The burden of trust always falls on you, the developer. So you offer concessions to mitigate risk and hustle in the beginning to establish trust:
0) Reach out directly to the prospective job. Show them how you can make a remote arrangement work.
1) Offer a short term contract up front - if you're not "a good fit for each other" the terms allow either party to walk with little notice.
2) Offer to fly out to meet the team personally (most other prospective engineers won't do this). Factor this cost into your rate and _do not_ bother them with additional travel expenses. Tell them you'll "foot the bill".
2a) Give them a single invoice with one number - make it easy for them to pay you.
3) When you've finally joined the team remotely, quickly offer up cosmetic suggestions on PR's, open up new PRs to improve the on-boarding documentation, tackle a couple of simple stories and get a PR out within a few days.
4) Get the senior devs to do walk-throughs of the code on Slack. When you encounter something semi-difficult that Google can't answer, that would probably take you a couple of days to unravel but a senior dev already knows, _call_ them on slack. Swallow your pride. Make a call.
5) Goes without saying - don't miss the standups. If you were in the office, it's easy to see that you're doing something else. When you're 1500 miles away, especially in the beginning, nightmares of the remote dev going MIA kick in quick.