As a remote company, you should make use of your global talent pool. Part of that is making sure that your job descriptions fit within all cultural norms.
Remote teams can work together pretty easily on a small scale. Let some people work from home, hire someone out-of-state – it's really no issue. But what things do you have to consider when things grow?
Hiring employees in your own country is fairly simple. The only real differences may be between state or regional taxes and regulations. But if you want to hire remote workers in foreign countries as employees or contractors, then it becomes more complex.
Satellite offices, remote-friendly teams and "Remote OK". There are probably more than a dozen types of remote organisations and types. So, what's the difference between remote and "Work from Home" anyway?
Companies with remote employees like to hold on to synchronous communication as long as possible. Why that doesn't scale, and how you can incorporate "what you're used to" in your new workflow as a remote company.
Asynchronous communication is the holy grail towards creating a scalable and efficient remote teams, but what does that mean, and why is it so crucial?
With a team distributed amongst timezones and locations, getting everybody online for a daily standup – a common routine in modern teams – can become increasingly difficult.
We recently met with GitLab CEO Sid Sijbrandij to talk all about how they scaled a multi-billion dollar company with beyond 800 employees, fully remotely.
While many types of stipends are becoming more regular in many teams, education stipends are something that many companies don't provide. Why remote teams should do it differently.
Local employees will traditionally receive a place to sit, some utilities and a standard set of hardware when hired. What's usual with remote employees? Are you supposed to furnish their home-office?
Global job boards allow you to post and distribute your postings to hundred of thousands people worldwide, but do you really want that?
Onboarding is often seen as a crucial part of remote work. It's important to give remote employees a feeling of security and hospitality right away.
The quick catchup at the coffee machine, a casual chat in the hallway or a conversation at lunch. Having non-work-related conversations can be hard in a remote team.
We're really optimistic here about remote work, but don't be fooled! Remote work has its downsides. Let's talk about some of those instead.
Hiring someone without seeing them in person before can be scary. Here is how to conduct and be confident about remote job interviews.
Salaries in remote working settings can be tricky. Should you pay them equally as local employees? Or rather as much as they'd earn in their home country?
A manager's job is to know what's going on and where things stand, but checking in with remote workers can be difficult - people are in different timezones and asking questions can be hard.
Hiring in a remote setting can be tricky. There are a lot more things to consider and think about. We list the main ways to get people hired globally.
In the workplace, lot of learning is happening during breaks and conversations. How can you encourage it in remote teams?
When asked about their biggest challenges in remote work, 40% of our responders said 'Communication'. So, what's the issue?
When it's not an option to get hired as a contractor, international employers, or so-called payroll companies, can help. An updated list of one for each country.
Remote companies tend to have one problem that co-located ones can only dream of – too many job candidates to choose from.
Your remote employees have different needs than your co-located ones. Here's how to cover them.
What's remote-first and why do other models rarely work? We do a deep dive on remote-first vs. other setups.
Why does NoHQ have to exist in the first place? We explain the reason why this site you're on exists.