General
- Define the role
- Role description
- Experience required
- Mission statement
- Outcomes
- Competencies
- Setup target profiles on Predictive Index
- Setup folder on GD. Each folder should have
- Role descriptions in GD + PDF
- Candidate tracker on GS
- Relevant CVs, PI and PLIs in each candidate folder
Remote Workers
- NOT everyone is fit for remote.
- Don't centralise the engineering R&D team if you want to sell later. However, you can enable co-operation between the companies.
- However, do centralise the infrastructure/systems team. Get them as close as possible together
- Roles
- SRE - own the uptime of the system. Both the systems and the software. They are typically strong software people with infra knowldge (or vice-versa)
- DevOps - deveopment all the way to deployment
- Value of remote working
- Flexibility - family life
- Worldwide talent
- If you have the right processes, you can build a better remote working team
- Remote working best practices
- Need daily standups
- Going to very advanced async process is important
Payscales
- Recommend adjusting salaries for the country of work
Timezones
- Keep the people within 3 hours time zones. Setup core hours.
Motivation/loyalty
- People will want to look for growth. If they like their growth story, they will typically stick around.
- You can bring the junior engineers to meet F2F once a year if it is not cost-prohibitive (Crossover did not do this)