. Remote workers should have the freedom to work without the constant threat of being under heavy surveillance every second of the day.

With Google Drive or other programs that let everyone within a group see each others work, you can quickly see how much or little progress they are making on their task at a glance. At the very least, check in with them via phone call or other means of communication that both of you have agreed upon. You can also have them email you at regular intervals with updates on how their project is coming along. Additionally, there are some great time-tracking apps your remote employee can use to accurately tell you how long they’re working on your project.

4. What’s the best way of contacting a remote employee?

Because you don’t have the luxury of being in the same building for 8 hours of the day, you’ll need some way of communicating quickly if there’s a catastrophic development that requires their immediate attention. It all comes down to what is most convenient for you as the client. If you’ve already found a system of communication that you regularly use, teach the employee how you use it so everyone in your company will be on the same page.

Texting and IMing are fine, but can easily be read and forgotten about until it’s too late. A phone or Skype call requires them to act instantly, ensuring that you’ll get their attention right away. Knowing what situations call for which form of communication is the key to getting the responses you need when you need them.

5. What do I do if my remote employee suddenly drops contact?

First off: keep calm! Don’t assume the worst right away. There are an infinite number of reasons why they aren’t responding to emails or any other messages. Maybe they just lost a loved one and had to leave on short notice or it could be that they lost their phone at the airport. During the interviewing phase, ask them to provide you with multiple ways to contact them. At least three different modes of communication should be enough. If they don’t get back to you in a week, then you should start trying to find out if everything is okay on their end. Before they even begin work, you should ask for an emergency contact, so if something like this does happen, you’ll have some way of contacting someone who may know what the problem is.

Keep in mind that they might be dealing with something completely out of their control, as was the case in 2012 with Hurricane Sandy. Thousands of freelancers were unable to contact their employers because of the lack of internet access. For many, this unfortunately resulted in them losing their position just because they couldn’t contact their clients to let them know what was happening.

6. How can I make them care about my brand?

It can be difficult to influence remote employees to care genuinely about your company and its image. If you want someone to gain the same appreciation and passion that you have for your brand, you’re going to need to put in the time to treat your employees as more than just the people that keep the lights on; build relationships with them and ask for their opinion about day-to-day operations. Do they see any areas that need improvement? What would make their job easier? Let them know about what kind of values you have established within your company so they know what’s important to you.

7. Should I seek out a freelancer or go through an agency?

There are definite pros and cons to both options. An agency is a whole company that hires out their staff to other companies, whereas a freelancer is on their with no company behind them. The teams working under agency tend to turn out consistent work, so if you end up liking the work they produce, you’ll get the same results when you hire them again. Hiring a freelancer is a bit like playing a slot machine: you might win big, but there’s a larger chance you’ll hit bust. Finding a freelancer that shares your passion is hard. More likely than not, they’ll be approaching your task with the mindset of it being just another job.

8. What’s the best way I can let my remote employee know my expectations?

You don’t want to feel like your remote employees are walking all over you, so be sure to let them know what you expect of them right from the get-go. You can’t exactly control when in the day they get the work done, but you can decide how it needs to be completed. Be firm about how and possibly why their job needs to be done in the way you want it to be.

For offshore-based employees, it helps to be clear and concise. Use bullet points to quickly get the point across without making them read through walls of text explaining why this task is so important. Just give them the basics so that they know what you want and how it needs to be done.

9. How do I know I need a remote employee?

Before looking for outside help, focus on your in-house team first. Build a group that has strength in everything your company needs. If your business is beginning to expand and its needs change over time, that’s when you should start to consider hiring remote employees.

Examine the strengths of your team and find out where the weak spots are. Do you lack the expertise of a seasoned graphic designer? You might want to look into hiring someone for that. Do you have trouble writing coherent sentences for content? A remote employee can help you with that.

Another definite sign of the need for a remote employee is determining how much everyone can get done. If everyone is stretched too thin across multiple projects or you have a long backlog of projects, you might want to have someone from outside the team come in and work on it for you.

A problem arises when remote employees become the backbone of your company. Say you have an idea for a revolutionary new app, but don’t have any of the experience to make it yourself. You decide to hire some remote developers to build your dream app. Herein lies the problem: you are now relying on a handful of people spread across the world to build an app from scratch while you are in charge of managing all these people at once.

