Begin with the hiring guide and scorecard. They turn scattered tasks into outcomes, evidence, decision rights, and a realistic interview plan.
Build the scorecardFIRST HIRE FIELD LIBRARY
Remote hiring resources built to support a real decision.
Scorecards, comparisons, and onboarding guidance for founders who need practical leverage, not an encyclopedia of remote work content.
BUILT FOR TEAMS LED BY FOUNDERS IN
RESOURCE ROUTE FINDER
Pick the decision you are actually trying to make.
Choose the route that matches the decision in front of you, then use the shortest useful guide to move the search forward.
RECOMMENDED NEXT READ
Define the role
Use when the work is messy, scattered, or still trapped in the founder’s head.
Open this pathHow to hire remote employees without turning it into a second job
An operating guide in six parts for defining, assessing, selecting, and onboarding a remote hire.
Read the guide REMOTE HIRING SCORECARDA remote hiring scorecard that keeps evidence ahead of instinct
Use one shared decision frame for outcomes, communication, work evidence, working hours, role interest, and risk.
Read the guide VA VS. EAVirtual assistant vs. executive assistant: choose by ownership, not title
A practical comparison for deciding whether you need recurring task support or a trusted executive partnership.
Read the guide AGENCY VS. JOB BOARDRemote staffing agency vs. job board: decide how much hiring work you want to own
Compare search effort, control, evidence, cost structure, and management responsibility before choosing a hiring channel.
Read the guide CONTRACTOR VS. EORContractor vs. EOR: the hiring label does not decide the legal reality
Understand the operational questions to take to qualified payroll, employment, and tax advisers before hiring internationally.
Read the guide ONBOARDING CHECKLISTA remote onboarding checklist for days 30, 60, and 90
Give a strong hire the access, context, cadence, measures, and feedback needed to take ownership.
Read the guideSTART WITH THE DECISION
Use the smallest resource that resolves the question in front of you.
Compare a job board with recruiting support, then separate sourcing from the contractor, payroll, or employer of record decision.
Compare the channelsUse the onboarding checklist to prepare access, context, measures, communication, and ownership before the first day.
Plan onboardingA CLEARER NEXT STEP
Bring us the bottleneck. We’ll help name the role.
Start with the work that keeps interrupting your week, plus the timeline and schedule overlap you need.
Start your hiring brief
EVIDENCE BEFORE INTERVIEWS · YOU MAKE THE FINAL CALL