🖋️Feature: About that time I was headhunted for a remote role, Part 1
Finding a fully remote job is hard so I share some trade secrets based on my experience after being asked to apply for a executive remote role
The (Corporate) “Dark Side” calls me occasionally.
Yup, I think to myself “maybe I want a fully remote job”, rather than being an entrepreneur, what I actually like to call a “won-woman-business”.
In the midst of the pandemic, even though my own business was thriving and growing year on year, I went through a phase thinking I wanted a permanent “Head of Remote” role.
Then, I was approached to consider just such a position, I think the old term is “headhunted”.
I went through an interview process and got to the offer stage.
Boy am I glad, real glad, I went through that process. I certainly don’t beat myself up over it, no.
All humans tend to think now and again, “the grass is greener on the other side” type of vibe, we get curious, we explore other options for our life and work.
That “dark side”, that “other side” and contemplating it, going through the applications process was fascinating.
Why?
The learnings were so extensive, I have written a 3 part series on them, please upgrade and subscribe to read them.
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To start, let’s get some context in place, taking a wider macro view first:
Only a portion of those organisations advertising “remote roles” are truly (truly) fully remote, like Gitlab and HelpScout for example. Another portion of companies are moving to being remote-first and working at that goal proactively, by building infrastructure, policies and processes, training their leaders and knowing they are going through a organisational design transformation. However, another portion are unclear on all of the above, they don’t have Remote “identity” policy or approach. Nada. Yet they continue to hire.
A reality check needs to come via the horror that is the state of modern hiring processes, which in my view not designed to in favour of the candidate. In some cases it is the exact opposite. Automation via ATS type systems, lack of funding in Talent Attraction departments combined with extensive invest-growth-boom type models in operation, means a lack of a strategy in hiring in many companies.
Reread that last sentence above and then consider recent times, external environmental stressors and tensions. Recovery from Covid. Organisations and leaders who are still hurting and needing rest. Yet, the economic drum keeps banging in their ears. With the call of “expand, hire and secure resources”, pace is prioritised. In my experience, many organisations are running before than can walk in relation to remote work operations. This is not good news for any candidate.
Horrible Hybrid then comes in here naturally, due to real estate contracts and/or leadership resistance (for so many reasons!)
Those last two points above begin to explain why so many roles are categorised incorrectly in job position adverts. Meaning that the actual percentage of true (true!) fully remote global roles that are being advertised are fewer than is widely appreciated. Plus, not every potential candidate will qualify - depending on the offer conditions - plus where the organisation can hire.
Some companies, call out very specifically their geographic footprint in terms of hiring and operations. Take a look below from Helpscout.
With this above in mind, still:
Many people don’t appreciate just how extensive the talent pool is for those applying - actually is. Remote roles are extra popular as they are available for application across multiple geographies. So yes, lots (lots!) more people apply.
Weave into that: That for some roles, you are also (as usual) competing with potential internal team applications and that team’s network of referrals, you start to appreciate how much competition there can be and that some people are pitched preferentially via existing trusted networks.
Note: this was why I was approached and requested to apply for the role I went through the application process for, I was initially recommended and referred.
Maybe now you have a better understanding of how few gems of remote roles really exist out there. Then, what we are left with now after painting that bigger picture and context, is what did I actually learn from going through that executive Head of Remote job application process, right through to end offer stage?
Part 2, will cover what I learned from that specific experience, which I will publish next week.
Part 3, will cover some key tips and advice I have garnered from my network of remote advocates, contacts, leaders and hiring specialists. That third post will be posted the end of November.
Thanks for reading article number 12, of Nomad November.
I also want to hear your feedback - so let me know here.
Check out all the previous articles below for Nomad November:
Nomad November Summary: #1 Nomad Skills > #2 DNS Origin Story (Free) > #3 Three Prompts for Better Nomad Living > #4 Liberland Representative, Samuela > #5 Fast Nomadism is unsustainable > #6 Audio Exercise, get ready to take a Better Break > #7 Remote Work could solve global poverty > #8 The Entrepreneurs cashing in on Nomads > #9 My Travel Transit Mobile Office Setup > #10 Retreat from life with a Retreat
May the road rise to meet you,
love n light,
💚 Ro