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Most marketing agency founders waste weeks posting jobs on LinkedIn and sifting through 300+ resumes.
If you're trying to hire remote A-players: marketing specialists, account managers, email designers or other roles, here's why that approach fails, and the strategic shift that works.
Think of traditional job boards like LinkedIn, Indeed, and Upwork as polluted lakes.
Sure, an A-player might apply once in a while. But they're buried under hundreds of B and C players who are actively job hunting because they're stuck or underperforming.
When you post a job ad on LinkedIn Jobs, Indeed, or Upwork looking for remote account managers, media buyers, or customer success specialists, you're casting random hooks with generic bait in a massive pond.
You catch everything: seaweed, old boots, and mostly small, low-value fish. You spend all your time sorting unqualified candidates, hoping one of those small fish will magically turn into the rare one you need to succeed.
Here's the reality: A-players already have jobs. They're already employed and delivering results. They're not scrolling job boards daily.
So where do you actually find them?
Forget the polluted lake. Instead, go to a specific deep-water spot where you know the rare fish live.
This is headhunting for remote employees. It's targeted. It's the only way to hire A-players from Latin America and Eastern Europe.
A-players take ownership. They're already performing somewhere else, which means they're not refreshing job ads looking for their next part-time gig.
When we think of hiring remote talent, where is this deep water?
These markets, including Argentina, Colombia, Poland, Romania, and Serbia are packed with high-skill, English-fluent operators who are looking for long-term remote work opportunities with U.S. companies.
There's a unique combination here: high skill, English fluency, and a strong desire to work with fast-growing startups and agencies. Plus, there's more financial incentive for them to perform.
Most startup founders think hiring remote employees is about finding the right person. But after helping 200+ founders hire remote talent from 20+ countries, here's what we've learned:
Remote hires fail because of broken hiring and onboarding systems.
→ You post the role
→ Sift through polished resumes
→ Do the Zoom interview
→ Hope they ramp fast
And by Week 3? You're rewriting Slack messages and chasing status updates.
The problem isn't the person. It's how they were hired, vetted, and onboarded.
Ask one question during your remote interview:
"Show me your last 3 measurable outcomes/KPIs in this remote role."
Give them a real scenario of a remote workplace problem.
A-players ask clarifying questions and demonstrate proactive communication.
Never skip the work sample when hiring remotely. Pay candidates for a 2-3 hour project that showcases the types of tasks they'll be working on daily in your business.
Ready to hire pre-vetted remote talent from LATAM and Europe?
Hire pre-vetted remote marketers, account managers, VAs, and customer success specialists for your agency. Direct-hire with no monthly retainer or recurring fees.
Book a free consultation to discuss your remote hiring needs.
