With contribution from Lisa Young - HR Coach and Founder of HRHQ

Are you considering hiring someone to work remotely from overseas? That’s an exciting step! But before you dive in, there are a few critical things to organise to ensure you and your future remote employee are set up for success. While remote work offers incredible flexibility, it also presents unique challenges that need thoughtful preparation.

Here are seven key steps to take before making that hire:

Define success upfront

Before anything else, ask yourself, “What does success look like for this role?” Be clear about the objectives and identify the behaviours that will drive results. Establish measurable goals and key performance indicators (KPIs) to set clear expectations. In a remote setup, determining how to measure success can be tricky, so make sure you have a solid plan in place for tracking progress and outcomes. Starting with a clear definition of success will keep everyone aligned, even when working from different corners of the world.

2. Design the role with remote work in mind

A successful remote role is more than just taking a job description and putting it online. Consider how the job functions in a virtual environment: How will your new hire communicate and collaborate? How can tasks be completed efficiently? What tools and processes will support productivity and engagement? By intentionally designing the role for remote work, you'll foster both high performance and job satisfaction.

3. Audit your tech and tools

Remote work relies heavily on technology, so it’s crucial to assess whether your current tools are up to the task. Are there any gaps that might hinder collaboration or efficiency? Evaluate how your team currently uses tech and identify what might need adjusting for a remote setup. A tech audit ensures that your future remote employee has everything they need to thrive.

4. Build a remote recruitment strategy

Hiring remotely calls for a unique approach. Begin by outlining your ideal candidate's skills, competencies, and work style—especially their ability to work independently. Your recruitment process should evaluate these traits, and don’t forget to factor in “remote-readiness” during interviews. Research the local market where you’re hiring to understand salary expectations, cultural norms, and the talent landscape. This will help you craft a competitive offer and ensure your employer brand resonates across borders.

5. Plan remote onboarding and training

Onboarding a remote employee requires extra care. How will you equip them with everything they need to know from day one—without being in the same room? Avoid the trap of endless video tutorials and reading materials (hello, death by PowerPoint!) Instead, create an engaging, interactive onboarding experience that encourages active learning and fosters connection, even from afar.

6. Create a remote work policy

A well-structured remote work policy is a must. It should set clear expectations around communication, working hours, performance standards, and data security. You’ll also need to address health and safety considerations, as you remain responsible for your employees’ well-being, even when they’re working from home. Covering these aspects in your policy will help avoid confusion and ensure consistency.

7. Consider legal, compliance and tax implications

When hiring internationally, navigating legal and tax requirements can be tricky. Different countries have varying laws around employment, taxes, and compliance. To avoid delays and headaches, consider partnering with a global Employer of Record (EOR), which can handle these complexities on your behalf, allowing you to focus on your core business (and steps 1-6 above!).

Hiring remotely opens up a world of possibilities, but it also requires thoughtful planning. By following these seven steps, you’ll be well-prepared to create a successful, productive working relationship with your new remote hire. With the right foundation in place, remote work can be a game-changer for both your business and your team!

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