How to build an effective remote team in 5 steps

Kabir Uppal
• November 23, 2020
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emote working is not only a fad of today — it is a fact of the future. Companies going remote and remote-first businesses are depending on remote employment to assemble a talented and driven workforce.

But as progressive as remote working is, the truth is that it actually amplifies both the positive and the negative aspects of a company’s working culture. This is why remote businesses are searching for the right tools to put together a functioning and thriving distributed team. Furthermore, for job seekers, it’s more comfortable to work remotely right from home. They even prefer to be interviewed online, as in our times of uncertainty acing an online interview can be quite easier for them than good old in-person interviews.

Omnipresent, a company that makes it fast and easy to employ remote talent anywhere in the world, believes that the solution is to start from the beginning – at the employment stage. When done properly, hiring and employing remotely can be your ticket to a progressive working culture and sustained global expansion. Here we cover everything you need to hire, employ, and get your new remote talent working effectively.

1. Finding remote talent

The first step to remote hiring is to know how to source the best talent. These steps can help you optimise your remote talent search:

  1. Clearly define the job. This is the best way to make sure you are getting the most relevant applications. Get together with managers and remote team members to draft a clear job description and refine your interview questions.
  2. Check that each candidate is driven by your values. You can ask specific interview questions, introduce prospective employees to remote team members, or give them a remote task to complete. Don’t just focus on how they fit into your working culture, but think about what values and behaviours will bring them and your company forward in the long run.

Every company has its own approach towards hiring new talent. The trick is to know exactly what you want and to communicate this right from the start.

2. Check your hiring bias

While remote hiring is bringing companies a phenomenal range of talent to choose from, it has not eliminated bias from the hiring process. Age, race, gender, sexual orientation, work experience, or even where candidates went to school are used as criteria to disqualify candidates.

Here are some ways to work against bias when hiring remotely:

  1. Awareness: Be honest with yourself and analyse the diversity of your workforce and the people you tend to interview. Look at your hiring process and see where you can detect bias. You can even listen to your previous interview recordings.
  2. Diversity programmes: communicate your company’s willingness to fight hiring bias. Company-wide programmes can encourage your managers and workforce to help you in this process by checking their own bias and actively working to overcome it as a team.
  3. Competencies, values, behaviours: Don’t let your hiring process be derailed by bias. Instead, actively focus on the competencies, behaviours and values that you are looking for in a candidate. In the end, these attributes are going to contribute to your company’s success.

Hiring remotely provides some great opportunities to unlearn hiring bias. It is giving companies access to diverse candidates they would not find in traditional hiring settings. To make the most of this, a focused, unbiased hiring process is essential.

3. Employing compliantly

A fundamental step to building a successful remote team is making sure all new hires are employed properly. Compliant employment means you are employing staff according to local employment and tax laws. This covers:

  • Compensation
  • Benefits and welfare
  • Maximum working hours
  • Termination and severance
  • Payroll tax
  • Collective bargaining agreements


Each country and locality will have its own regulations. Though this may seem like a ton of admin work, the benefits are priceless:

  • Minimised risk of legal charges, fines, and blacklisting
  • Less bureaucratic hurdles in the long run
  • Greater stability for your company
  • Enhanced employee experience


Employing talent compliantly also signals a commitment to your employees and their roles. This offers a tremendous incentive for them to remain committed to your company and achieve its business goals. Employing compliantly is not just a legal necessity, but a means to sustain and nurture your remote company for the long haul. This is why compliance is at the heart of what Omnipresent does when it comes to helping companies employ their remote talent.  

4. Onboarding and settling into remote working

Onboarding facilitates your new hire’s first steps into your business. Getting a new remote employee started at your company is important both for them and your existing team. How your onboarding process will be structured is very much dependent on what kind of company you are. But there are some basic principles for successful remote onboarding:

  • Create an onboarding checklist
  • Check for equipment (internet access, laptops, accessories)
  • Provide them access rights to your teams’ tools (apps and softwares)
  • Introduce managers and colleagues across teams
  • Set clear, attainable goals for the near future
  • Offer sources for self-directed learning

Remote onboarding fulfils a number of vital functions for smooth remote working:

  • Equipping employees with the necessary technology and knowledge
  • Sharing values
  • Making them feel part of the team
  • Connecting team members individually
  • Accessing resources for personal growth

Successful remote onboarding is the key to sustainable employee productivity from the get-go. You can expect immediate results and increased growth with a fully equipped and integrated remote team.

5. Effective remote team working

One of the challenges of going remote is keeping your team connected and working together effectively despite the physical distance and time difference. Luckily there are a number of tools available that enable seamless communication and collaboration for remote teams. Some of the more popular tools include Slack for streamlined team communication, for project management and Front for email and shared inboxes. Yet aside from these pre-existing tools, as the number of companies going remote-first has increased drastically, startups such as Airmeet are developing innovative products and services that are specifically catered towards remote working thereby ensuring your teams are equipped with the necessary tools to guarantee long-term success. 

Eager to build a remote team?

With your new remote hire raring to go, Omnipresent helps take care of the rest. This means you can leave fiddly contracts, payroll, and logistical onboarding tasks to us while focusing 100% on your new remote talent. Operating all over the world, they have the expertise you need to stay compliant; wherever you are hiring. And as a remote-first company themselves, they have the first-hand experience successfully navigating the complexities of building a remote team. If we’ve piqued your interest, get in touch with them for a free consultation.

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