Recruiting for Remote Positions

Want a remote job in 2025? You’ll need more than just a resume and luck. Remote roles still exist (I hire for them at Mixmax, too!) - but the competition is fierce. So if you’re serious about working from anywhere, here’s how to stack the odds in your favour: ✅ 1. Focus on remote-first companies These companies build for remote - it’s in their DNA. Less chance of surprise “return to office” changes. Tip: Engage with their content, learn their product, and reach out to current employees before applying. ✅ 2. Use verified remote job boards Try: Remotive, Remote Source, FlexJobs, We Work Remotely, We Are Distributed. Pro tip: Set alerts so you can be an early applicant. ✅ 3. Go beyond job boards Search for phrases like “async” or “distributed team” Look at customers of tools like Deel or Remote - these are companies built for global, remote teams (we use Deel). Watch for remote-friendly orgs like nonprofits or bootstrapped startups that don’t advertise heavily. 🎯 How to stand out in the process: 📌 Be highly qualified -These roles attract hundreds of applicants. If you’re not hitting 90%+ of the requirements, it may not be the right target. 📌 Differentiate through small actions - Send that intro email - Submit the optional cover letter - Reply and schedule interviews quickly - Send thank-you notes (very few do this - and it is noticed) 📌 Show your remote readiness - Mention remote experience on your resume. - Highlight tools you’ve used: Notion, Asana, Trello, ClickUp, Slack, etc. - Demonstrate skills like self-direction, problem-solving, written communication. 💡 Even how you schedule and follow up says a lot about your fit for remote work. 👉 Remote jobs aren’t impossible - they just require more intention. And sometimes, a mostly-remote or hybrid setup can meet 90% of your goals. Be open. Be strategic. And play the long game.

Most companies do not fail in Africa because of market demand. They fail because operational expansion is far more complex than they expected. Before you can scale, you need to hire. And across Africa, that is where things can get complicated. Different labour laws. Different tax systems. Different currencies. Different pension structures. Different compliance requirements. And according to Ernestine Catz - van Rappard, CCO at Workpay, this is one of the biggest operational challenges companies underestimate when hiring across the continent. In my latest episode of the Unlocking Africa Podcast, we discuss the hidden complexity behind hiring, payroll, and workforce management across Africa. One quote that immediately stood out to me… “One of the biggest misconceptions is that Africa is one market, but it’s not.” That becomes very real the moment a company tries to hire across multiple African countries. As Ernestine explained, every market has different: • Employment regulations • Employer obligations • Payroll systems • Tax filing requirements • Termination rules • Benefits structures And getting payroll wrong is not a small issue. “People need to get their salary on time… especially in Africa where payroll is the lifeline of people.” That point really stayed with me. Because payroll is often treated like an administrative task, but in reality, it is infrastructure. It determines whether companies can scale effectively, remain compliant, and build trust with employees. One of the most interesting parts of the conversation was around Employer of Record (EOR) services and how they are changing hiring across Africa. Instead of spending months setting up entities before hiring staff, companies can now legally hire employees through local infrastructure providers. As Ernestine explained… “Setting up an owned entity can be very expensive and can take up three to twelve months… using an Employer of Record can be done in 30 days.” We also discussed: ☑️ Why payroll in Africa is more of an infrastructure challenge than a software problem ☑️ The rise of remote work and distributed African teams ☑️ Why global demand for African talent is increasing ☑️ The misconceptions international businesses still have about hiring in Africa ☑️ Why local expertise matters when managing teams across multiple countries Another quote I thought was important… “You can have a great product… but you really need to have the right people.” That is true whether you are building in London, Lagos, Nairobi, or Johannesburg. This conversation was a reminder that hiring and paying people across the continent is not just an HR challenge, but a strategic business capability. ⬇️ Listen now, link in the comments below ⬇️ #HiringInAfrica #FutureOfWork #Payroll #AfricanBusiness #RemoteWork

