Hi Jo,

I’ve been trying to decide whether I should take a different approach to hire for our marketing operations team.

I’ve spoken to recruiter friends, and many are taking a remote-first approach and considering international candidates.

Does that make sense?


Hiring Henry

pink seperation line

Hi, Henry. Thanks for raising this question.

The way I see it, you can’t afford not to make your MOPs team remote first. This statement may sound bold but bear with me.

The global MOPs talent pool is small. There are some pretty big gaps between the number of people companies need to run marketing operations and the people available to take on the jobs.

As MOPs recruiters, we really need to think about how we can find, attract and retain the right people. A flexible, collaborative work environment can go a long way to achieving that.


Change your hiring approach

There are many benefits to hiring a multi-location, remote-first team, including:

  • a broader hiring pool so that you can better find the right people for the job
  • access to better MOPs candidates, many talented MOPs professionals prefer to work remotely
  • cost savings from hiring people that live in places with a lower cost of living, and
  • more flexibility means your team can hand off responsibilities and address issues across time zones.

The reality is that MOPs professionals can perform their roles entirely online. You can track an employee’s performance regardless of whether they’re in the office or not. Plus, many professionals in this space prefer to have their own space for problem-solving and optimizing their marketing automation efforts. You need to be able to give them that option if you want them to accept your job offer.


Putting it into practice

Building a remote team may seem like a daunting task. But it relies on many of the same best practices you’re already using to hire people.

Think about how you communicate the role to people.

  • Are you highlighting that it’s a remote opportunity?
  • Have you thought about compensation and whether it’s dependent on the person’s location?
  • Are you targeting people that live outside of your company’s headquarters?

These questions will help you tell MOPs professionals that you’re open to building a team that makes sense to them.

Consider how you can set these people up for success.

  • Are your current professional development and reporting structures appropriate for a remote-first environment?
  • Do you have tactics for identifying the people who might be struggling and recognizing the people that are succeeding — even if they’re at a distance?
  • Showing your team members that the company supports them will encourage trust.

Ensure that your remote team has the right tools for collaboration and communication.

Even if they prefer working remotely, people still appreciate having points of connection with their peers so that they can get the work done effectively — and build a strong team culture at the same time.

Have you and your leaders thought about how you can standardize your company culture in both in-person and virtual instances? This will be an important consideration for many potential hires.

Remember: Recruitment isn’t just about getting people through the door, you also have to set them up for success. You can’t just hire people remotely, you have to be able to retain people remotely as well.


I know this is a lot to think about — but you’ve got this.

Jo Pulse