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Number 4 is an interesting point. Personally, as a hiring manager who works exclusively remote (though my company does have offices) if I thought someone was bo
by irvingprime 5y ago
Number 4 is an interesting point. Personally, as a hiring manager who works exclusively remote (though my company does have offices) if I thought someone was borderline or even under the line at handling remote work, I would not make them an offer at all.
Well, I might if we were talking about an internship and there was someone on site I trusted to keep an eye on them. Otherwise, one of the most important things I look for in any direct report is the ability to do their work without the need for a lot of hand-holding. IOW, if I don't trust them to work remote, then I just don't trust them.
- PragmaticPulp 5y ago> IOW, if I don't trust them to work remote, then I just don't trust them. It really depends. There are a lot of good people out there who don't do well with remote work. A lot. If your company is mostly remote, it makes sense to pass on people who aren't great at remote work. But if you have in-office teams where they'd be a good fit, it can still be worth bringing them in if (and only if) they're interested in an in-office position. It's really hard to tell if someone can handle remote work during an interview, though. People who have successfully worked remote and have good references are easy. People who have only worked in offices and want to go remote are much harder to evaluate in an interview context.