When hiring remotely, it's important to build a culture that supports remote work effectively, considering how information flows and how meetings are structured.

Companies are starting to recognize the importance of both IQ and EQ in hiring remote developers, focusing on skills and personality.

It's better to work with someone on a quick project before hiring them, as this gives you a better sense of their capabilities than a traditional interview.

HackerRank is being used by companies to efficiently hire remote developers by assessing their skills before they come on-site.

It's becoming more important to assess candidates based on their skills and projects rather than their educational background.

When interviewing candidates, we assess their problem-solving skills and how they think about trade-offs, rather than just their ability to write code.

Starting as a remote company helped us develop cultural habits that make remote work successful, such as effective communication and documentation.

The core problem in interviews is the tension between measuring quick problem-solving skills and the ability to handle larger projects over time. Many of the best programmers have numerous job options, making it challenging for companies that require a trial employment period to attract them.

When hiring for a role outside your expertise, ask candidates to explain their answers to gauge their understanding and communication skills.