It is unquestionable that remote work is here to stay, although recent global health crises have exacerbated the movement, remote work has long been a popular option for companies. Evidently, it will continue to play an important role in how businesses choose to operate in the future. 

In a personal interview with the management department, Brady, a manager at Qore, explains how he sees remote work evolving in the future:

“Part of the reason I began this business was because I see remote work expanding and moving more and more offshore. As globalization continues and there are more great candidates around the world, companies will have an easier time finding great talent to fill the roles they need to help make their companies operate more efficiently. I see 30-40% of company roles becoming remote or semi-remote and 50% of this workforce being offshore team members by 2025. I spoke with a Senior Manager at Wells Fargo who said they are already looking to move almost 1/3 of their workforce to be remote or semi-remote indefinitely.”


If you are considering taking a remote approach in building your team, this article lays out four things to consider before hiring your remote team or offshore workforce!

Job Postings: Identifying Skills

It’s critical to pursue a method of scaling both skills and talents before selecting your remote candidate. Of course, this procedure differs with any company looking to recruit a remote employee. At Qore, we begin by collecting the client’s requirements for a specific role. Working together, we then narrow down a set of qualifications based on those requirements. Upon reaching the selection process, we typically ask our candidates to submit an introductory short video of themselves along with the resume before we contact them to schedule a personal interview.


Qore’s recruitment approach takes into account all of the obvious concerns that businesses have when it comes to onboarding a remote employee. As a result, our methodology focuses on ensuring that we are selecting the right resources for the right tasks. 

“At Qore, we really attempt to find great fits for our customers. We don’t just give a list of people who could do the job, but we specifically look for ideal candidates for the position.”

Communication and Expectation Management

In a virtual work arrangement, communication can be a hard thing to do well. Employers have to carefully look into arranging adequate tools to ensure that team members share the same understanding and expectations of what their given roles require. Remote employees should also be made aware of all the responsibilities they have as well as the ways they will be held accountable to accomplish the tasks laid out before them.  

To ensure accountability on our part, a piece of the service that Qore provides is a monthly check-in with both remote team members and managers to ensure that our clients are satisfied.

Time Zones Difference 

With a remote team, it’s likely that some work schedules will need to be adjusted to accommodate time differences. These variables will be dependent on the responsibilities of the remote job itself as well as the business’s current needs. Time zone differences can be leveraged in ways to better synchronize team efforts.

For instance, Qore’s main office is 5 hours ahead of Eastern Standard Time. This is beneficial for us because when we start at 8am or 9am there is work that has already been completed and ready for review or collaboration.

Choosing The Right Tools 

Another area that necessitates a lot of consideration is management. Running a business along with a remote team can be challenging at first, to ease this process you need to choose the appropriate tools that your work requires. At the very least, video and audio teleconferencing capabilities should be consistent interactions so that everyone can participate and experience the team dynamic.

  • If you’re ready to take the next step and hire a remote employers through Qore, check out our website right now at