Why Remote Hiring Can Help Fill RevOps Talent Gaps

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The way we work has changed dramatically on a global scale. More people are working from home, and remote work is proving to not be a temporary thing—it’s becoming the new normal. This shift is particularly impactful in the field of Revenue Operations (RevOps), where talent with specialized skills is in high demand but becoming hard to find. 

A recent study by Gartner indicates that many leaders in sales and RevOps are prioritizing the expansion of their teams in 2023. However, they are encountering difficulties in fulfilling this objective. In this article, we will explore why remote hiring can be an effective strategy for filling talent gaps on RevOps teams. 

We’ll also delve into the potential obstacles you may face in remote hiring and offer solutions for overcoming them. If you are responsible for hiring in RevOps and are seeking additional strategies you can use to meet your talent needs, keep reading, this article is for you.

What is Remote Hiring?

Remote hiring is the process of recruiting, interviewing, and onboarding professionals who will work remotely rather than in a traditional office setting. Remote hiring can be especially valuable for RevOps roles which often require a unique blend of specialized skills that may be scarce or costly to source locally. Remote hiring can be a uniquely effective strategy for RevOps hiring managers facing talent acquisition hurdles by empowering them to expand their search geographically, giving them access to a more diverse and specialized talent pool. 

Remote Hiring Stats For RevOps Teams

Remote Hiring - Stats and Data

According to Harvard Business Review, global spending on tech work from other countries is projected to reach $305 billion USD by 2026, with technology sales teams at the forefront of this shift. Here are some key statistics that underscore the growing relevance of remote hiring for RevOps teams:

  1. According to Forbes, 93% of employers plan to continue conducting job interviews remotely.
  2. According to Statista, 48% of organizations invested in cloud enabled tools to support their remote workforce.
  3. According to LinkedIn, companies can cut costs by at least USD $4000 per person, by allowing remote work.
  4. According to Owl Labs, 16% of companies have employees who are fully remote.
  5. According to Slack, 72% of workers in over 6 countries interviewed prefer to work remotely. That means that 6,480 workers out of 9,000 would choose remote work over a physical office.

 

Despite the compelling data, some organizations remain hesitant, clinging to traditional methods of operation. However, as these statistics indicate, companies are becoming increasingly proficient at remote work and are finding solutions to the challenges it presents, making it a viable and often advantageous strategy for RevOps talent acquisition.

Benefits of Remote Hiring for RevOps Teams

Remote hiring provides several key benefits for RevOps teams. First, remote hiring helps you overcome skill or cost limitations in your local market related to acquiring the talent you need to drive growth and innovation. Accessing a global talent pool can lead to a broader selection of talent with specialized skills that may be limited and/or costly in your local market. For example, hiring from locations outside the United States, commonly referred to as offshoring—or nearshoring when sourcing talent from regions that are near like Latin America — can make hiring more cost-effective due to currency and cost-of-living differences. 

Second, remote hiring helps avoid stagnation of thought by bringing in talent from a variety of cultural and experiential backgrounds. This diversity can lead to more creative problem-solving, as team members contribute a wider range of insights, ideas, and approaches for understanding various customer needs and engaging with different markets. 

Lastly, remote hiring reduces the logistical challenges and costs of relocating new hires and expanding physical offices. This is especially beneficial for growing companies that want to keep overhead low.

In summary, remote hiring can offer RevOps teams a more cost-effective and agile way to meet their talent acquisition needs, while also enriching the team with diverse perspectives and skills.

Hands on Computer with recruitment keywords

Remote Hiring Challenges & Solutions For RevOps Teams

Hiring remote talent is no longer just a trend; it’s the new normal. But, this shift comes with its own set of unique challenges for hiring managers aiming to recruit top-notch professionals. In this section, we’ll delve into common challenges you’re likely to encounter in remote hiring and offer actionable solutions to overcome them.

