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Building a $10K-15K Remote Recruitment Agency

Learn how Anna naturally started her agency helping businesses find the right people.

1. Hello! Who are you and what is your business?

My name is Anna and I run a business called Remotivate. I am originally from Ukraine, but had the opportunity of growing up in the U.S for about 9 years with my parents. We moved back to Ukraine when I was 14.

I was in Ukraine for the rest of my teenage/young adult years. I started working at 17 doing quite a few different things. The company did a lot of exchange programs and job fairs – we sent people abroad for all kinds of programs all over the world. I started off as a coordinator/hiring manager/admin support, handling a lot of the operations and recruitment which were my main focus.

I was coordinating most of the processes and recruitment aspects, like:

  • Checking people for their English level 
  • Running/organizing applications, and 
  • Filtering candidates for employers from all over the United States and the world for these different exchange programs. 

Some of them were either for work, travel and work, or study abroad.

That was me at 17 – now I’m 25. That’s about eight years of experience in operations and recruitment. I worked for that company in Ukraine for about 5 years and I grew from being an ops recruitment coordinator all the way up to running most of the operations in the company when it comes to finding the candidates.

Over time, I started specializing in more of the work programs. My job was to create the right processes to make sure that we’re filtering accordingly, conducting interviews, and making sure we’re providing the right candidates for the right jobs depending on the demand that we had.

I got to the point where I got a bit bored and a little tired with the whole routine.

I wanted to grow and learn more in terms of operations and recruitment in different fields – and quite randomly, I got the opportunity.

An online company reached out to me through Upwork, starting as a small job then growing to a more permanent position. It was such an interesting and awesome learning experience, and I was able to bring value to the company. I got to work with an online entrepreneur who ran a few different businesses, so I had the opportunity to learn all kinds of different ways of what recruitment means in the online space. 

I worked with a few companies, helping with their OBS, recruitment, team management, and bringing structure to the various businesses. Over time I realized that more people started reaching out to me to help with their recruitment needs. 

But – because I was already managing a full-time job alongside having these different people reaching out to me and requesting my help, I realized I needed some extra hands on board – and thus, the business was created.

My strong suit comes in understanding the psychology of why people do what they do, what motivates them when it comes to their work, what really pushes them forward, how to see what makes people productive or the opposite and how to improve that.

Understanding people, along with my experience over the years, has taught me how to hire and recruit internationally across so many different countries because I, myself finally was able to bring two worlds together.

It came very easily to me and that is something that businesses are missing – even to this day. Online businesses haven’t been very successful when it comes to recruiting people that are a good fit, especially with important aspects such as: 

  • where to find them 
  • how to find them 
  • how to understand what makes them tick, and 
  • what makes them productive in a remote space.

Our goal is to really understand the vision of every employer that we work with.
What kind of culture do they have?
What kind of a manager is going to be running this candidate or team member?
How are they going to fit into the team environment and what does the environment look like?
We look at what kind of skills and personality they have because finding someone who is a good fit is in high demand.

Soft skills are much more important than the skill sets that we normally think of. For example,  let’s say we’re looking for an SEO specialist. Naturally, we think to go out and find an SEO specialist. Sure, we look at the experience, but the truth is that it’s less about the experience and more about soft skills.

Does this person have the drive to learn? Are they passionate about SEO? Are they going to go out and gain those skills? Are they going to do the courses? Are they going to be independent and trying to hack through? 

We figure out what the company needs and if the member will be able to bring the value they’re looking for. Some people could have 10 years of experience but will bring zero value to a company because they just don’t care enough.

Soft skills are what makes a really successful team member. Somebody who’s going to stick around for the long term and we make sure – and this is something we really focus on – that the needs as well as what a candidate can provide matches the needs and what a company can provide. This is the equation to a healthy long-term relationship.

I hired my first “part-time” employee that ended up bringing somebody else on board that automated a lot of the processes. This team member was absolutely brilliant. He has a background in development, so he helped out with building out the site, automating the whole back end of the processes, which is why we’re now able to take on so many more clients. I worked for about a year before I even had a website.

It’s been the three of us this year but expanding to a team of 5 by the end of January. because we have so many clients coming in. We could use the extra help in terms of going through candidates and being able to handle the account management. 

We create customized funnels to filter candidates. For example, our approach to finding a developer should be very different than how we’d find head-of-ops. The funnel depends on what kind of candidate we’re looking for in terms of their personality, experience level, etc. 

