The whole category in one page.
BEFORE HIRING
Define the specific tasks, how you will judge them, and what they are worth.
Hire for one thing done well rather than five done badly.
THE MOST RELIABLE ASSESSMENT
A paid trial task with a deadline.
It shows quality, reliability, and how they communicate about work.
Never ask for substantial unpaid work.
THE THING THAT MATTERS MOST FOR RETENTION
Paying on time, every time.
Late payment is the fastest way to lose a good remote worker.
MEASURE OUTPUT, NOT HOURS
You cannot observe hours remotely, and attempting to produces surveillance and resentment.
That requires clearly defined deliverables. If you cannot say what should be delivered, you cannot judge the work.
ASK WHAT IS BLOCKING THEM, EVERY TIME
Remote workers frequently do not volunteer that they are stuck.
FOR FEEDBACK
Give significant feedback by voice, then confirm in writing.
Written criticism reads more harshly than intended.
ON ACCESS
Individual accounts, minimum permissions, documented, and removed the same day the arrangement ends.
WHAT TO ESTABLISH IN WRITING
Terms, confidentiality, and that work produced for you belongs to you.
