How to Hire and Work with Global Teams

·1 hr 7 min·15 clips

They treat remote hiring as a hands-on problem, not a theory exercise. One speaker recalls working with someone for six months before realizing the setup was not what it first seemed, because there was actually a wife involved in the work too. That story sets the tone for the episode's warning about online trust. If you cannot verify who you are working with, you are already behind. The hosts keep returning to simple human checks. A webcam call can reveal more than a stack of profiles. A short conversation can show whether the other person can think out loud. They also argue for very small first projects. Not small in the startup-pitch sense, but small enough to expose how someone works. One speaker even suggests hiring two candidates for the same tiny job and paying both, then keeping the one he wants to keep. It sounds inefficient. It is also cheap insurance. The episode adds a more structured layer with three 10-minute TestGorilla assessments. Those tests are used to surface English ability, reasoning, and basic proficiency before anyone moves further. The point is not to look objective for its own sake. The point is to avoid being fooled by a good profile and a smooth message. Communication keeps showing up as the deciding factor, sometimes more important than technical skill. The overall message is simple: trust remote people, but verify them early, cheaply, and directly.

As heard by us

A grounded look at global hiring, with trust and communication carrying most of the weight.

Founders Weekly frames global hiring as a trust problem first and a talent problem second. Heine Sakharazny and Thijs Vivino focus on the small signals that matter: start with the smallest possible project, test applicants on something real, then compare two people on the same…

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Hire across borders without pretending remote work is simple.

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