The Ultimate Guide to Hire Top Remote Tech Talents in 2021 Part 2

Updated on

In our previous article, we stated that the need for enterprise companies to hire and retain top remote tech talents has become a challenge in our world today due to the huge demand for skilled tech talent, combined with a growing skills shortage, and the rise in the global adoption of remote work due to the Covid-19 pandemic.

We also noted that remote work has become one of the most in-demand job benefits requested by tech talents globally since more employees now access reliable internet connections and desire remote working conditions for a greater work-life balance.

We then emphasized the need for companies to redefine what effective tech recruiting means, and how they can find, hire and retain top remote tech talents across the globe.

In this article, we would be describing who a remote tech talent is, how to hire remote tech talents and how to manage a team of remote tech talents

Who is a Tech Talent?

A “tech talent”, is a name used to describe a highly sought-after individual with the requisite skills necessary to drive growth and innovation, especially in technology-dependent companies. These individuals are usually skilled in in-demand problem solving and technical skills such as Data Analytics, SEO, Frontend & Backend, PHP, Javascript, Node JS, Quality Assurance, etc. 

They also cover a variety of roles such as Big Data professionals, Software Engineers, Machine Learning Engineer, Software Tech Lead, Data Scientist, Quality Assurance Engineer, DevOps Engineer, software developers, AI engineers, data scientists, IT professionals, products, and many more emerging positions.

How to Hire Top Remote Tech Talents

When it comes to hiring remote talent, three simple steps: 

  1. Employer of Record
  2. Find candidates through job boards and referrals. 
  3. Use job search sites such as LinkedIn, Indeed, or Glassdoor to post open positions. 

The Employer of Record (EOR)

An Employer of Record (EOR) is a third-party organization that provides global employment solutions which enable a client company to legally hire software engineers and remote talents in a foreign country without having an existing footprint or local entity in that country.

While the client company determines the schedule and performance of the employee hire, the EOR plays the legal employer role in the foreign location. In other words, the Employer of Record (EOR) is a third-party organization that serves as the employer for tax purposes, while the employee performs work at a different company.

The Employer of Record (EOR) is also known as Professional Employment Organisations (PEO) or Foreign Enterprise Service Company (FESCO) in China.

The Employer of Record (EOR) takes on the responsibility of traditional employment tasks and liabilities which could range from creating and maintaining employment contracts to sponsoring work visas, processing, and managing payroll, depositing and filing taxes, immigration, maintaining certificates of issuance, and making sure all labor regulations are being followed.

How To Choose an Employer of Record Provider

In selecting the Employer of Record of your choice, it is important to identify a provider that you feel the most comfortable with. Don’t rush into the selection process and if you get confused, we have prepared some questions below to guide you in making a decision:

Do they have expertise and operations experience in the designated country?

Not every Employer of Record has experience working in every country. The perfect scenario is for the Employer of Record to possess substantial experience working in-country with local expertise.

Are they internationally compliant with local employment laws?

The major advantage of using an EOR is mitigating the dangers of violating local payroll, tax, and immigration laws. In-depth knowledge of such legislation is critical when selecting a provider.

Will you be assigned a single point of contact or an online portal?

When managing people, you don’t want to be treated as a part of the numbers, with little human interaction. You would want to ensure that the Employer of Record will ensure end-to-end communications with you and the hire.

Do they have experience with similar business owners in your industry?

If they understand the business, they can tailor a solution to fit the needs of the company.

Is the Employer of Record service part of their core business?

If the EOR is an ancillary part of their business, it’ll not be a core focus. This can impact performance and employee morale.

We wrote an article titled “EMPLOYER OF RECORD: Managing Your Software Engineering Workforce in A Remote Work Era”. You can read it here.

Triple Your Chances of Hiring the Right Technical Talent the First Time!

Steps to Hire Top Remote Tech Talent

With your company’s vision for remote work and the remote model that best suits your company clearly defined, you will need to attract the right talent. 

Before you kick start the process of hiring top remote tech talents, it is important to ask yourself the following questions:

• How many people do you need, and for what positions?

• What is your budget?

• What are your geographical preferences? 

• What time differences are you willing to accommodate?

• What is the distribution of talent in the preferred locations?

• Where is the competition located?

• Nature of engagement (contractor or full-time employee)?

• Are there any legal requirements to consider?