At the moment, based on the amount that we can handle, we take about 3-4 clients per month. Our services and pricing vary a little bit. A year and a half ago, we made under $1k because I was doing it independently through contracts – this grew into a few thousand dollars per candidate. 

We’ve tested out several pricing models because we wanted to find out what would work – for quite a while we stuck to $1500 per month. But, unfortunately, we’ve realized that depending on the role, we’d sometimes spend not a month (which is the average)  but 6-8 weeks, especially if clients ask us to deviate.

For example, clients might at first say that they need a project manager, but then later learn that what they needed was an ops manager. That’s why we’ve focused on working hard on our vision work to make sure that we know the full picture of what exactly the client needs for that candidate to do. A lot of the time clients don’t really know what the right role is – and they didn’t always communicate that.

What exactly do they want to do?
What’s the end goal, the results they are looking for?

Sometimes the position they need might be completely different from what they want. Sometimes we’ve had to go from customer success manager to an account manager – even though they’re the same roles – but sometimes we have to present it differently because we realized that the role (in terms of what needs to be implemented on the focus) is a tad different.

We used to spend anywhere between 30 to 50 hours looking for one candidate. It’s easier now that a lot of the process is automated, but there are still many, many hours that are put into finding one candidate. Even if that extends into month two or month three, if things needed to be changed or improvised, we don’t charge anything additional – but the team continues to work.

Because of this we decided to increase and play around with the pricing model. Recently we’ve gone up to $3,000 per hire, which made a lot of sense for us. So, even if hiring takes longer than a month and we need to be flexible, we are able to. 

We’ll be raising our prices for developers starting in January where most of the positions will be around $3000 and developer positions will be around $5000 because unfortunately, everybody wants a remote developer that’s looking to actually ground himself into one position for no matter what the salary is. Finding developers is a huge challenge for the team because of how much in demand their skills are.

Based on our research, it’s completely normal for recruitment companies to take even up to 30% of a yearly annual salary, which we are not even close to doing when it comes to those kinds of roles. I would say we’re still pretty cheap when it comes to the worldwide market of recruitment specialists. 

Right now we’re making anywhere between $10-15k per month – low five figures at the moment, but we are very new and only been in business for about a year as a registered company. I’d say we’re doing quite well and, as I mentioned, we’ve now expanded. 

One of the things to note as well: we grew this fast just by having affiliates and partnerships through recommendations. We only got the site up and running this summer, so we’ve had no marketing (which we started this January).

The business wasn’t something we were very avidly trying to build – but it was something that was a big need in the space. We’d found a niche. There are a lot of companies and job boards out there that are remote focused, but very little in terms of remote focused recruitment where it’s a very individual approach and a one time fee. We take customer service seriously. We go beyond just, Hey, here’s three candidates, good luck.

We open up our entire process to our clients. They get to see all the candidates coming in, how they’re processed and how they’re scored from beginning to end. This way, they understand why many hours are put into recruiting these types of candidates. We are inviting for every position, hundreds and hundreds of candidates to apply.

We’re not just posting in places and letting it all go to the wind; we invite hundreds of candidates from all around the world depending on the needs of the client. Clients get to see this in action to get to be a part of this process if they’d like to. They get to see the process happening and sometimes they like to go in and check out some questionnaires or skill tests that candidates have done.

It’s what makes us different. We don’t disappear for a month and come back and say, Hey, here’s the best that we found. No. We go out there and we actually provide these insights to our clients. We get to see how the wheels are turning and how much work is being put in – while continuously providing top candidates to the clients. It could be 3, or 5, or 1 candidate depending on how quickly we find the superstar that connects with the client. At the end of the day, we do our best to recommend what we believe is the best decision moving forward – but it’s up to the client based on the top candidates from the ones we provide them, who they liked and connected with the most, which is completely up to them. That’s what sets us apart.

Clients come to us for two reasons: either they don’t have enough time to handle their own hire (like recruitment and hiring) or they don’t have the experience. A lot of the times they’ve tried over and over to hire candidates and train them only to end up not working out, spending thousands of dollars.

So, in hindsight, spending $3,000 on a candidate that will stick around for at least half a year to year is definitely worth its value. Again, we work very closely to make sure that there’s a candidate that wants to grow in the company and that the company can provide that growth – it’s a big part of what we do. The pricing makes sense. 

