The biggest hiring mistake remote teams make (and how to fix it)

In partnership with

Hey remoter — Samantha here 👋

Hiring for a remote team isn’t like hiring for an office.

Yet, most hiring processes? Still stuck in the past.

Too slow.
Too complicated.
And worst of all, built on a lack of trust in remote employees.

If you want to hire the best global talent, you need a hiring process designed for remote work.

So let’s fix that.

In 5 mins or less, you’ll learn👇

> mistakes remote teams make when hiring.
> a faster, smarter way to assess candidates (without endless interview rounds).
> how to hire for trust & culture fit, without wasting time on bad hires

Plus, the hiring red flags I see remote teams ignore all the time 🫠 

ICYMI (if you’re new here 👋)
We recently shared:

• Cut the clutter, stop letting meetings run your schedule

• Stop the Slack chaos with less talking, more doing

• How can you protect your team's focus to avoid burnout?

Why hiring remotely feels broken 👩🏻‍💻

Most remote hiring processes don’t build trust.

They start from a place of doubt:
> “Can I trust them to work without being watched?”
> “Will they be productive from another time zone?”
> “How do I know they’re a culture fit if we never meet in person?”

So companies overcompensate 🚩🚩🚩

> They drag out the process: 5+ interviews, unpaid take-home projects, and then… no feedback. (I see this way too often!)
> They over-index on personality & soft skills (which matter) but forget to test actual work performance.
> They focus on interview performance instead of real work scenarios

But here is the real issue: you don’t “test” trust into a new hire. You build it!

The best remote teams hire smarter. They focus on trust, skills & culture fit without wasting weeks (and weeks!) on endless interviews.

Here’s how. 👇

 ✅ Step 1: get clear on what success looks like.

Most job descriptions are too vague.

Instead of listing generic traits; “detail-oriented” or a “team player” try defining: