Recently, I've been having many conversations w/ founders of early-stage companies who are looking to hire top talent in our new, remote normal.

Sharing some advice from recent observations within the portfolio, hiring for the @emergencecap team & the broader market. Thread

Here are my 10 Recommendations for the remote-friendly "Great Rehiring" (not listed in order of importance)

1) Pursue your dream hires NOW.
2) Don’t prematurely disqualify a candidate that was laid off.
3) Consider hiring non-local candidates.

4) Proactively address how you've adapted to remote-friendly routines.
5) Invest more heavily in references.
6) Have a healthy mix of structured and unstructured conversations.
7) Create proximity when closing candidates.
8) Candidate experience is paramount.

9) Thoughtfully onboard new hires while remote.
10) Most importantly, stay true to your process.

From a high-level, these probably sound like practices you may have in place already. But I'm sure most have been adjusted to accommodate for remote/virtual interviewing.

For those of you who want *more* certainty in making your dream hires during this uncertain time, I've packaged my thoughts in a full post here: https://www.emcap.com/thoughts/recommendations-as-we-enter-the-remote-friendly-great-rehiring

Finally, I still have a lot to learn as we navigate the great rehiring in our new, remote world and would love to hear what’s worked for you.

Please help me improve this list of recs by contributing your feedback and suggestions!