There are months that we have fewer clients. We really depend on the leads coming in and the recommendations, but at the end of the day we want to be able to have cold leads so we’re starting to put a focus on our marketing. We want to be generating cold leads and helping clients that actually don’t know us, but they trust us – that’s what we’re striving for. 

Our expenses are very few: we do have some expenses besides affordable software that we use, but that’s mostly for our team which takes up less than 30% of our revenue – our margins are about 70% but it fluctuates depending on who we hire.

My calculations regarding our growth is that our revenue would continue being in that range, about 60 to 75 percent. So, we’ll have a steady and healthy profit margin moving forward.

2. How do you attract and retain your customers?

Our customers come from word of mouth, recommendations by other clients. This is also how we got our first clients. The other part is about our services. We’ve tested out a few different types of services, like consultations for recruitment.

We’ve tried to stay focused on our done-for-you recruitment service that we have been really successful with, and aim to expand in the future.

We focus on everything from vision work to creating the funnel for an employer to then delivering our top candidates. We do the whole recruitment process and help with providing guidance in terms of interviews. Any candidates that stand out are interviewed beforehand to recommend only top candidates to the client. 

It’s a bit difficult in terms of retention – it really depends on whether the client has a lot of open positions. A lot of the time, people come to us where it’s a one-time position, like a head of operations, head of marketing or other managerial position. That’s been the biggest standout so far for us.

Of course, we definitely have customers that would come back. They’ll stick around to fill a few positions, then get their hands full with training – and eight months down the line they’re growing the company and need another position filled. Or they’ll need more developers on board.

Most people need help with only top-level positions. We’re still experimenting in terms of who our top candidates and what the most popular position is, so we’ve stayed open in terms of what roles come in just because we want to test out what’s in demand for remote positions and what isn’t. 

Head of ops is probably our number one most in-demand role from remote clients for marketing companies and agencies. We very rarely take entry-level positions, although it has happened.

One of the collaborations I have is with a company called Job Rag. Their job board helps their customers find Eastern European candidates for all kinds of different roles. It was one of the first collaborations that also brought us our first customers in Remotivate. 

We have started a collaboration with a content company that will be providing us a lot of our content for both websites. We’re going to work on our blog and be spreading that content to our social media (that is currently non-existent but is going to launch very soon). We’ll work on getting our name out there as our first and foremost thing.

We also want to collaborate with job boards. Job boards provide clients who have the time potentially, but not the money to outsource recruitments. They’re able to publish a role, find the right people, filter source, etc.

But at the same time, there are people out there that have the money and don’t have the time and are still just going to those job boards in the hopes of finding the answer – which most of the time they don’t. Here is when those job boards can forward those clients to us. These kinds of partnerships work out really well, and that’s definitely one of our marketing techniques that have worked very successfully in the past. We hope to expand on the number of job boards that we work with in the future. 

I’ve also worked with companies that focus on UX and UI design. One of the things that I learned in terms of customer retention is that it is really all about the customer experience.

It defines whether a customer will come back or not – if a company can give them what they desire. It’s not so much the service specifically as much as the transformation they’re looking for. 

We also have a 100% money-back guarantee. If a client isn’t happy within a month after we’ve already delivered on numerous candidates and none of them fit, we are more than happy to provide a refund if the client didn’t get the result that he was looking for. 

We’ve never faced refunds before because oftentimes clients see the work that we’ve put in – but we’ve had those really close conversations where we have to reconsider if there needs to be a different angle to how we approach hiring if the salary needs to be adjusted in terms of requirements, or if the location needs to be searched wider (i.e. instead of Europe, we look to Latin America, U.S., or Southeast Asia).

We are there for the client and make sure that at the end of the day, we deviated and we changed our direction and they did get what they wanted at the end. These apply to a few cases, but the clients have stuck with us. This is why we retain customers.

Our model instills trust in the way that we handle our customers. We’re very open about the process; if something’s not working, we usually communicate that. We work with our clients and communicate, okay, well what are some of the things that we’re missing here? Maybe it’s X, Y, Z. Let’s figure this out. We work with our clients, we speak with our clients, we make sure that we take care of them. That’s what’s important. 

Customer experience is the answer to customer retention and what will set apart your company from a lot of other ones providing a similar service.

3. What were your challenges and obstacles of growing your business?

One challenge has been times where what we initially discussed with a client didn’t match what they needed. One client came to us and said, Hey, we need a customer success manager

We’ve hired many people before, so we knew what we needed to look for. We did our research and I think in the beginning it was called customer support.

So, we started reaching out, inviting people with that particular role. But we realized that we didn’t do enough digging in terms of what the client needed.

After probably about a month or so into the role, we realized that the candidates we were getting were just not in the caliber that we wanted. The number of candidates we spoke with and filtered just didn’t seem like the right match. Something was off, and it’s not because we’re not inviting enough candidates – that’s the common misconception. Finding the right candidate comes in the way that we’ve presented the role. 

Our client’s vision was account management. At its core, of course, they wanted customers to be happy and to be taken care of. What they’re looking for is somebody that’s going to be focused customer-centric. But account management was more accurate because what they needed was someone managing those different accounts and making sure customers were taken care of on a weekly basis. 

Sometimes it’s a change in salary. We’ve had situations where the salary doesn’t match with what’s in the market, which is why we have added market research as part of our recruitment process. 

Part of understanding our clients’ vision is filling out a very thorough form. We have a call and discuss what we do before any final decision is made on the actual role/job description.

With every challenge that comes up, instead of being frustrated with it, we’ve taken it as a way to learn and grow.

Every time we have a challenge, we ask ourselves, what can we do better for our clients?

Market research has helped us see, Oh, in Europe the salary for this particular job is going to be in this range. Marketing has been something I’ve personally struggled with more like a mental block situation than a practical situation. My background is not marketing. I’m good with sales. I’m good with recruitment, operations, bringing people together, bringing ideas to the table, and fitting the right candidates with the right employers. But marketing has never been my strength.

I think that is something that is always challenging. My principle is to hire people that are better than me, but I have to know enough about a particular role to be able to assess whether a candidate is doing a good job. I feel like with marketing, my personal concern has always been I can find some amazing marketers, but I wouldn’t be able to be there to navigate, guide, or support them because I don’t have enough knowledge in that.

To overcome that obstacle, we’ve decided to go the agency route – we brought on a company to help with our content management, creating content and our SEO, which is going to be super powerful for us.

This SEO company are also people that we already know and trust from the community, so we’re more than certain that it’s going to be an amazing experience. They’re going to help with some of our brand awareness and identifying our brand, understanding our brand more and how we can get our message out there. It’s been a big thing for us to understand that in terms of having an internal marketing team, we’re not there yet. 

We’ve never pivoted from our original business – we’ve always been providing online entrepreneurs with remote help for remote hiring. I’d say that we’ve wanted to deviate/pivot in a way where we’ve thought about creating our own platform. We’ve also thought about potentially doing courses in the future, like a YouTube channel.

We have a lot of ideas on how we want to pivot, but we definitely have not because we always come back to the fact that the original service is what is needed and is what is in demand. It has always naturally been growing for us and serving ourselves and others. We definitely want to do and try other things, but right now our main focus is our main service; growing it out, creating stability.

We want steady growth in terms of increasing the number of team members, clients, and revenue. Once everything stabilizes, we definitely want to work on other ideas that are going to expand on this original one, but my idea is to shift the perception of online work.

I don’t think anything has ever been a mistake. It’s always a learning experience. The language that we use is so important for our growth. If it’s more of a “mistake”, everyone gets discouraged, whereas if it’s a challenge it’s a learning experience, a puzzle to be solved.

It should always be a challenge-and-solve kind of mindset.

When I was working alone, I wouldn’t have any signed contracts. It was only verbal agreements, so trust is in place. But over time I learned that it was a challenge to overcome certain questions that would come up through the process – I realized if I had in writing would help not just me, but also allow the client feel a lot more secure. We learn, we grow, we adjust, and we pivot to some degree.

4. What has been helpful to help you to grow your business?

The biggest thing has been staying open and honest while improving our customer experience. I’m very up front with the client saying:

Hey, here’s what’s going on. Let’s brainstorm. We’re happy to do the refund. We’re happy to deviate and figure out together. Let’s get on a call. Let’s figure this out together.

Trust is the most important thing in any relationship, especially between a client and service provider because as a service, you want it to be the best that it can be. 

We’ve raised our prices as our services substantially improve. 

Optimizing our processes on the backend has also helped us grow significantly, creating more ways to streamline the process. 

We’ve hit a new challenge where there’s way too many emails to be answered. We don’t have enough time to just go through them as quickly as we want to be going through them, so that’s why we’re hiring two new staff members – then we’ll have somebody helping us more with our hiring and recruitment aspect communicating with potential candidates.

On the other end we have somebody coming in for more of a VA role, whether it’d be helping with processing emails, the funnel process, assessing candidates, etc. Expanding the team has always helped us grow. 

I’ll say it again, optimize, optimize, optimize. As a service business it’s important to consistently improve because the more you optimize, the faster your services, the better it can be.

As part of the Dynamite Circle, I’m going consistently to their events and that always helps to get the word out. Simply having connections, networking without selling or being ‘salesy’ – we just say, Hey, here’s the service that we have. This is who it’s for. And people naturally come. 

It’s always been important to me to bring value to people. If I see that value, I see that a client is happy with a candidate and they’re saying, Oh my gosh, this is amazing. We just imported her, you know, X, Y, Z, as head of ops. She’s changing our entire business. That is what I’m looking for. 

I want to make a difference in people’s lives, both from an employer perspective and from those clients and candidates perspective – we’ve had candidates come and say, thank you so much. I’m just, I love my job. I love what I’m doing. This is important to us. Sticking to our values of really contributing and making a difference in businesses for both clients and, employees, potential or future.

It’s helped that we have little to no competition. With the way that we work in what we do, it’s almost impossible to copycat us. It’s very hard to recreate it because it goes beyond the process.

How do we invite candidates?
How are we filtering them?
What is it that we’re looking out for when we’re hiring them?

The focus on those soft skills, testing them – our team is trained to really look out for the different signs of character flaws or personality issues among other things that will get in the way of them being a successful hire. Our process, along with a trained team of people that are looking beyond just a skill set beyond the checklist is what makes us special and stand out. No matter how many potential copycats or remote recruiters come out, it will never be the same as what we do. We are even considering writing an entire article about our entire process, exactly what we do.

But with all of that information, it is extremely difficult to be able to go out and do this, even with all the right resources and information because it’s a huge amount of knowledge and experience that is needed to be able to filter candidates, invite the right candidates, understand where to find the right candidates, what to be looking out for. There’s a lot of psychology involved, difficult especially when it comes to remote recruitment. 

We’re in the right time and right place. Online businesses are popping out crazy – it’s a big trend right now to have an online business, but it’s very hard for a lot of those businesses to properly scale or understand what recruitment looks like or how it should be done. We’ve got little competition and are in a comfortable position where it’s almost impossible to copy what we’re doing and actually be good at  bringing the value that we bring. 

5. What is your advice for those who are starting productized services?

I’m just gonna have to come back to this, but user experience optimization is the most important when it comes to having a good quality productized service.

This is applicable to anything. User experience and quality optimization are some things that are extremely important to growing your business.

For me it was just constantly improving part of who I am as a person. My personal values were always being better, always growing. I’m always trying to develop myself as in terms of my knowledge and my person. Personal growth has always been something that I extremely value, which is why I’m here and do what I do. If somebody’s looking to create something and bring a lot of value into the world, their need to bring value is something that’s very important.

I’ve seen people create a productized service because it’s very popular. It’s a trend, but the quality of what they’re delivering is not good – and over time that’s going to be evident. There won’t be any growth without the desire to improve and optimize. 

That is how you retain customers and let them become your advocates to go out and talk about your services, recommending you and returning. That is more powerful than any marketing can do because nothing beats the value of loyalty, which is hard to gain these days with a lot of the productized services out there and services in general. 

Be loyal to your customers and they will be loyal to you. Make sure that you’re providing high-quality services. 

Many times I’ve seen product design services being created without the right experience or background. Now, that doesn’t mean you can’t do it, but usually, if you have the right skill set or are surrounded by people with the right skill sets, the product can be so much better.

My background in operations recruitment has made the company to a large extent of the success that it is today. Somebody has to be an expert in what the productized service is to continuously improve and make it different. I feel like this is not something that is very obvious. A lot of people go into businesses without the right skillset and they try wing it and see how it goes. For the majority, that does not work out very well.

My advice: dig deep into understanding clients and customers what the needs are in the space.

6. What are your plans for the future?

One of the things that I am very passionate about is disrupting this industry in the space. I have experienced working with many entrepreneurs, running a business of my own, having a lot of friends in the space, being nomadic to location independent to now wanting to go back to living in a one apartment more permanently. I have experienced all of it from the kind of personal aspects of this space, what it means to be remote and work remotely as an employee, a freelancer, a consultant, and as now a business owner. I’ve experienced it from every perspective.

I want to show a different perspective of what remote work can be, based on those multiple cross-cultural experiences and perspectives. Being able to say, Oh, this is actually something that almost everyone can do and they can build a career is definitely possible.

