We look for people who value remote work, due to kids or anything else, and prefer this flexibility and therefore won’t take advantage of it. We immediately want to do a Zoom video call and set the precedent of how we operate as a company. We also always start out with a trial/probation period for each new hire allowing the new employee to complete a larger project.

• If multiple people are online in a house at the same time, this can occasionally cause delays with video conferencing tools.
• Almost every role we’ve hired for can be remote so we only have one approach for everyone.
• You might need to reach for something or run because there’s an earthquake.
• Take some time to reflect on the entire experience, identify what areas you can improve on, and start preparing for your next remote interview.
• Some people thrive in having a messy desk whereas others need to have a completely tidy station at all times.
• Just like a traditional job interview, a remote interview should be a two-way conversation.

We find that many people come to us because our model works better with their lifestyle. The approach would be roughly the same, with video calls replacing the in-person meetings. But, if you never hear back, consider that a sign that the company is likely going in a different direction. Besides, if that’s how they treat applicants, it’s a bad sign that they may treat employees that way also—and maybe you wouldn’t have been happy there anyway. You may also want to ask the employer some pandemic-specific questions.

Assessing Their Skills Remotely

If you don’t receive a job offer, don’t feel defeated in your job search. Just like you would for an onsite interview, spend time preparing yourself to answer common questions and problems. Like a phone interview, you’ll want a location that is quiet and distraction-free.

In fact, they may not even meet you in person for quite some time—or at all. You need to demonstrate that you can jump into the role without a lot of oversight and be a success, starting from day one. This means decoding the job listing to determine which skills, qualifications, and achievements are most attractive to the employer. Then, use those keywords in your resume and cover letter, as well as during the job interview. We use the same general process, though our candidate pool is much larger, and interviews include much discussion around compatibility with working remotely. We look for people with a lot of initiative, who contribute to other open source projects.

Leveling Up: Defining the Ladder of Software Engineer Levels

Most hiring managers are comfortable conducting online meetings in at least some capacity, but there’s a lot more to remote interviewing than just logging in and out of Zoom. The interview process seems to get longer and more involved every year, and the remote hiring process is no different. It would help if you prepared for multiple phone or video interviews, which may involve hiring managers, prospective colleagues, and human resources.

Whilst it can be challenging to adequately assess a candidate’s suitability for a remote position, it’s often just as difficult for the candidate to envision themselves working for your company. This is further exacerbated if they haven’t had the chance to meet you and your team in person. Even if you’re company is accustomed to performing interviews by phone, hiring managers are advised to adopt video conferencing technology when performing remote interviews. Video interviews afford you the perfect opportunity to establish rapport and accurately convey your company’s mission and values to potential hires. And when you’re competing for elite global talent, you must present the best case for your company.

Ways to Build a Seamless Remote Interview Process

We typically give the option during this trial period for the employee to work part time so they can continue on with any existing job they have until they know it will work out with us. We have found that people learn a lot in jobs about how to collaborate. If they have not learned these things, then a remote job can be a hard place to learn them. Most interviews will turn the tables at the end, giving you the chance to ask the questions. Beyond any of the “usual” questions you might want to ask, make sure you ask some remote-specific questions, too. Don’t be surprised if you’re asked to take a pre-employment test for a remote position.

But just because your meeting happens through a computer screen doesn’t mean you can’t be friendly and personable. Video interviews are still an opportunity to let your company culture and personality shine. Take time in your interview to ask personal questions and get to know more about the candidate outside of work. Spend time reading the company’s mission statement or values, and practice answering any value-related questions. Brush up your soft skills and practice answering common interview questions out loud. As more and more companies hire remote roles, it’s important to continue refining your remote interviewing skills.

Write down 3-4 questions to ask the interviewer

If the candidate happens to be near someone on the hiring team, we can do an in-person interview but other than that, it’s the same. If we are hiring remotees and they are not able to come to Cologne/Berlin for an onsite meeting, we hire them without having remote interview meaning met them in person. For example, the employer may assign you a project but doesn’t set a deadline for it. Conversely, they may assign you a project with a quick turnaround time. The employer isn’t just assessing what you can do but how you do it.