Here are the main issues you should be aware of along with suggestions on how to tackle them:

  • Challenge #1 – Sourcing Talent Qualified For Remote RevOps Roles
  • Challenge #2 – Evaluating Remote Job Candidates
  • Challenge #3 – Onboarding Remote Workers
  • Challenge #4 – Keeping Remote Workers Engaged
  • Challenge #5 – Managing Communication Across Time Zones
  • Challenge #6 – Navigating Labor Laws in Remote Hiring
  • Challenge #7 – Managing Payments for International Remote Workers
  • Challenge #8 – Technical Difficulties In Remote Hiring 

Challenge #1 – Sourcing Talent Qualified For Remote RevOps Roles

Sourcing the right talent for Revenue Operations (RevOps) roles is a unique and complex challenge, especially when considering remote work. RevOps roles often require a blend of technical skills, strategic thinking, and a deep understanding of the sales process. These roles also demand candidates who can work effectively without constant supervision. Traditional methods like general job boards or company websites often cast a wide net but lack the focus needed to attract candidates with the specific blend of skills that RevOps roles demand.

How To Overcome The Challenge Of Sourcing Talent Qualified for Remote RevOps Roles

To overcome challenges related to sourcing talent qualified for remote RevOps roles, specialized job boards and digital platforms focused on RevOps or remote work can offer a more targeted approach. This strategy not only aids in efficient recruitment but also frees up resources you can invest in other critical areas of your company, such as their core product or service, marketing, and customer retention.

What To Do
  1. Utilize specialized job boards and digital platforms that focus specifically on RevOps or remote work to source candidates with the skills you need.
  2. Clearly define the job requirements, skills, and qualifications in your job postings to attract the right talent.
  3. Leverage your professional network and consider proactively reaching out to potential candidates, even those who may not be actively job-seeking.
  4. Use social media and online communities to announce job openings and engage with potential candidates.
  5. Analyze the sources of your best candidates and use this data to refine your sourcing strategy for future roles.

Challenge #2 – Evaluating Remote Job Candidates

The challenge of evaluating remote job candidates goes beyond finding skilled individuals; it’s about finding those who can do their jobs effectively in a remote work setting. A remote work setting demands people with a higher level of self-discipline because managers can’t supervise team members as closely as they would in an office setting. 

That’s why it’s more critical to carefully assess not just the remote job candidate’s skills and fit with your company culture, but also their ability to work independently. While traditional, in-person interviews give you the opportunity to evaluate candidates by the way they carry themselves during the conversation and their body language, these nuances can be missed when you’re not in the same physical space with your interviewees. This could make it harder to evaluate specific traits that might be crucial for the job. 

How To Overcome The Challenge Of Evaluating Remote Job Candidates

To overcome challenges related to evaluating candidates for remote job openings, assess interviewees’ demonstration of personal traits like self-discipline, motivation, and communication skills to get a more complete picture. 

What To Do
  1. Prioritize candidates who show they are self-disciplined, self-motivated, and strong communicators. These traits are crucial for remote work.
  2. Use online assessment tools and virtual interviews to get a more accurate read on candidates’ skills and fit for your company.
  3. Conduct structured interviews that are designed to reveal how well a candidate will mesh with your company culture.
  4. Even if you’re not actively hiring, keep a list of promising candidates for future openings.

Challenge #3 – Onboarding Remote Workers

Onboarding is a critical step in bringing new talent into an organization. In a traditional office setting, this process benefits from immediate, in-person support and the natural camaraderie that comes from being physically present with colleagues. The challenge with onboarding remote workers is replicating that supportive environment virtually. If you don’t get this right, new hires may struggle to integrate into the company culture or fully understand their roles, leading to slower ramp-up times and potentially lower productivity.

How To Overcome The Challenge Of Onboarding Remote Workers

To overcome challenges related to onboarding remote workers, use onboarding tools like digital checklists for task tracking, video conferencing software for virtual meet-and-greets, and a centralized document repository for easy access to company policies and guidelines. Also, consider offering tech support through a dedicated IT helpdesk to troubleshoot any initial setup issues. Implementing those strategies will help new hires quickly adapt and feel part of the team, ensuring a smooth transition into their remote job roles.

 

What To Do
  1. Use onboarding software that comes with clear guidelines and offers tech support to help new hires get started.
  2. Assign a “company buddy” to each new hire for regular check-ins, helping them feel connected and supported.
  3. Conduct video training sessions to clarify roles and expectations, helping new hires integrate more quickly.
  4. Keep potential hires engaged even before you’re ready to hire by inviting them to company events or engaging with them through online chats. This keeps them interested and gives them a sense of your company culture.