10. Is there a surefire way of telling if a remote employee is trustworthy?

There’s no guaranteed way of knowing whether someone is completely reliable or not. There are some steps you can take to find out if the person you’re looking to hire is reputable, though. Ask them to provide you with work references so that you can get in contact with the people they’ve previously worked with. Find out from their previous bosses what their work ethic was, the quality of their work, and the overall impression they made on the employer.

Hopefully these answers will resolve any uncertainties you may have had regarding remote employees. More and more companies are embracing the exciting possibilities that come with hiring great workers from all around the world. Now that you know the  facts, it’s time to get hiring!


One of the crucial elements for the efficient working of your business is certainly communication. You need to convey instructions and feedback to your team and in turn, you’ll need to receive regular updates on the tasks they are working on and have completed. Communicating with in-house workers is not an issue since they are located within your office complex. However, when you’re working with remote hires you need to ensure that you have some kind of system in place so you’re able to touch base with them from time to time. This factor can present something of a challenge when you’re working with freelancers based in different time zones across the world. However, technology can help you overcome this challenge. Here are some useful tools to implement.

Set up Fixed Times for Interaction

Work out a fixed time of the day when it is convenient for you and the remote hire. Use chat features for discussions on the tasks for the next day and the projects under progress. You could also use direct calls and emails. While they may have different working hours, you can always designate a specific hour when they’re working and can coordinate with other members of the team. If you need to issue instructions outside of the designated hours, you always have the option of sending emails. You might also want to set up a system by which you know that the emails have been received. For instance, insist on acknowledgements and replies within a time frame of say, 6 hours.

Choose a Single Portal for Communication

Of the many communication and collaboration tools out there, you could choose one that works best for you can and ask your team members to use it. Google Drive, Dropbox, and OneDrive are only a few of the many tools out there. Team members can share files and coordinate their efforts by working together on projects. As the employer, you have the option of constantly monitoring tasks and adding your comments and directions as you deem necessary. This strategy can also help you assess the efficiency of your team. Keep in mind that it always advisable to choose a single app to eliminate confusion and miscommunication.

Team Interaction

While it is important for you to supervise the functioning of operations, it can sometimes become difficult for you to coordinate communication if it is constantly routed through your desk. A great alternative is to put the remote hires in touch with one another on a single platform. This practice can help them stay informed about the activities of each other. You can avoid overlapping of tasks and maintain the correct sequence of events. Such platforms are also necessary when you need to hold meetings. Get your team together on a single page for brainstorming sessions and assigning tasks, preferably at the end of the business week. Accordingly, they can plan their work hours for the next week and deliver assignments on time.

Encourage Team Bonds

Help your team members see each other as people and not just as a name on the messaging portal. Encourage friendships and get people to talk about their families once in awhile. Creating a rapport can help remove tensions arising from miscommunication. Allow your team to sort out any issues that can sometimes arise without the need for you to intervene. On your part, you can make sure you have an open work culture in your company. This strategy can help you build trust and loyalty among your remoter hires.

Face-to-face interaction is no doubt essential for effective communication, but with a few smart moves, you can coordinate virtual communication among your remote hires and build an efficient team.  

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Having created a new business or startup, it is understandable that entrepreneurs prefer to hire virtual employees as compared to an in-house regular employee base. Having virtual workers or remote hires as they are also called can present a host of benefits for your business. To begin with, you can avoid having to incur administrative overheads, nor will you have to lease office space to accommodate them. In addition, you’ll only have to pay salaries according to the hours they spend on your tasks. If you are at a loss about how to find and hire the best remote talent out there, here are a few tips to keep in mind.

Match Remote Hires to the Tasks at Hand

Instead of creating an entire team right away, it is advisable to hire skills as and when you need them. For instance, should you need to develop a smart marketing strategy, you could hire the necessary experts that can search out and find the perfect markets and guide you. Ready to take your business online? Go ahead and look for remote hires like web designers, developers, link builders, writers, SEO specialists and other skilled people to assist you. When your business grows large enough for the need for expert accountants, hire them. In this way, you’ll be able to create a diverse team of resources and highly efficient people that are able to deliver on the requirements of your company.

Look for a Great Online Portal

Take the time to look for great online portals and social media networks where you can find the remote hires or freelancers you need. There are many sites where prospective employers can connect with talented people that work on a part-time or as-needed basis. Check details of past jobs along with references, reviews, and feedback from clients they have worked with in the past. You could also post the details of the task you have in mind and make your choice from the applicants that contact you. Take care, though, that you provide the maximum amount of information you can about the job. By doing this, you’ll ensure that only the people with the perfectly matched skills reach out to you.