Once you have answered these questions, you must set yourself up for success by having:

• A very clear job description that explains, in detail, what this person will do

• Clear requirements that you will use to evaluate candidates

• A rigorous recruitment process 

• Quantification of your hiring funnel

There are two channels through which you can attract top remote tech talent:

  1. Inbound applications
  2.  Outbound applications

Inbound Applications

Fortunately for recruiters, remote jobs are in high demand among professionals all over the world. There are specific job boards and sites where you can find people open to remote work and where you can post your remote jobs. 

BorderlessHR, Upwork, Toptal, FlexJobs, SolidGigs, JustRemote, RubyNow, Dice, etc. are a few examples of such platforms.

Why Go Borderless?

Expanding into new global markets takes time, incurs costs, and requires expertise. The complexities of global, regional, and local compliance require a trusted partner, like an Employer of Record (EOR), to eliminate the hurdles that come with global expansion and drive successful revenue growth.

BorderlessHR has vetted strategic partnerships with renowned international benefits providers to ensure there is a solution for all your requirements. This includes pensions, medical coverage, Employer of Record payroll, and employee assistance programs among other benefits.

Here’s why you should go Borderless for your Employer of Record (EOR) needs:

1. Fast market penetration

BorderlessHR helps you speed up the establishment of your company in foreign countries in as little as 48 hours, by appearing as the legal employer of your international hire. This allows your organization to hire the best global talent and leverage on new market opportunities as soon as you need them.

2. More flexibility & convenience

BorderlessHR (EOR) solutions are flexible. Businesses can test new markets or engage in short-term projects without setting up a physical office or presence. 

This is especially helpful for smaller companies that don’t have the corporate infrastructure or budget required to handle local payroll, immigration, and tax requirements.

BorderlessHr also provides you with a legal entity that can handle all these commitments. We also take steps to ensure that you are fully compliant with the laws and regulations of the host county.

3. Saves overhead costs

BorderlessHR (EOR) Services allow you to avoid the overhead costs that always accompany managing and maintaining remote software engineering teams in a foreign location.

From sourcing international talent to maintaining compliance issues, Borderless allows you to restructure your income and allocate these resources towards escalating your growth plans.

4. Minimizes unnecessary risks

BorderlessHR manages all legal functions and helps your company to take responsibility for the liabilities that accompany hiring and operating internationally.

Human resources issues concerning employee benefits, payroll and taxation, administrative operations, and compliance are taken on by Borderless, thereby protecting you from the risks that evolve from the mismanagement of such complexities. We also guarantee peace of mind as we take measures to ensure these responsibilities are being properly managed.

5. Manages back-office tasks & maintains compliance

BorderlessHR manages employee onboarding procedures, payroll processing, etc. on your behalf. We also ensure you comply with different state and federal government regulations. This includes overseeing a remote employee’s compensation, ensuring timely payment, and withholding all necessary taxes.

6. Save time and unnecessary expenses

From payroll to handling local regulations, BorderlessHR saves you time by handling all the bureaucracy on your behalf. By removing the necessity to line up an area entity within the host country your employees are based in, BorderlessHR also saves you thousands of dollars.

We also free you from having to take a position money into hiring internal teams to manage administrative functions starting from finance to legal procedures surrounding local employment law.

How does it Work?

We don’t just de-risk the process of hiring top talents for you, we triple your chances of making the right direct hire the first time by initially hiring and managing the talents on your behalf. 

  1. You let us know what you want.
  2. We match you from our diverse global pool of thoroughly pre-vetted software engineers available to work in your time zone, to ensure timely communication with you and the smooth running of projects.
  3. We manage your team on your behalf for a predetermined period and ensure you have a meaningful experience.
  4. We only hand over the team as a tightly knit top-performing squad to you at your satisfaction. 

Outbound Applications

Companies that hire top remote tech talent are often inundated with a lot of inbound applications. Depending on the number of roles you need to fill, you can work with a dedicated internal sourcing team, and have your in-house recruitment team focus on outbound applications, or you can opt to work with an external sourcing team.

Below is a step-by-step guide to how you can create an effective and structured outbound sourcing strategy to hire top remote tech talent:

Step 1. Create an intake form and vacancy template for each role

Create an intake form for any new role that hiring managers need to fill. Outline must-have and nice-to-have skills for candidates, understand why this particular role could be of interest to a candidate,

and outline the primary and secondary benefits, etc. 

Step 2. Create a sourcing strategy

Whether you are looking for just one new employee or constantly looking for new colleagues, start any outbound strategy with a clear sourcing plan based on your intake form. 

Step 3. Outline your Service Level Agreements and Key Performance Indices

What is your deadline for closing these roles? 

How many candidates do you have to source to hire an employee? 

What are the priorities regarding your open roles?