Why do so many remote hires fail within the first 90 days? It's rarely about experience. It's almost always about fit. Specifically, fit for how remote work actually operates. Here's what most hiring managers miss: Remote work removes the "structure" that offices provide. No one taps you on the shoulder. No one notices when you're stuck. No one reads the room, because there is no room, except the virtual one we meet once a day. This means the traits that make someone great in an office don't automatically translate. And the traits that make someone great remotely are often invisible on a resume. So what should you be looking for? → Written communication clarity Asynchronous teams live and die by documentation. Can your candidate write a clear, self-contained update that requires zero follow-up? That skill matters more than most technical ones. No communication, no delivery. → Evidence of self-management Look for candidates who have operated with autonomy before, they can be freelancers, founders, or people who've worked across time zones. They've already built the habits remote work requires. → How they handle ambiguity Remote environments move fast and change often. Ask: "Tell me about a time you had incomplete information and still had to move forward." Strong remote workers have a clear answer. → Real-world execution ability Resumes describe what someone has done. Assignments show you how they think. A short, relevant task as part of your process will tell you more than any interview question. Remote hiring done well isn't about finding people who can work from home. That is easy. Most people want that. It's about finding people who can work without the systems an office creates for them. That is not so easy to find. That's a much smaller pool. Screen accordingly. Screen Better. Hire Better. Let me know if you want to talk about this via DM. #RemoteWork #Hiring #Leadership #FutureOfWork

After 10+ years of building fully remote teams across Europe, I realised something important: Technical skills tell you what a person can do. Remote-readiness tells you whether they can actually thrive in a distributed environment. And these two things are not the same. Here is the framework I use with every engineer we screen - regardless of seniority, tech stack or industry. 1️⃣ Ownership Remote work collapses if people wait to be told what to do. You need someone who naturally moves projects forward. 2️⃣ Written communication Most remote collaboration is written. If someone can’t explain their thinking clearly, the team slows down. 3️⃣ Asynchronous discipline People who can’t manage their time, or need constant supervision, struggle in remote-first setups. 4️⃣ Decision autonomy Remote teams rely on engineers who can unblock themselves without three meetings and five approvals. 5️⃣ Emotional maturity This one is overlooked. Remote work exposes how you handle uncertainty, feedback, silence, conflict and self-management. These traits matter more than people think. A brilliant engineer without remote readiness becomes a bottleneck. A strong remote-ready engineer becomes a multiplier. This is why our process works so well we match not just skills, but the ability to thrive in the environment founders actually offer. If you want to strengthen your remote hiring in 2026, this framework is a great place to start.

Remote roles get up to 10x more applicants than in-office jobs. So if you’re wondering why your remote job search feels impossible… that’s why. Because when the market gets competitive, you need a strategy that actually matches the level of competition — not the “spray and pray” approach most people are taught. Here’s what I tell every job seeker who wants remote work in this market: • Use remote-specific job boards. So many “remote” roles aren’t actually remote. Nodesk is my current favorite. • Target remote-first companies. If they don’t have an office, they can’t drag you into one. • Level up your resume. Competitive roles require competitive resumes. Period. • Show resourcefulness. If you can solve problems independently, SAY THAT. It’s a top remote skill. • Ask for referrals. You don’t need to be rich or connected; you just need to ask. • Stay open to contract roles. Not ideal, but increasingly common - especially in your early career. Remote work is possible. But it takes intention, strategy, and yes, a little extra work. If landing a remote role is one of your 2026 goals, you’re in the right place - I share all the BTS you need to know. What’s been the hardest part of the remote job search for you lately? 👇🏻