Challenge #4 – Keeping Remote Workers Engaged

Engagement is key to both productivity and long-term job satisfaction. When people feel connected to their team and the company, they’re more likely to stay and make positive contributions to the company. However, remote work environments pose a set of challenges that are distinct from those of in-person team environments. Remote work environments can sometimes leave one feeling isolated and disconnected from their colleagues, negatively impacting their job satisfaction and productivity.

How To Overcome The Challenge Of Keeping Remote Workers Engaged

To overcome challenges related to keeping remote workers engaged, focus on building a strong sense of community and offering opportunities for personal and professional growth. This approach can help mitigate feelings of isolation and keep your team members invested in their work and your company.

What To Do
  1. Use instant messaging tools and schedule regular phone or video check-ins to maintain a sense of personal connection. This helps team members feel like they’re part of the daily workflow, even when they’re far away.
  2. Plan virtual team-building activities like online games, coffee chats, or even virtual happy hours to build rapport and foster a sense of community. These activities can help team members get to know each other better and feel more connected.
  3. Offer online courses and clearly outline paths for career growth. This not only keeps employees motivated but also shows that the company is invested in their long-term development.
  4. For potential hires in your talent pool, consider offering access to some of these online courses or team-building activities. This can help them feel connected to your company culture even before they officially join the team, making for a smoother transition when they do.

Challenge #5 Managing Communications Across Time Zones

When your team is spread across different time zones, the risk of communication gaps or delays can affect both productivity and team cohesion. Coordinating interviews and screening calls can become a logistical nightmare, and relying solely on text-based communication like emails can lead to misunderstandings. As remote work reshapes hiring, mastering the art of time-zone-friendly communication is more crucial than ever. 

How To Overcome The Challenge Of Managing Communications Across Time Zones

To overcome challenges related to managing communications across time zones, use specialized tools and flexible communication methods that can help ensure everyone on your team, regardless of their geographic location, is kept in the loop and can contribute effectively.

What To Do
  1. Use a scheduling tool designed for multiple time zones to simplify setting up interviews and meetings.
  2. Diversify communication methods by incorporating video calls, voice messages, and mobile messaging apps like WhatsApp, in addition to email.
  3. Offer pre-recorded videos, such as Chorus recordings, for flexibility in viewing times.
  4. Utilize time zone-aware tools to find meeting times suitable for everyone on the team.
  5. Choose communication platforms that automatically adjust for different time zones, ensuring universal access to messages and updates.
  6. Consider hiring candidates within a 3-hour time zone difference from your location to minimize scheduling complexities.

Challenge #6 – Navigating Labor Laws in Remote Hiring

When you’re hiring remote workers, you’re potentially dealing with a variety of labor laws from different jurisdictions. As remote work continues to reshape hiring practices, understanding and complying with diverse labor laws becomes essential for smooth operations.

How To Overcome The Challenge Of Navigating Labor Laws

To overcome challenges related to navigating labor laws in remote hiring, consult experts and use adaptable tools that can handle the complexities of compliance across multiple geographies.

What To Do
  1. Speak with lawyers or HR professionals who specialize in local labor laws.
  2. Use HR software that can adjust to different legal requirements.
  3. Create a compliance checklist in order to streamline the process of ensuring all labor laws are followed and periodically review your operations to ensure you’re in compliance with all relevant laws.
  4. Consider using platforms or services that navigate the legal issues for you.

Challenge #7 – Managing Payments for International Remote Workers 

If you hire remote workers in different countries, paying them involves more than just transferring funds. You also have to navigate complex international payroll laws, currency conversions, and tax regulations. As you build an international remote team, managing international payments becomes crucial for maintaining a productive and engaged workforce.

How To Overcome The Challenge Of Managing International Payments

To overcome challenges related to managing international payments for remote workers, use a combination of expert advice and specialized tools designed to handle the complexities of global payroll.

What To Do
  1. Consult with accountants or financial advisors who specialize in international payroll and taxes.
  2. Use payment platforms designed for international transactions. It should be able to handle currency conversions and comply with different countries’ tax laws.
  3. Make sure to clearly explain how and when payments will be made, what currency will be used, and if any fees will be deducted. This keeps everyone on the same page and avoids surprises.
  4. Periodically check your payment processes to make sure they’re up-to-date and in line with current international laws.
  5. Research the tax obligations in your remote workers’ countries and withhold taxes as needed.