Plan for your SLAs, targets, and deliverables. 

Possible KPIs can include:

• Number of sourced candidates

• Number of submitted candidates

• Number of interviews you could conduct per week

• Percentage of inbound vs. outbound hires

• Number of hires

• Time to hire

Step 4. Measure results against strategy

It is crucial to constantly measure your results against your sourcing strategy. 

  • Are you targeting the right country/location? 
  • Are your salary levels in line with local market conditions? 
  • What feedback do you receive from candidates? 
  • Are you able to find and hire enough candidates based on your current strategy?

These are some of the questions you constantly need to ask yourself to optimize and improve your strategy. This will enable you to build historical data and will help with any future remote hires.

Principles for Screening and Interviewing Potential Candidates

Interviewing for a top remote tech talent position follows the same guiding principles as interviewing for any other role. With remote hiring, however, job sampling is even more important, as you need to understand whether someone is capable of doing the job without traditional supervision. 

There are four core principles for screening and interviewing potential candidates for a remote role:

1. The ability to work autonomously

2. Good communication skills

3. Independent and proactive

4. Experience with remote work

When hiring remote talent, your interview questions should be related to the candidate’s previous experience, their motivation for applying for the remote job, as well as the appropriate process-related questions.

How to Manage a Team of Top Remote Tech Talents

Remote team management is always evolving. It doesn’t end when a new employee comes in and is onboarded. Before venturing into the world of remote work, businesses must take a look at their current work culture, team size, and business goals. 

Goals & Expectations

When you manage a remote team(s), you have less insight into what your employees do. Establish and

share clear expectations with your co-workers and consider these important questions:

1. What are your business goals 

2. What are your expectations from the remote team?

3. Is there enough infrastructure to support your remote team?

4. What should reporting and day-to-day activities look like?

Define what “Remote Job” Means to You

Define your work policies and specify the type of remote employment. Should people work based on hours? Would there be physical meetups and how often? Include those specific expectations in your job descriptions, so applicants are clear about what they’re signing up for.

Communicate your values

Everyone on the team has to understand the company’s vision and mission. Communicate this to every team member and remind them of the importance of accomplishing things together. Revise these principles as you deem fit.

Set clear goals

Although remote employees tend to be driven, it is important to ensure that they are properly guided to prioritize their work. Always point out the desired outcomes so that both managers and employees know what to achieve by the end of each period. With this general outcome in mind, your remote team can feel confident, knowing they’re working on projects that will help them be successful. 

Set priorities

As a manager, set tasks based on their priority and be careful not to burn out your employees.

Create routine procedures and rituals

Start the day by writing a plan and list of tasks for the day. When work is being completed by teams across multiple locations, try to group tasks and schedule which location will be completing each of them. For team meetings, ensure you have:

-Regular short meetings to keep the team updated and synchronized on day-to-day activities

– Reporting or retrospective meetings to analyze the progress of tasks and the roadmap

-One-to-one meetings to discuss achievements or failures, to improve motivation, and to get feedback from employees

– Quarterly department meets to share important business data and business goals/strategies

– Company-wide all-hands meetings for team building

It is better to have long one-on-one meetings (longer than in-person ones). Never cancel them and always ask questions about the employee’s life outside work to establish a more personal connection. During team or company meetings, don’t forget to greet and praise all teammates. It creates greater motivation and increases the feeling of being involved in something meaningful.


Communication between teammates is very important. Try to be clear and specific in your communications, and do not make assumptions. Have a code of conduct and set of company rules and values. Then, document everything that can be documented. Next, make sure to develop a toolkit for remote communication, and, finally, create a framework for planning/reporting all processes.


Today, remote work isn’t just perceived as a futuristic idea, it has metamorphosed to become a very important factor in the hiring process.

Even top technology companies like Google & Facebook have expressed their interests in making permanent remote work options for their software engineers and tech talents whose jobs and daily tasks can be completed remotely.

In our next post, we would consider the challenges that remote teams face and how to mitigate them. We will also take a peek at the technology tools that aid efficient collaboration for remote tech teams.

We are Borderless!

We make Building Remote Software Teams Easier!

At Borderless, we build Global, manage Local, and handover Top Performing Software Teams, thereby empowering Businesses to own their Top-Performing Remote Software Team without the Overhead, 10x Faster.

Go Borderless and have your Software Team Built Global, Managed Local and 100% Owned by You!

Leave a Reply

Your email address will not be published. Required fields are marked *

Latest Stories

Here’s what we’ve been up to recently.

Get our stories delivered

From us to your inbox weekly.

Hire Talent