𝗚𝗹𝗼𝗯𝗮𝗹 𝗖𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀 𝗛𝗶𝗿𝗶𝗻𝗴 𝗥𝗲𝗺𝗼𝘁𝗲 𝗧𝗮𝗹𝗲𝗻𝘁 𝗙𝗿𝗼𝗺 𝗔𝗳𝗿𝗶𝗰𝗮 (𝗣𝗮𝗶𝗱 𝗶𝗻 𝗨𝗦𝗗) One of the biggest frustrations for professionals across Africa is applying for “𝗿𝗲𝗺𝗼𝘁𝗲” roles—only to later discover those roles are quietly limited to the US, Canada, or Europe. After working remotely for over a decade, I’ve learned to separate 𝗿𝗲𝗺𝗼𝘁𝗲 𝗺𝗮𝗿𝗸𝗲𝘁𝗶𝗻𝗴 from 𝗿𝗲𝗮𝗹 𝗿𝗲𝗺𝗼𝘁𝗲 𝗵𝗶𝗿𝗶𝗻𝗴. Not every company that says “remote” is actually global. Here are 𝗰𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀 𝘁𝗵𝗮𝘁 𝗱𝗼 𝗵𝗶𝗿𝗲 𝗳𝗿𝗼𝗺 𝗔𝗳𝗿𝗶𝗰𝗮, based on skills, output, and results—not geography: 🔹 𝗗𝗼𝗶𝘀𝘁 – Async-first culture, minimal meetings, deep-focus work 🔹 𝗧𝗼𝗽𝘁𝗮𝗹 – Elite global talent network serving Airbnb and Duolingo 🔹 𝗖𝗿𝗼𝘀𝘀𝗼𝘃𝗲𝗿 – US-level salaries (up to $100k/year) with high performance standards 🔹 𝗖𝗮𝗻𝗼𝗻𝗶𝗰𝗮𝗹 (𝗨𝗯𝘂𝗻𝘁𝘂) – Africa-friendly time zones and mature remote systems 🔹 𝗭𝗮𝗽𝗶𝗲𝗿 – Truly global hiring, profit sharing, and strong learning budgets 🔹 𝗪𝗶𝗸𝗶𝗺𝗲𝗱𝗶𝗮 𝗙𝗼𝘂𝗻𝗱𝗮𝘁𝗶𝗼𝗻 – Mission-driven global nonprofit with strong African representation 🔹 𝗦𝘂𝗽𝗲𝗿𝘀𝗶𝗱𝗲 – Distributed teams serving global brands, optimized for African time zones 𝗕𝗼𝗻𝘂𝘀: Platforms like 𝗨𝘀𝗲𝗿𝗧𝗲𝘀𝘁𝗶𝗻𝗴 allow professionals to earn in USD while applying for longer-term roles. 𝗞𝗲𝘆 𝘁𝗮𝗸𝗲𝗮𝘄𝗮𝘆: Remote opportunities exist for Africans—but only if you know where to look and how to position yourself. Many strong professionals miss out not because they lack skills, but because their CVs still reflect 𝗹𝗼𝗰𝗮𝗹 𝗷𝗼𝗯 𝗺𝗮𝗿𝗸𝗲𝘁 𝗹𝗮𝗻𝗴𝘂𝗮𝗴𝗲, not 𝗴𝗹𝗼𝗯𝗮𝗹 𝗿𝗲𝗺𝗼𝘁𝗲 𝗲𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀. If you’re targeting 𝗨𝗦𝗗-𝗽𝗮𝗶𝗱 𝗿𝗲𝗺𝗼𝘁𝗲 or 𝗵𝘆𝗯𝗿𝗶𝗱 roles, I’m ready to help you 𝗿𝗲𝗽𝗮𝗰𝗸𝗮𝗴𝗲 𝘆𝗼𝘂𝗿 𝗖𝗩 𝘁𝗼 𝗴𝗹𝗼𝗯𝗮𝗹 𝗵𝗶𝗿𝗶𝗻𝗴 𝘀𝘁𝗮𝗻𝗱𝗮𝗿𝗱𝘀 and position you for companies like these. 𝗗𝗠 𝗺𝗲 if you’re serious about remote work. William Mutavi Altura Talent Consulting

Getting a remote job is not easy — especially if you don’t have the right strategies. People think it’s just “apply and pray,” but it’s deeper than that. I’ve been working remotely since COVID, across different teams and time zones. I’ve helped friends land remote roles. I’ve coached clients into global opportunities. And one thing has stayed consistent: Remote jobs don’t come to those who are qualified. They come to those who are strategic. Most people fail at remote applications not because they lack skills, but because they don’t understand how remote hiring actually works. These are the exact strategies I’ve used — and the same ones I teach clients today. 1. Use Boolean Search (Stop Searching Like Everyone Else) Typing “remote jobs” on Google will give you the same results 10 million people are seeing. Instead, use Boolean searches This filters out region-locked jobs and helps you find companies truly hiring globally. 2. Use Remote-First Job Boards Remote roles don’t live on random job boards. They live on platforms built specifically for remote-first employers: WeWorkRemotely Remote OK Remotive Himalayas Working Nomads If you want global employers, go where global employers actually post. 3. Build a Focus List of 100 Companies Instead of applying to 300 jobs randomly, build a list of 100 remote-friendly companies. Track: Their hiring cycles New roles on their careers page Their team changes on LinkedIn Their founders’ posts People who do this get interviews before roles even trend. 4. Target Companies With Global Payroll Partners If a company uses: Deel Remote.com Oyster HR Papaya Global …they can legally hire and pay people in multiple countries, including Africa. No payroll partner = low chance of them hiring you, even if you’re qualified. This one filter saves months of wasted effort. 5. Study the Team Before Applying Before applying, go to LinkedIn → Company → People. If you see people from: Nigeria Kenya Ghana South Africa India Brazil …it means the company already hires internationally. If everyone is from one country? That role is region-locked — no matter what the job post says. 👉 PART 3 drops next: How to Spot Real Remote Jobs, Avoid Scams, and Identify “Fake Remote” Roles Before You Waste Your Time. Just say “Ready for part 3” when you want it.