Challenge #8 – Overcoming Tech Barriers in Remote Hiring

Technical issues like slow internet, poor video quality, or bad audio can disrupt the remote hiring process, especially during video interviews and phone interviews. It can also happen that a job candidate has the right skills but lacks the proper technology or workspace to be effective in a remote work environment.

How To Overcome The Challenge Of Tech Barriers in Remote Hiring 

To overcome challenges related to technical issues in remote hiring, it’s crucial to be both prepared and flexible. This involves giving remote job candidates and workers the resources they need and having backup plans in place.

What To Do 
  1. Before interviews, send candidates a checklist of the technical requirements they’ll need to meet, such as a stable internet connection, specific software applications, and required computer specifications. 
  2. Have a tech support person available during interviews to troubleshoot any issues that may arise, ensuring a smoother experience for everyone involved. 
  3. Before proceeding with making a hiring offer, perform a quick speed test and technology assessment to ensure the candidate meets the technical requirements. 
  4. If a candidate is a good fit but lacks the necessary technology, consider offering a stipend to help them purchase essential tech tools or upgrade their internet connection.
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Tools for Remote Hiring & Managing Remote RevOps Teams

When you’re looking for the best talent, especially in tech sales, having the right tools can make a huge difference. These tools should match your team’s goals, your company’s specific needs, and make the hiring process smooth. Here’s a focused guide on the types of tools that can help you attract, evaluate, and keep the best remote workers.

When it comes to hiring and managing remote teams, especially in tech sales and Revenue Operations (RevOps), having the right tools is crucial. These tools should align with your team’s objectives, meet your company’s specific requirements, and streamline the hiring process. Below is a guide outlining the types of tools that can help you attract, assess, and retain top remote talent.

Types of Tools and Their Uses

1. Job Boards and Recruitment Platforms

Using Job Boards and Recruitment Platforms can help you source and evaluate candidates, making the talent acquisition process more efficient.

Brands to Consider 
  • Upwork: Upwork is a global freelancer platform where businesses can find and hire skilled professionals for a wide range of tasks, including RevOps, from over 180 countries.
  • CloudTask Marketplace: The CloudTask Marketplace is an online platform that employers seeking to fill Revenue Operations (RevOps) roles through offshoring or outsourcing use to streamline the process of finding, evaluating, and hiring talent, as well as managing vendor relationships. The platform is ideal for hiring for RevOps functions, such as Sales Development, Sales, Customer Success, and Customer Support.
  • Overpass: Overpass is a freelancer platform where you can browse, interview, onboard, manage, and pay your remote team. The sales experts you hire can engage prospects and customers directly through the platform, enabling you to easily monitor their performance 
  • Commission CrowdCommissionCrowd is a platform where businesses can find and connect with professional sales representatives. The service provides help in setting up deals and matches companies with sales reps who work for commission, paid only after a sale is closed.

2. Online Assessment Tools

Using Online Assessment Tools empowers you to evaluate candidates’ skills and fit, giving you a clearer picture of who’s right for the job.

Brands to Consider 
  • CrystalKnowsCrystal offers personality assessments you can use to better understand a remote candidate’s communication style and preferences. You can use these insights to tailor interviews for more thorough candidate evaluations. 

3. Applicant Tracking Systems (ATS)

Using Applicant Tracking Systems (ATS) can help you keep track of all applicants and where they came from, so that you stay organized and make informed hiring choices.

Brands to Consider
  • BambooHR – BambooHR includes an Applicant Tracking System that automates the recruitment process, from collecting resumes to interview scheduling, saving you time and improving the efficiency of your hiring process.

4. Onboarding Software

Using Onboarding Software can help you with task tracking and guidelines, improving the process of onboarding new hires.

Brands to Consider
  • BambooHR – BambooHR streamlines the onboarding process by automating administrative tasks. It centralizes essential data, allows early communication between new hires and employers, and tracks training progress. This makes the transition into new roles efficient and seamless.

5. Document Management Systems

Using Document Management Systems helps you make company policies and guidelines accessible in one place, so that you can ensure everyone understands and has the best chance to meet expectations.

