{"id":467,"date":"2021-04-16T11:17:00","date_gmt":"2021-04-16T08:17:00","guid":{"rendered":"https:\/\/arc.dev\/employer-blog\/?p=467"},"modified":"2025-06-11T13:06:04","modified_gmt":"2025-06-11T05:06:04","slug":"remote-hiring-fundamentals-yac","status":"publish","type":"post","link":"https:\/\/arc.dev\/employer-blog\/remote-hiring-fundamentals-yac\/","title":{"rendered":"4 Important Remote Hiring Fundamentals From First-Hand Experience"},"content":{"rendered":"\n

Guest Post by Justin Mitchell, Founder and CEO of Yac.<\/em><\/p>\n\n\n\n

This year, we raised $7.5 million<\/a> in venture funding for our voice messaging app Yac<\/a>. This is my second company, but also my fifth year of hiring remote employees, contractors, and freelancers. The whole team at Yac is remote and all of our hiring has been remotely. To this day I have only met a fraction of our team in person.<\/p>\n\n\n\n

I don\u2019t have a specific “3-step process” for my hires. Instead, I hire with a few core fundamentals in mind. Based on my experience in a remote environment, working from fundamentals over a must-follow process allows for way more humanity – and it\u2019s way more inclusive<\/a>.<\/p>\n\n\n\n

Looking for top talent fast? See how <\/em>Arc<\/a> can help you:<\/em><\/p>\n\n\n\n

\u26a1\ufe0f Find developers, designers, marketers, and more
\u26a1\ufe0f Freelance or full-time remote + fully vetted<\/em>
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Hire top talent with Arc risk-free \u2192<\/strong><\/a><\/p>\n\n\n\n

1. Hire Spare-Time Warriors<\/h2>\n\n\n\n

One of the first questions I ask potential candidates is \u201cWhat do you do in your spare time?\u201d<\/p>\n\n\n\n

The way I see it, I want to hire people to do tasks they do for free in their spare time (except, of course, I\u2019ll pay them to do that task for me). If someone is so passionate about something they do it in their spare time, can you imagine the passion they will bring to their role? I\u2019ll give you a hint: it\u2019s a lot. We pay them to do it, so they win. They deliver amazing work, so we win.<\/p>\n\n\n\n

For example, one of our content writers runs an indie news site. The content he produces for us, though, helps us sell more and increase our user base. Our in-house marketing specialist, Emilio, uses TikTok personally, so we had him make a few videos for us. They\u2019ve now reached over 5M+ views and he\u2019s created things we never would have thought on our own.<\/p>\n\n\n\n

2. Embrace The Side Hustle<\/h2>\n\n\n\n

Building a company is, in many ways, a game of \u2018who can learn the fastest?\u2019<\/p>\n\n\n\n

In my experience, people learn quickly when they have side hustles. So I actively look for candidates with side projects. I even have one, a product that changes the taste of seltzer with a scratch and sniff tab called TastyTabs. My co-founder Justin Mitchell runs an indie emailing SaaS called Newton. And when our director of design told us she is also a part-time professor, we were ecstatic.<\/p>\n\n\n\n

Some argue side projects distract people from business building. I see it differently. People aren\u2019t distracted if they have passion for what they are doing (see fundamental #1). When that happens, having side projects quickly teaches you new lessons, gives you new experiences, and stretches your brain into new territory. Plus, it\u2019s a good way to validate a true entrepreneurial mindset. If you are the type of person that loves creating, you are the type of person I want on my team.<\/p>\n\n\n\n

Read More<\/strong>: How to Find Remote Developers: 18+ Expert Tips & Essential Strategies<\/a><\/p>\n\n\n\n

3. Fire Very Slowly, If At All<\/h2>\n\n\n\n

I never understood the “fire fast” mentality that permeates some startups. I think the looming threat of a quick-firing does two negative things: damages any claim you make that failure is embraced as a learning experience (because people fear for their jobs if a failure is costly) and creates anxiety on your team that anyone could be fired at any time, reducing overall\u00a0productivity.<\/p>\n\n\n\n

I\u2019m comfortable shifting people\u2019s roles around after they join the team. Knowing that, my hiring process focuses on company-fit first, then role-fit. For instance, our in-house marketing team member turned TikTok maven was actually hired to be our first writer. He was pretty good at it, but we realized he might be better off making videos for us instead of writing \u2014 and the rest is history.<\/p>\n\n\n\n

The only time we\u2019ve ever “fired” someone was when a contractor ghosted us. We didn\u2019t hear from him for weeks and he didn\u2019t deliver anything, so that was a simple choice. Because we hire people to do for us what they do in their spare time anyway, we rarely have a poor performance situation. However, when it\u2019s clear the role isn\u2019t working, we talk with the person about their career goals, see where they can flourish in the company, and move them there. It\u2019s worked every time.<\/p>\n\n\n\n

4. Proximity Is A Dumb Metric<\/h2>\n\n\n\n

One weird thing I\u2019ve noticed about remote hiring is people talk about it like you can\u2019t hire someone locally. Yac is based in Orlando, and we hire Orlando- and Florida-based people as often as we hire “remote” people. We might conduct the interview process remotely, but it doesn\u2019t mean we can\u2019t hire locally.<\/p>\n\n\n\n

The difference in my hiring process is that I focus on\u00a0talent and culture fit, not office proximity<\/a>. So it\u2019s great if you are in the Orlando area, since it means we can collaborate in person occasionally. But it\u2019s not necessary. If you\u2019re a great fit and good at the work you do, I don\u2019t really check where you live. We pay everyone remotely too, so they can set up their own direct deposit and other banking information.<\/p>\n\n\n\n

Read More<\/strong>: How to Implement a Welcoming Software Developer Onboarding Process<\/a><\/p>\n\n\n\n

Stop Overthinking Remote Hiring<\/h2>\n\n\n\n

I promise, remote hiring only feels weird the first two times (once to do it, once to get used to it). <\/p>\n\n\n\n

After that, it\u2019s a simple process. As much as remote hiring is different from the traditional coffee chats and super days, it\u2019s critical to remember hiring remotely is a different\u00a0process<\/em>\u00a0to achieve the same\u00a0outcome<\/em>: amazing people on your team. <\/p>\n\n\n\n

The rest is just tactics.<\/p>\n\n\n\n

You can also try <\/em>Arc<\/a>, your<\/em> shortcut to the world’s best remote talent:<\/em><\/p>\n\n\n\n

\u26a1\ufe0f Access 450,000 top developers, designers, and marketers
\u26a1\ufe0f Vetted and ready to interview<\/em>
\u26a1\ufe0f Freelance or full-time<\/em><\/p>\n\n\n\n

<\/a>Try Arc and hire top talent now \u2192<\/strong><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

Yac’s Justin Mitchell unpacks his four fundamentals of hiring remotely and why doing so at his remote SaaS startup really wasn’t that hard.<\/p>\n","protected":false},"author":4,"featured_media":468,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[4,7,18],"tags":[],"class_list":["post-467","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hiring","category-remote","category-thought-leadership"],"yoast_head":"\n4 Important Remote Hiring Fundamentals From First-Hand Experience<\/title>\n<meta name=\"description\" content=\"Yac's Justin Mitchell unpacks his four fundamentals of hiring remotely and why doing so at his remote SaaS startup really wasn't that hard.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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