You can definitely have a career in the online space and it is absolutely possible. But it is a shift that needs to happen both from an employer and employee perspective. Employers have to shift their perspective that they’re not just hiring freelancers for their “side projects”. No, they’re hiring full-time employees for their main business. At this time there’s a lot of freelancers and the mindset’s quite different. Shifting that whole space is definitely what we’re striving to do in the future. But we’re starting from this and going from there. 

In the future we’re looking to build out courses to help people learn what it means to be remote ready and start working online. Even if you have the right skillset, it doesn’t mean you’re ready to go remote – it’s a big mindset shift. It’s a cultural shift. People face loneliness, struggles in communication, figuring out where they should be, how they should live, what the work-life balance should look like. A lot of the times those areas are just disrupted and you don’t know what’s work or play anymore. We want to be able to teach that and help people understand it all across the world. 

When I started this journey, a big part of my passion was helping those in Eastern Europe because that’s where my roots are from. But over time I want to be able to hire people from all over the world. Creating courses and a potential platform, going out and being a speaker and really communicating what it means to work and grow a career online.

This business is just the beginning of a very long road of where we want to go and what we want to do in this space. And in terms of our done-for-you service, the product that we’re offering right now works great. We are continuously optimizing. Our goal is to hit that 1 million in revenue, which is very possible for us based on the numbers that we’ve looked at. We’re striving to be a seven figure business within the next 3 years.

Another goal is creating stable growth because we truly believe that it is something people need. Expanding our reach, getting our brand name out there, working on those collaborations – all of which will definitely get us to our revenue goal, and the stability that we want, which will inevitably help us work on other projects as I mentioned, from courses to platforms, etc. that will get us to the larger, big picture goal that we really want to do.

When you create something that is making a difference in a space that helps people, they will naturally gravitate towards that and help you get to where you want to go. We’ve seen that across the board. People have offered to work with and recommend us. I’ve had people recommending our services that maybe didn’t even know us that well but they knew what it was, what we’re doing, and what we’re striving for. 

I don’t see there to be any real barriers when it comes to getting us where we want to go. This is definitely a long game. I’m very curious to see where it’s going to take us. As I mentioned, we have many ideas and plans of where we want to go, but what as for what the ‘next big thing’ will be for us is something I don’t know yet. 

7. Where can we learn more about you?

I’m found on LinkedIn, Facebook or my email: anna@remotivate.eu. Emails are very much welcome, I love emails.  

As for the community – the first and biggest thing I want to bring up and invite for discussion is how do we change, how do we shift the mindset from, Hey, remote work is just freelancing or creating your own business and running your own hustle?

You don’t have to be your own entrepreneur, like having your own business. A lot of people don’t want to be a business owner and a lot of people don’t want to be a freelancer. People don’t want to be hustling and not knowing whether they’re going to be able to get the money for their family month to month. It is such a tough position to be in and a lot of people value stability over the risk that they have to take and manage clients. Communication management are skills that some people are not really looking or excited to be doing and working with.

They want to be able to focus on marketing, operations, team management, and designing. 

There are so many people that have these talents that want to focus and grow their skill sets that they’re actually passionate about. But, because there are these stereotypes from both ends when it comes to the online space, there is a huge struggle out there for people in the remote space. 

Secondly, there is such a huge gap in terms of how you start working online. I’ve experienced it personally because I remember months where I thought, okay, I want to work online. How do I do that? I tried to Upwork myself and it was such a challenge because right now, while there are remote job boards, it doesn’t give the answer to those that want a job.

How do I get one? Let’s say back when I was looking for a job, what role would I apply for? What does that position call? The way that some positions are called in the online space are very different than what you’d have in an office job. Figuring out what your position is, figuring out how to like present yourself and sell yourself and how to actually start working in the online space is a challenging thing – and it’s so hard and different from being in a city, applying to jobs and having an in-person interview in someone’s office. But if you’re applying for jobs in places you’ve never heard of, how do you get that message across? How do you get an employer to see you, recognize you and really be able to take you on for a full time hire and be able to work in that atmosphere long term? 

Those are all big challenges that I’d love to help with. I love to be able to bring value into that and that’s something that people should be discussing. I feel a few of those topics are not being discussed enough and I think the computer community should definitely be discussing more.

I hope this was helpful and that it brought value. If there are any follow up questions, please let me know! 

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