Show HN: I wrote a free book on building remote teams
productizeteam.co
productizeteam.co
1- You are not testing candidates, this means vast majority of your hiring decisions are based on either resumes or interviews. You can't scale your hiring process without objective test results. You are not fully leveraging remote working if you are not testing rigorously.
2- You are not covering the 'trust' element of remote work, I'd suggest you start using a time tracking tool for yourself first, then start using it with your colleagues. You'll be surprised by the number of optimization opportunities.
3- Hiring people without testing and expecting them to perform great is not really remote working. Without productivity data, you don't have much to optimize. My personal model is identifying rockstars, turning their business behavior into model calendars and running a compliance program for increasing the average team performance in any team.
4- You missed the firing part, how do you handle that?
Wish you the best of luck in business
1 - I am testing candidates. Giving them two paid tasks.
2 - I found time tracking tools to be inhumane, especially for creative work (like designers), but I do understand it can be useful for other job positions.
3 - We have 35+ staff, so while we don't have the most optimized productivity data, we have a good "benchmark" as we can compare employee performance.
4 - We give 2 warnings, with comments and opportunities to grow, then we terminate the employee. So far it hasn't happened yet.