Consider Hiring on a Trial Basis

An effective hiring strategy is to sign on two to three candidates and assign the same task to all of them. Depending on the work they do for you and their performance, you’ll be able to pick out the best employee for your enterprise. Letting them know that there are other candidates in the running is another smart idea. You’ll find that the dedicated people stay on and strive to do better while others are not willing to take on the challenge. This strategy can help you choose the workers that can help you take your company to greater heights.

Factors to Consider – Dynamism

When choosing the perfect candidate, look for personality traits that indicate a dynamic, go-getting attitude. For instance, the candidate should be proactive and interested in the products, services and general operations of your company. Such people are willing to take initiatives and look for solutions to issues they see without being asked. They are capable of problem solving and focus on getting the job done, even if it means taking unconventional approaches. Such personnel can prove invaluable for your startup.

Factors to Consider – Communication

Since you’re working with remote hires, the most important factor to consider is communication. You’ll need to issue instructions and discuss projects and tasks over the internet by way of emails. This is why; candidates need to be proficient at understanding what you say and capable of relaying information of tasks they have completed. You’ll also need them to interact and work efficiently with the rest of your team, if needed, without your constant supervision. This form of synchronization is very essential for the smooth operations of your company.

Once you’ve created the perfect remote hire team, make sure you maintain it. Pay them well and offer bonuses from time to time in appreciation for the work they do for you. Be open to giving referrals and feedback when they need it. These strategies will ensure employee retention and the continued success of your company over a long time.


Having started your new business, you’ll want to remain in control of every aspect of it to ensure smooth running and efficient supervision. However, most entrepreneurs are not skilled in managing every task and need to consult or hire experts to assist them. For instance, you might need advice on how to handle the marketing side of your enterprise. Further, you’ll need assistance from capable lawyers who can guide you on the legal issues.

Since your startup is still in its fledgling state, you may not have the necessary resources and office space to accommodate a large in-house team. The best solution in this situation is to look for remote hires that are not only economical, but give you the freedom to work with them as and when you choose. So, how can you know that hiring freelancers is a more viable business strategy? Here are the signs to look out for.

Identify Your Own Talents

To begin with, ask yourself what are the tasks you’re especially good at and the ones you wouldn’t want to do. For instance, being an intensely creative person, you might want to focus your energies on creating the goods and services you want to sell. You might find that you’re not very good at assessing candidates and you don’t want to spend time looking for the people you need to staff your business. A good plan would be to hire a freelancer-recruiting agency. Explain your requirements to them and let them send the perfect talent base to assist you.

Small, Routine Tasks

As long as your enterprise is still small, you’ll have the time to manage every task, but as it grows, you’ll realize that you’re spending too many hours managing small, routine activities. For instance, checking and sorting through emails and daily communications. If you feel, you need to free up valuable time so you can take care of tasks that are more important, delegate the unimportant ones to a remote hire. Experts advise you to create a list of activities you spent your day doing for a week. At the end of that time, check through it and identify the hours you spent taking care of issues that you can easily delegate. This exercise can guide you on the freelance talent you need to hire.

Seasonal Tasks

Certain activities are such that you need to spend time on them only during certain months of the year. For instance, when it’s time to do your taxes or when you need to work out holiday bonuses. If these tasks take away valuable time during especially busy months, it’s preferable to look for remote hires. Not only are they experts in the specialized services they provide, but they’re also much more economical, by way of cost and time. You might also find that the tasks they accomplish are done more efficiently than you might have yourself.

Freeing Up Valuable Resources

On the onset of enterprise, many entrepreneurs hire workers that they think they’ll absolutely need to run their business. Chances are that you hired an in-house accountant when you set up your business. But, if you feel that he cannot manage any other tasks aside from seasonal work, you might want to save on the cost of the regular hire. You might also have hired a customer service person to interact with clients and handle queries and other such tasks. But, if you decide to move your business online, a freelance customer service executive can easily manage these activities. You’ll find that you’re freeing up valuable resources that you can divert towards the growth of your start-up.

Specialized Tasks

While on the topic of digital marketing, this is an advanced form of selling your goods and products. To guide you on how to manage it, you’ll need a team of experts who have credentials and many years of experience in the field. Since it is not practical to hire an in-house team to help you, you’ll need to look for remote hires. Similarly, there are many other aspects of your business that must be managed by other experts. When you feel the need for them, it’s time to look for freelance workers.

