Hiring remote staff from outside the United States can give a growing company access to skilled people at a lower cost. It also comes with a few questions that do not come up with a local hire. Here are five things to check before you make an offer.
1. English and communication
For customer-facing and coordination roles, communication is the job. Interview by video, have the candidate explain a past task in their own words, and ask for a short written sample, such as an email updating a client about a delay.
2. Availability during your hours
Confirm the exact hours the candidate can work in your time zone, and whether that schedule is sustainable for them long term. A candidate who agrees to overnight hours they cannot keep is likely to leave.
3. Equipment and internet
Ask what computer they use, how fast and reliable their internet is, and what happens during a power or connection outage. Some candidates keep a backup connection or battery for exactly this reason.
4. How they will be paid
Many US companies engage international remote staff as independent contractors and pay them through an international payment service. Foreign contractors commonly provide IRS Form W-8BEN instead of a W-9. Rules differ by situation and country, so talk to your accountant before you set up payment.
5. Access and data security
Decide which systems the new hire needs, give each person their own login rather than sharing one, and remove access promptly if someone leaves. This protects your clients and makes onboarding cleaner.
Get help with the screening
Labor Doctor interviews every candidate before you meet them, covering English level, experience, availability and work setup. Candidates never pay a fee, and companies pay only when they hire someone we introduce. Email office@labordoctor.com to tell us about your role.