Building a remote team isn’t just about hiring people who work from their living rooms; it’s about rethinking how work actually happens. When you strip away the physical office, you’re left with the core of your business: your goals, your tools, and your people.
At HomeSourced, we’ve seen how transformative a global workforce can be. If you’re ready to scale beyond your local zip code, here is a practical, six-step roadmap to doing it right.
- Shift your Mindset: Manage Outcomes, Not Hours
The biggest hurdle for most managers isn’t technology–it’s trust. In a traditional office, it’s easy to assume people are working because you see them at their desks. Remote work removes that visual cue, which often leads managers to micromanage.
To succeed, you have to stop counting hours and start measuring results. Before you hire anyone, define what success looks like. What are the Key Performance Indicators (KPIs) for the role? When the goals are clear and measurable, you don’t need to watch someone’s Slack status all day. You just need to look at the output.
- Source the right talent
One of the best parts of going remote is that your talent pool is suddenly the entire world. However, a “massive pool” can be overwhelming.
When you start recruiting, look for more than just technical skills. Remote work requires a specific temperament. You want “managers of one”–people who are self-motivated, organized, and, most importantly, excellent communicators. Since you won’t be bumping into them in a hallway, their ability to write clearly and speak concisely is your lifeline.
- Build your digital workspace
A remote team is only as strong as the tools that connect it. You need a stack that covers three main areas:
- Communication: Tools like Slack Microsoft Teams for quick chats, and Google Workspace for collaborative documents.
- Project Management: Platforms like Asana, Trello, or Leantime help everyone see the ‘’big picture’’ and track deadlines without constant status-update meetings.
- Security: This is often the most overlooked piece. Relying on an employee’s 5-year-old personal laptop is a security risk. Whenever possible, provide company-managed devices. If that’s not feasible, ensure everyone uses a VPN and stays on a secure, high-speed connection.
- Intentional Onboarding
In an office, a new hire can ‘’absorb’’ the culture by being there. Remotely, you have to be intentional. Your onboarding shouldn’t be a single Zoom call; it should be a structured experience.
Start with a clear schedule for their first week. Mix it up with recorded training modules (using a Learning Management System, live 1-on-1s, and a virtual “meet and greet” to introduce them to the team. The goal is to make them feel like a person, not just a username on a screen.
- Navigate the Legal Maze
This is where things get technical. When you hire across borders, you run into two main risks:
Worker Misclassification: If you hire someone as a “contractor” but treat them like a full-time employee (setting their hours, managing their daily tasks), tax agencies may fine you for unpaid benefits and back taxes.
Permanent Establishment: In some cases, having a high-level employee in another country can accidentally create a “taxable presence” for your whole company there.
To stay safe, many companies use an Employer of Record (EOR). An EOR handles the local payroll, taxes, and compliance, acting as the legal employer so you can focus on the daily work.
- Sustaining the Culture
Building the team is a project; keeping it running is an ongoing operation.
IT & HR Support: Make sure your team knows who to call when their software crashes or when they have a payroll question.
Combatting Isolation: Remote work can be lonely. Avoid “forced fun” like awkward virtual happy hours that no one wants to attend. Instead, create low-pressure ways to connect—like Slack channels for pet photos or hobbies, or “coffee chat” apps that randomly pair team members for a 15-minute break.
The Bottom Line
Transitioning to a remote model is a journey. It requires better documentation, clearer goals, and a more human approach to management. By following these steps, you aren’t just “getting by” without an office—you’re building a more resilient, flexible, and global business.
Disclaimer: This guide is for intentional purposes. HomeSourced is not affiliated with or endorsed by the third-party tools mentioned (such as Slack or Asana). Always consult with legal and tax professionals regarding international employment.