Working with freelance or remote hires can prove to be a very advantageous strategy. Be flexible and open to the idea and you’ll be able to make use of this very valuable operational tool.



Traditionally, employers have always had in-house teams working for them. Having the workers inside the office premises made it easier to supervise them, offer feedback and instructions and monitor the progress of the tasks. This is why; many employers are unsure about working with remote hires. It is understandable that you’re not confident about the freelancers delivering as per your requirements and perhaps, not completing tasks on time.

On the flip side, many professionals feel that they can achieve higher levels of productivity when they’re working from home. In fact, many of them have opted out of full-time careers in favour of working out of home and availing of the many benefits that a freelancing career provides. Ultimately, remote hires might just work better than in-house teams. Here’s how.

Use Technology

If you’re concerned about supervision, you can make use of the many apps out there. Use Skype, GitHub, or Google Chat for issuing instructions and time trackers for checking for the number of hours the remote hire has devoted to your tasks. Use the sharing features of Google Drive, OneDrive, or Dropbox to share files and monitor progress. These tools can keep you in constant touch with the activities of your virtual team without your having to be physically present. You can also use tools like Asana, Peak, Flow, and Basecamp to connect all the remote hires on a single platform. In this way, they can keep interacting with each other without the need for having to route communications through you. You’re going to need this facility as your enterprise grows and employs more workers.

Eliminating Office Distractions

Many remote hires feel that they can concentrate better in the secluded environment of their homes. Offices can be busy places with people walking in and out and frequent disturbances. Freelancers working in the privacy of their homes can concentrate better and have higher productivity levels. They also have the option of switching between projects to relieve boredom and have flexible hours to complete tasks. You would definitely prefer to have employees that delivered the required eight hours’ worth of work rather than employees that spent time in the office without really getting anything done.

Saving on Commuting Time

Should you choose to hire in-house employees, you’ll have to make do with a talent base from a restricted geographical base. You’ll have to pick from candidates who don’t live too far away from their place of work. If they do live in distant locations, you might have to pay for relocation costs to hire them. But, if you work with remote hires, you’ll have a larger talent base to choose from that could even be international. In addition, remote hires can deliver higher volumes of work since they don’t waste time commuting to and from the workplace.

Assessing Performances

When hiring in-house workers, you could interview them thoroughly, look for references and reviews from past employers. However, until you actually hire the candidate and he begins working for you full-time, you have no idea whether or not he can deliver on your requirements. Many workers also seem to get complacent once they are hired. But, with remote workers you can hire them on trial basis and finalize the one that performs the best. If at some point, you feel she is slacking off on work, choosing and hiring a replacement is not all that difficult. And, since freelancers are aware of this factor, they are likely to be consistent in their performance levels.

Perhaps, the most important positive of working with remote hires is that you’re not responsible for ensuring that they have the necessary degrees, licenses, and work permits. Acquiring these certifications is solely up to the freelancers. All these factors together clearly demonstrate that remote employees are likely to be better for your business as compared to regular workers.


Making the decision to take on more remote hires to work for your company is the easy part. The more difficult part is setting your newfound strategy into motion. You’ll need to make sure that you have an efficient team that works well and your company continues to progress. In addition, you’ll need to seamlessly integrate the freelancers into your existing setup and maybe, phase out the in-house workers to save on the costs and resources. Accordingly, it is essential to follow a systematic process to make sure that the changes you intend to integrate don’t hamper the company operations. Here’s how to go about it.

Work out Your Requirements

The first step to work out is what you expect to gain from this organizational makeover. You also need to make sure you have a plan in place on how to go about it. No doubt, you’ll be saving on expenses and office overheads, but you also need to work out the new team details carefully, such as:

  • Plan how you will communicate with your freelancers. Chances are that you’ll be hiring talent from all over the world. Thus, you need to have the necessary apps, equipment, and communication schedules.
  • Consider how you’ll maintain quality standards and ensure that your remote hires understand your company workings and its culture.
  • You might have to inform your stakeholders about the changes you’re implementing. Work out the business proposal you’ll present to them.
  • In case, your clients are likely to be affected by the new hires, inform them in advance what to expect. You might need to reassure them that business will continue as usual.

