<story><title>Remote Work: Hiring, recruiting, and essential tools</title><url>https://blog.garrytan.com/masterclass-on-remote-work-hiring-recruiting-and-essential-tools-part-1-of-2</url></story><parent_chain></parent_chain><comment><author>remmargorp64</author><text>I just want to share my favorite remote work pair programming tool for MacOS: Tuple&lt;p&gt;&lt;a href=&quot;https:&amp;#x2F;&amp;#x2F;tuple.app&amp;#x2F;&quot; rel=&quot;nofollow&quot;&gt;https:&amp;#x2F;&amp;#x2F;tuple.app&amp;#x2F;&lt;/a&gt;&lt;p&gt;It has much better screen sharing than any of the other commonly used tools (Zoom&amp;#x2F;Slack&amp;#x2F;Skype&amp;#x2F;VNC, etc) with higher resolution, very low latency, and no distracting overlaying UI components (I can&amp;#x27;t emphasize how important this particular issue is to me).&lt;p&gt;It&amp;#x27;s essentially a reborn and upgraded version of ScreenHero (from back before Slack bought them out and then utterly destroyed what was so great about it).&lt;p&gt;I am not affiliated with Tuple in any way, but I want their product to succeed because I love it so much, so I evangelize it whenever I can!</text></comment>
<story><title>Remote Work: Hiring, recruiting, and essential tools</title><url>https://blog.garrytan.com/masterclass-on-remote-work-hiring-recruiting-and-essential-tools-part-1-of-2</url></story><parent_chain></parent_chain><comment><author>jefflombardjr</author><text>&amp;gt; One thing that we&amp;#x27;re really big on is, wherever we can, we&amp;#x27;ll engage in a paid trial, or a paid test of some kind. For engineers, this is rather straightforward. We&amp;#x27;ll basically just ask what their desired hourly or day rate is, and we&amp;#x27;ll put them on a modular project for them to work on. That kind of doesn&amp;#x27;t require being highly integrated with the rest of the team.&lt;p&gt;This is great for the company. But for the candidate, I&amp;#x27;m not convinced.&lt;p&gt;If I&amp;#x27;m a W2 employee, I don&amp;#x27;t have any interest in complicating my tax return for a couple of days trial contract. Realistically, how much more are you going to learn about me in that time frame over a 1-2 hour technical interview.&lt;p&gt;Some plan on a longer trial contract - I see alot of 3-6 month contract-to-hire situations. This still isn&amp;#x27;t good enough because in startups the candidate will miss out on stock vesting. In large companies the candidate will be &amp;#x27;other&amp;#x27;... there is a clear divide between FTE&amp;#x27;s and contractors at most large corps&amp;#x2F;there is a risk that the project might change&amp;#x2F;role availability will change.&lt;p&gt;If a company is serious about hiring employees. I&amp;#x27;m convinced w2 from the start is the best.&lt;p&gt;It sends the message - we trust you, you belong, you&amp;#x27;re a part of our team. There can definitely be a probationary period, and there should be a more stringent hiring process. To me this is about signaling. If a company isn&amp;#x27;t willing to hire full time I think one of the following: 1. You don&amp;#x27;t have enough funding to do this right. 2. You don&amp;#x27;t know how to properly interview people. or 3. You think this is being generous but in reality don&amp;#x27;t fully understand the implications.&lt;p&gt;Remote work is about trust. If you don&amp;#x27;t trust someone - you don&amp;#x27;t have any business hiring them. Even in the current covid situation I&amp;#x27;m seeing people hesitant to hire remotely. It&amp;#x27;s crazy. It&amp;#x27;s so much easier to slack off in an office than in a properly setup remote team.&lt;p&gt;Contractors are great for remote as well. But set clear expectations - straddling between contractor and employee is counter productive.</text></comment>