Were Kenyan programmers really the problem? Or was it me? Two months ago I felt stuck. After several false starts with Kenyan freelancers, my bootstrapped funds were running out. People urged me to build Robin’s tech in India. It was tempting. At Tiggly (my first start-up) we had built with an Indian agency successfully. I knew the drill, who to call. It could move quickly, stay within budget. It felt safe. The idea of Robin is to bring remote work to Africa leveraging AI. While Robin’s vision doesn’t require the AI tools be built in Africa - if we’re serious about reimagining remote work on the continent, then how we build matters too. Before making such a big call - I had to ask: What if the problem wasn’t the Kenyan freelance pool? What if it was me? ❓Had I articulated the product vision clearly and scoped the work right? ❓Did I really understand the AI tools available, and picked the right one with conviction? ❓Had I looked hard enough for the right talent? I made some changes: ✅ Clarified the product vision: printed A0, pinned on my wall ✅ Got serious about the right stack (thanks Mark for pushing me toward n8n) ✅ Sent 10 cold messages to Kenyan builders with deep n8n experience. Leveraged this new network to host Nairobi's first n8n hackathon. And that’s how I found my new local dev team. Once I fixed what was in my control, we were rolling. Proof that it was me all along? Some of the people involved in those false starts - they are back helping me in this new phase. A quick reality-check: part of the hurdle in bringing global work to Africa is structural. In India or the Philippines you can dial up an agency tomorrow: rate card, hundreds of positive customer reviews, bench talent - Done. In Kenya world-class freelancers exist, but plug-and-play shops are rare. This really matters because the number one thing that kills outsourcing deals? FRICTION. Thats why we launched the nn8nn: Nairobi n8n Network: Kenya’s top automation builders, accessible. Maybe an AI automation agency? Stay tuned. The goal is simple: make the next founder’s “Kenya vs. elsewhere” choice a no-brainer.

I ask one interview question that reveals remote maturity in 30 seconds. “How do you move work forward when you’re waiting on input and your teammates are asynchronous?” 👀  Their answers tell me very fast how they think, work, communicate, and plan. Why does this question work so well? Because remote work is not about loving freedom. Remote work is about handling distance with ownership. After working in remote-first companies across multiple time zones, and now leading People and Culture, I’ve noticed that the strongest remote professionals have a consistent approach. It means: → Checking what can be solved independently first → Writing the problem clearly → Sharing context, possible options, and the next step → Moving another task forward while waiting → Making sure nobody needs to chase them later In an office, sometimes blocked work can be solved with a quick chair turn. In remote teams, blocked work can sit for hours if someone freezes. Here is what weak answers sound like: → “I ping my manager”   → “I wait until somebody replies”   → “I ask for a quick call”   → “I follow up again later” None of these are wrong on their own. But if waiting is the full plan, remote work gets slow fast. The behaviors that tell me they’ll thrive: 1. Clarity Can they explain the blocker clearly? 2. Ownership Do they try to unblock themselves first? 3. Async skill Can they write context without a live meeting? 4. Momentum Do they keep work moving anyway? Candidates who demonstrate these habits tend to thrive in remote environments because they reduce delays, communicate proactively, and keep progress moving. Did I forget something? Chase Warrington, Darren Murph 👀 If you find this helpful, share it with someone that is actually remote job hunting.