top of page
Team Up Blog Post Page

How To Recruit Remote Teams From Scratch

How to recruit remote teams from scratch

Adopting the modern environment demands, most companies shifted from offices to hybrid or fully remote environments. Being a fully remote business means that you can search for suitable employees in all corners of the world without any limits. To do so, you need a defined strategy and recruitment plan.

Being on the market since the covid outbreak, we are very familiar with building remote teams for companies in Europe. Consequently, Team Up has the experience to search, recruit, and onboard talents with exceptional skills and a value-driven mindset.

There are 6 easy steps to recruit new employees from scratch:

  1. Define your recruitment requirements

  2. Use different channels to promote action

  3. Prepare for the interview

  4. Assessment Center

  5. Send the job offer

  6. Plan a successful onboarding

Let's dig up how we recruit talents, so you can build your recruitment strategy and take actions that lead to success.

1. Define your recruitment requirements

Defining recruitment requirements is one of the crucial elements and can help you find the most suitable candidates for each job opening. To build a team of professionals working remotely from the other side of the world or even from the same area, you need as specific job description as possible:

The Name

of the job opening/vacancy, that clearly says the position of the candidate you are looking for

Basic information

  • Location - whether it’s remote, or requires working in a specific location/office

  • Job Type - Is it full-time (160 hours/month) or half-time (80 hours/month)

  • Salary - the amount of money you are willing to pay to the candidate. It is optional, but keep in mind that the vacancies with the salary attract 60% more candidates

  • Deadline - what is the last date to apply for the job

Introduce your company

The candidates are willing to know some information about the company they are going to apply for, so it is always a good idea to give write a short introduction about the company including the information about:

  • What company does, what services does it provide?

  • Where the company is based and which markets it works in

  • What Values does the company have, or what does it support? Mission & vision in short


make a list of the skills, experience, and knowledge the candidate needs to bring with him/her to the company. This may include:

  • Years of experience in the industry

  • Communication skills

  • Language skills

  • Certifications

  • Market/industry knowledge, Network

  • Knowledge of specific tools like ERP, HRMS, Sales, ATS, CRM and etc


In this section, you should provide information about the activities and tasks the candidate will have to perform. The place in the organizational chart, with whom or what teams will he/she work with and to whom he/she will be reporting.


Make your company and position stand out and make it interesting by showing what perks do your employees have, why they should apply and work for you besides the salary

2. Use different channels to promote action

To search for remote employees, you need to define communication channels and ways to reach out to your audience. To find talents for our clients in Europe, we have several approaches that we highly recommend for everyone who wants to build remote teams:

Our network

Once we have a new job opening, firstly, we search for candidates directly in our network. We ask our family, friends, and business partners to recommend suitable candidates from their community. We also have a partnership agreement with educational institutions in Georgia, so they send resumes of their top students and help us find candidates with exceptional professional and personal skills.

Our talent referrals

We build a community of top talents in Georgia, so once we get a new vacancy, we ask them to recommend their friends. In Team Up 1 from 5 talent is referrals. This technique helps us not only to recruit new talents but build a community with a strong bond and similar values.

Online channels

For niche roles, the best strategy to attract suitable candidates for us is using several channels, sharing, and advertising new job openings. Before you plan to start your digital advertising campaign, make sure to build awareness and trust among internet users. We usually promote job openings on Facebook, Linkedin and in several groups.

3. Prepare for the interview

Once you prepare your job description and receive the right amount of resumes, you can focus on the interview stage. During Covid-19, we decided to decrease the part of face-to-face meetings, so our job interviews shifted online. To conduct a successful job interview, follow our plan:

define a suitable platform for your video interview

We have a one-way video interview format, so we use Zoho Recruit, and our talents send their videos straight to the platform. Some businesses prefer meeting candidates online, so you might need to set up your Google Meet or Zoom accounts.

define a suitable platform for your video interview

prepare relevant questions

You can always follow the same old plan of asking 5 basic questions for each candidate, for example, their previous experience, goals for the future, etc. We also highly recommend including questions that determine their mindset and values in life.

think of the answers you expect from the suitable candidate

Choosing the right candidate sometimes is very tricky if you don't think of the answers you expect from the most suitable candidate. Decide what to pay attention to, set realistic expectations and goals for a successful job interview.

4. Assessment center

Once you complete the video interview stage and shortlist several candidates, think of the testing stage. Relevant tests will help you discover how your candidates handle real-life situations. The question is how to prepare for such tests?

  • Ask team leaders to prepare tests based on their real-life challenges

  • Search for online resources

5. Send the job offer

After finding eligible candidates for your open positions, you can send the job offer that includes:

  • Job title

  • Start date

  • Salary

  • Benefits

  • Supervisor's name

  • Response deadline

In the matter of sending job offers to new talents, we are not scared to express excitement. Demonstrating sincere human emotions help candidates to feel more comfortable and have an excellent first impression as a part of the company.

6. Plan a successful onboarding

Did you know that new employees with a good onboarding experience are 18 times more committed to their job than others? Because of successful onboarding, new employees:

  • Immediately start productive work

  • Quickly discover their roles in the company

  • Reduce new employee anxiety

  • Have higher retention percentage

There are several details we consider when we onboard new employees:

Preparation phase

Set up tools and systems you use in the company. Also, define what you should teach to new talent and prepare materials for the first day.

First day

Meet and welcome a new employee. In addition, describe organizational structure, reporting tree, company culture, and ask to share their expectations. Finally, arrange an online meeting to meet the team.

Team Up first meeting

Post onboarding phase

Don't hesitate to talk with the talent to discuss the experience, and if any concerns or issues occur, address them.

As conclusion:

Hiring remote teams from scratch might seem like a lot of hard work, but not for us. We build digital teams in operations, design, and marketing and help European companies find the most suitable candidates for their open positions. It takes 2-4 weeks for us to search, recruit, and onboard top talents for startups, medium-sized businesses, and even enterprises.

You can surely complete these steps and build exceptional digital teams, but don't hesitate to reach out and ask us questions. We will be more than pleased to help you.


Commenting has been turned off.
bottom of page