How to Greatly Increase a Remote Startup’s Scale

Many startups spent the pandemic holding back on growth and expansion plans. Instead, they focused only on what was mission-critical and maintained the staff they needed to meet their current needs. 

Then, when the virus seemed to be subsiding and the economy began to reopen, plans to scale up were back on the table. Unfortunately, things have now become complicated again. 

The Delta variant came and was quickly followed by Omicron. This procession has led even more workers to refuse to return to the office. That’s in addition to those who have gone on to find other opportunities entirely.

So what happens now? Startups can’t shelve their growth plans indefinitely. Instead, they need to figure out how to scale up with a fully remote staff, and in many cases, a changed business model.

This growth is not an easy task. However, the following tips should help you scale your business while remaining fully remote:

Create a Hiring Roadmap

You want your company to grow, and you need to build a team that can make that happen. Now, what do you need to do to execute that vision? It’s time to create a hiring roadmap that details the steps you need to take.

First, what does scaling up mean? Are you trying to increase sales and revenue, expand into a global market, or offer new products and services? You need clarity before you can do anything else.

Once you have that clarity, start exploring answers to the following questions:

  • Which teams do I need to expand?
  • Are there new positions I need to create?
  • Do I have current employees who are ready to take on leadership positions?
  • Is our employer brand strong enough to attract the right talent?

Now, create a list of remote positions you need to fill, along with your requirements. Once you have done that, you can begin to create lists of interview questions, create applications that will truly help you screen prospects, and implement a process for conducting video interviews.

Keep Prospects Engaged After they Accept Your Offer

Don’t go radio silent the moment a candidate says yes to your offer. Keep them engaged, and looking forward to starting with you. Plan to reach out to them regularly with welcoming and helpful information to give them something to look forward to. Then, after they start, schedule a time to check in with them at 30-day intervals.

Prioritize High-Energy Candidates

It takes a high-energy mindset to stay engaged enough to push a company through a growth stage. Workers must be particularly self-motivated to make that happen while working remotely. Communicate to recruiters and hiring managers that you need intrinsically motivated people.

Make Diversity a Priority

When you prioritize diversity in recruiting, you immediately have a larger pool of talent to work with. Additionally, diversity brings a valuable range of experiences and perspectives.

When you plan your recruiting efforts, it can help to think of diversity in two stages. 

First, consider your experience and education requirements. If you are demanding five years of experience and a bachelor’s degree, you could be eliminating candidates who could benefit your company. 

That would include younger candidates who bring fresh ideas and those who have gained knowledge and experience via other paths. By opening things up, you take advantage of the possibilities of acquired diversity. These are diversity factors that are acquired through life experience and circumstances.

Next, ensure that you are using methods that allow you to focus on the more traditional forms of diversity that include race, age, gender, and sexual orientation. These inherent diversity factors allow you to create a remote workforce that is dynamic and forward-thinking.

Improve Candidate Experience and Onboarding

It’s difficult to expect any candidate to start their job excited and engaged when their candidate experience has been frustrating. 

If your onboarding is lackluster, your new remote hires are going to struggle. Remember that remote workers won’t experience any of the welcoming socialization that people normally do on their first day at work. You’ll need to find ways to create those experiences for them.

Start by arranging an introduction session between new hires and their managers before they start. Also, feel free to send them important information about the company mission, upcoming projects, orientation meetings, or even social events that can bring remote hires up to speed and help them be ready to start on day one.

Don’t forget practical matters as well. Work with IT to ensure that company-issued laptops and peripherals are delivered to remote workers on time and that new workers have access to everything they need to do their jobs well.

Optimize Training for Remote Workers

If your training programs have been designed for workers in a traditional office environment, you may need to make some changes. Of course, that means bringing classroom training online. There are other things you should be doing as well. 

Work with your existing employees to ensure that knowledge base materials are up to date. This approach will help remote hires find the information they need quickly. You can also recruit team members to help create presentations and videos to introduce new workers to important processes and best practices.

Make sure to remember your remote workers as you make changes to prepare for growth. They will need to know how to use new tools and be familiar with operational changes that take place.

Bolster Your Recruiting and Hiring Team

If you are ready to grow immediately, you need an in-house team for recruiting and hiring. That isn’t to say you can’t use external recruiters or staffing companies. Those are excellent for filling in the gaps. 

However, when you need to attract prospects who will help you achieve your organizational goals, you need recruiters who understand and are attached to the company mission.

Related Stories You May Like