Brands to Consider
  • Monday.com – Monday.com is an open platform that allows organizations to build and customize tools for managing various aspects of their work. It aims to improve team alignment, efficiency, and productivity by tailoring workflows to specific business needs.

6. Learning Management Systems (LMS)

Using Learning Management Systems (LMS) empowers you to offer on-demand courses to build skills, helping your team grow professionally.

Brands to Consider
  • Kajabi – Kajabi provides an easy-to-use course builder with a variety of templates for different learning needs. It also offers a mobile app for on-the-go access. The platform is particularly useful for creating on-demand courses that can be staggered over time to increase engagement.

7. Time Zone Scheduling Software

Using Time Zone Scheduling Software helps you schedule meetings at times that work for everyone, no matter their time zone.

Brands to Consider
  • Time Doctor – Time Doctor is an automated time tracking software that focuses on Workday Analytics to improve productivity. It’s customizable and offers data-driven insights for better decision-making. Suitable for remote, hybrid, and in-office teams, the software claims to increase productivity by an average of 22%.

8. Communication Platforms

Using Communication Platforms enables you to interact with your remote team via various methods, such as email, video, and voice calls. This enables you to ensure clear and effective communication among team members,  keep your remote team engaged, and drive effective communication across time zones.

Brands to Consider
  • AirMeet – Airmeet is a versatile platform designed for hosting various types of virtual events, from workshops to panel discussions. Events are held in a customizable virtual ‘ballroom,’ allowing for tailored experiences and meaningful interactions among participants.
  • Nextiva – Nextiva centralizes multiple communication channels such as voice, video, and chat, integrating them with business applications and automation. This streamlined approach enhances customer experiences and supports business objectives.
  • Otter.ai: Otter is a meeting transcription and collaboration tool that automatically captures and summarizes conversations from meetings, which can be helpful for documenting meetings and important conversations. It integrates with major video conference platforms like Zoom, Microsoft Teams, and Google Meet, and can also transcribe pre-recorded audio and video files. 
  • AirCall – Aircall is a cloud-based phone system designed for modern businesses, integrating with popular productivity and helpdesk tools. It aims to simplify phone support by offering features like instant number addition from over 100 countries, scalability, and real-time analytics.

9. HR Software

Using HR Software helps you manage various labor laws, helping you stay compliant and avoid legal issues. This is especially important for remote teams that may be spread across different jurisdictions.

Brands to Consider 
  • Deel – Deel is an all-in-one HR platform designed for global teams. It allows companies to hire, onboard, and pay both full-time employees and contractors compliantly and efficiently. The platform offers a centralized view of your entire workforce and handles global payroll through its self-serve interface. It also provides features like localized legal contracts, time-off tracking, and bonus management.
  • Remote – Remote is a global employment platform that handles international payroll, benefits, taxes, and compliance for companies. It serves both full-time and contract workers worldwide. The platform offers fixed, flat-rate pricing and provides intellectual property protections and security features.

10. Technical Support Software

Using Technical Support Software enables you to fix tech problems during interviews and beyond to ensure your remote hiring and managing remote team members runs smoothly.

Brands to Consider
  • Freshdesk – Freshdesk is a customer support software that consolidates requests from various channels into tickets for easy management and resolution of tech issues for remote teams. It offers automation and AI features to streamline support processes, integrates with third-party tools, and provides reporting for business insights.

Conclusion

The landscape of work has fundamentally shifted from traditional offices to remote settings, and this change is here to stay. This is particularly impactful in the Revenue Operations (RevOps) sector, where, as indicated by a recent Gartner study, RevOps leaders are eager to expand their teams but are facing challenges in doing so. 

Remote hiring offers a compelling solution for filling these talent gaps. It not only expands the pool of potential candidates but also brings quantifiable benefits. Remote workers are 45% more productive, and companies can save an average of $37,000 per employee annually. These statistics underscore the strategic advantage of remote hiring in today’s work environment.

However, remote hiring comes with its own set of challenges, such as effective communication and navigating international labor laws. These are real but manageable hurdles. With the right strategies and tools, you can not only use the strategic advantage of remote hiring to fill those talent gaps but also set your RevOps team up for long-term success.

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