Hi Jo,

 

I’ve been trying to decide whether I should take a different approach to hiring for our MOPs team. Having talked to some of my recruiter friends, it seems like the trend is to take a remote first and international approach. Does that make sense? 

 

Thanks,

Hiring Henry

 

 

Hi, Henry. Thanks for raising this question. The way I see it, you can’t afford not to make your MOPs team remote first. I know this may sound like a bold statement, but bear with me. 

 

With the global MOPs talent tool being as small as it is, 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. This means that as MOPs recruiters, we really need to think about how we can find, attract, and retain the right people — and a flexible, collaborative work environment can go a long way to achieving that. 

 

Why you should change your approach to hiring

The benefits of hiring a multi-location, remote-first team are many: 

    • A broader hiring pool so that you can better find the right people for the job
  • Access to better MOPs candidates, as many of the talented MOPs professionals in the space prefer to work remotely
  • Cost savings from hiring people that live in places with a lower cost of living 
  • More flexibility for your team as responsibilities and fires can be handed off across time zones

 

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

 

So, what does this look like in practice? 

Building a remote team may seem like a daunting task, I know — but it actually relies on many of the same best practices you’re already using to hire people. 

 

First off, take the time to 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 are all things that will help you tell MOPs professionals that you’re open to building a team that makes sense to them.

 

Then, 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 has their back in that way will encourage trust.

 

Another important thing is ensuring that your remote team is equipped with 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

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