With employers pushing for workers to return to the office, it has become increasingly challenging and competitive to land a remote job. In the aftermath of the pandemic, remote job opportunities are diminishing across nearly all states in the United States, according to a recent Forbes report, citing ZipRecruiter data. This trend reflects a broader shift among companies, as they transition from work-from-home arrangements back to traditional in-office work environments.
Although remote job listings are disappearing, employees still overwhelmingly want to work for distributed teams. Remote, a global payroll, tax, human resources and compliance solution, receives over 15,000 applications per month for its fully remote and location-independent positions.
Marcelo Lebre, cofounder and president of the HR platform, desires to tear down barriers and democratize employment by leveraging the power of a dispersed workforce.
In a Q&A with me, Lebre pulled back the curtain for anyone seeking a remote position in an historically tough job market, including at his company. He talked about the intentionality in your search, cultural awareness when seeking an international remote position, what job seekers should be mindful of and more.
Q&A With Remote’s Marcelo Lebre
Jack Kelly: What do you look for in a résumé and cover letter?
Marcelo Lebre: We prioritize clarity and relevance. Highlight your key achievements and skills in a concise manner. Keep your résumé to one or two pages. A cover letter can help personalize your application, but focus on quality over quantity. Interviews are where you really shine.
Kelly: Do you hire based on one’s educational background or do you more so look for skills and growth potential?
Lebre: Skills and growth potential are our main focus. Education can be a foundation, but practical skills and a demonstrated ability to learn and adapt are what set candidates apart.
At Remote, we don’t consider education in hiring decisions unless it’s legally required for the role, such as a law degree for practicing attorneys. Additionally, we recently removed ‘years of experience‘ as a requirement for our job listings. This shift focuses on what candidates can do rather than how long they’ve been doing it, ensuring we attract highly capable individuals who might otherwise be overlooked. This strategy helps us build a dynamic team with diverse experiences and perspectives, which is crucial for our fast-moving startup culture.
Kelly: Why is it important for job seekers to be intentional when applying to jobs?
Lebre: Intentionality demonstrates that you’re genuinely interested and have done your research. It’s better to apply to fewer positions with tailored applications than to blast out 100 generic ones. Being intentional also means you’ll likely be matched with a company that shares your values and respects your specific needs.
For example, let’s say you’re one of the millions of job seekers with young kids. You most likely wouldn’t want to work for a company that doesn’t have supportive policies in place for employees juggling work and raising a family. But what exactly does that look like?
We recently surveyed 2,001 working parents raising young children in the United States to understand how different work models impact finances, career decisions and overall work-life balance. We found that 22% of hybrid workers want to work from home more frequently to better manage childcare, but find their schedules too rigid—nearly on par with the 23% of fully in-office workers who face similar constraints.
So, if you’re a working parent in the U.S., this might mean applying specifically to companies that offer flexible work schedules or remote work options. Additionally, we found that nearly one in five working parents have considered sending their young children to school earlier to manage the high costs of childcare, and one in four parents have delayed or are reconsidering having more children due to their job demands.
Therefore, you might want to apply exclusively to companies that offer benefits designed for working parents, such as childcare support, affordable insurance and generous paid parental leave. Being intentional in your job search can lead to finding an employer that truly aligns with your personal and professional needs.
Kelly: For an American who is interested in getting a remote job in other countries, which places are the most welcoming to them?
Lebre: Overall, we’re seeing more and more companies from almost every country we operate in increasingly embrace remote work. But looking at specifics, Remote recently conducted an in-depth analysis of every country and U.S. state to uncover the best 100 destinations for remote work, based on factors spanning quality of life, safety, internet infrastructure, economics, travel and more. The top 10 include Madrid, Spain; Madeira, Portugal; Toronto, Canada; Auckland, New Zealand; Tokyo, Japan; Paris, France; Portland, Maine; Taipei, Taiwan; Stockholm, Sweden and Reykjavík, Iceland.
These top cities have several commonalities that make them ideal for remote work. Many, like Taipei, Madeira and Tokyo, offer digital nomad visas, making it easier for remote workers to stay for extended periods. Cities like Toronto and Auckland are known for their high quality of life, safety and diversity, making them welcoming for international workers. Places like Madrid and Paris offer a mix of rich cultural experiences and modern amenities, ensuring there’s always something to do when you’re not working. Others, such as Reykjavik and Stockholm, stand out for their stunning natural landscapes and commitment to sustainability. These locations not only provide the necessary infrastructure for remote work, but also offer vibrant communities, excellent healthcare and a variety of recreational activities to enjoy.
Kelly: Is it important for job seekers to learn about a country’s culture and norms, as it relates to compensation and other matters, when applying to international jobs?
Lebre: Absolutely. Cultural awareness shows that you’re proactive and adaptable. It’s essential for roles in diverse, international teams. On the flip side, when assessing global opportunities, it’s equally as important to consider companies that make an effort to understand your country’s norms and culture, so keep that in mind when deciding who you want to work for.
Respecting different norms and understanding how things operate in various regions is vital when working for a global company, and showcasing your interest and effort in this area indicates you’re probably a good fit for a distributed team.
Kelly: When negotiating or discussing salaries with an employer based out of the United States, what should a job applicant be aware of?
Lebre: Understand the cost of living differences and the company’s compensation philosophy. Be clear about your expectations and be ready to discuss how your skills and experience justify your salary requirements.
The conversation has been edited and condensed for clarity.
Source: Forbes