Find the Remote Hires

You can find the remote talent you need from many sources. Of course, the best way is to look for referrals from other people in your line of business. You could also consider hiring through agencies or looking for recruitment companies that can find you the personnel you need. Many online portals put you in touch with freelancers from all around the world. Check for reviews for past clients when making your choice.

Once you’ve narrowed down your candidates, conduct interviews via chat apps. By interacting with them and asking questions, you should be able to find the remote hires that are capable of delivering what you need. Since you’ll be working with them over the internet, they should be capable of working with computers and other necessary tools. Ask yourself if you would hire the candidate for an in-house job and you’ll know if he is right for the post.

Find Out Everything You Can

Just as you would conduct background checks for in-house employees, do the same with your remote hires. Ask for samples, portfolios, and verbal and written referrals from past employers. You could also conduct trials. Assign a task to two or more candidates and assess them by way of the work they deliver and their performances. Pick the one with the best quality. Aside from performances, you’ll also need to evaluate their personalities. Look for people who are willing to learn and contribute outside of the job scope. Proactive and dynamic people can always prove to be asset for your company.

Evaluate Business Conditions After a Time

Having changed the model of how you run your operations, you might need to conduct a performance review after a fixed time. Assess and evaluate if the changes are advantageous and your company is performing better. If you find that this model is not working for you, it’s perfectly reasonable to go back to working as you used to.

Working with remote hires is a great strategy, but there are many companies out there that operate better with in-house employees. Choose the business model that matches your company best and go with it. The success of your enterprise depends on it.

In recent times, given the prevalence of social media, websites, mobile apps, and other digital technology, you absolutely need your business to have an online presence. To develop this persona, you need a great website with interactive pages, smart presentation, mobile and tablet compatibility, and linking to social media sites. These are only some of the features necessary for your company and website to remain competitive. Without them, you’ll restrict the growth potential of your enterprise. To capture national and global markets, you need the services of a professional and highly skilled web developer. And, remote hiring one such expert could be your choice.

Where to Find a Web Developer

Looking for the web developer that can take your business to the next level is extremely easy. You only need to post a job on the many portals out there and choose from the many candidates that answer your post. Some portals also offer to screen and vet out possible hires before they put you in touch with the remote professionals you need. If you’re not quite sure about the scope of the task and the kind of programmer you need, you can rely on them to assist you. You can choose to use their many software that allows you to track the time the remote hires dedicate to your project and also, relay payments.

Keep in mind that the digital marketing sphere is progressing quickly and that new programming languages are coming up every day. Accordingly, you need someone who is up-to-date with the latest happenings and can create for you the best website possible. Before making your choice from the candidates that apply, your best bet is to ask them about the websites they have created. Visit them and if you like what you see, you can hire its developer.

Characteristics of a Great Web Developer

If you’re still unsure about which candidate can deliver on your requirements, here are some of the factors to consider.

1. Experience and Ability to Work Efficiently from Home: While this is a standard requirement for all remote hires, it becomes more important in the sphere of web development. Workers should be able to concentrate and stay focused no matter what distractions they face. They must also be able to juggle projects and deliver their best.

2. Effective Problem Solving: When writing programs, developers are likely to come across many snags. However, an intensely creative and efficient freelancer can find solutions and develop strategies to work around the problem. If he can solve problems as they come up, he is sure to create the ideal site that has the fewest bugs and functions smoothly.

3. Cooperating and Being a Team Player: During the course of developing the website, your freelancer will need to constantly remain in touch with the other members of your team to understand how your company operates. For instance, getting detailed information of what the business is all about, the goods and services you provide, and the marketing strategies you have in place. Your team needs to work in collaboration with one another so that information is relayed accurately and the web design is perfectly in tune with the culture of your enterprise.

4. Dedication and Thoroughness in Performance: The main difference between a great programmer and a mediocre one is the attention to detail. The basic rule about web development is to make sure that there are a minimum number of errors possible. The fewer the errors, the more seamlessly the website functions. Errors only result in bugs that can make the user experience less than perfect. The dedicated freelancer is likely to eliminate errors and check and recheck until she is completely satisfied with the product before she delivers.

5. Willingness to Grow and Learn: A web developer continues to remain successful only so long as he keeps pace with the newest developments in the world of programming. Without a passion for the field and the enthusiasm to continuously hone his skills and get better at what he does, he is likely to fall behind very soon.

Use these tips and you’ll soon find the best remote hire professional that can create the perfect website to support your business.

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