Hiring a Remote Sales Team in 2025? Here’s Everything You Need to Know

Remote sales teams are now essential for businesses to stay competitive in 2025. Here’s why and how to build one:

• 75% of B2B sales interactions are digital - buyers prefer online channels for convenience and efficiency.
• Companies save $10,600+ per employee annually by going remote while cutting travel costs by 50–70%.
• Remote hiring gives access to a 400% larger talent pool, enabling global, around-the-clock operations.
• Remote workers are 35–40% more productive, and virtual sales processes can shorten sales cycles by 30%.

Key Steps to Build a Remote Sales Team:

1. Define Roles Clearly: Focus on positions like inbound/outbound sales reps, account executives, and sales operations specialists.
2. Find Talent: Use platforms like LinkedIn, AngelList, or specialized boards like We Work Remotely.
3. Evaluate Candidates: Look for strong communication, self-motivation, and tech proficiency through video interviews and mock sales tasks.
4. Onboard Effectively: Use tools like Slack, Notion, and Loom for training and team connection.
5. Manage and Scale: Leverage CRM tools, regular check-ins, and team-building activities to maintain productivity and engagement.

By following these steps, you’ll reduce costs, boost productivity, and attract top talent in the digital-first economy.

How To Hire Great Sales People

1. Define Your Remote Sales Roles and Strategy

Building a successful remote sales team starts with clearly defining the roles within it. Without clarity, finding the right talent becomes a guessing game. Remote sales roles differ significantly from traditional office-based positions, requiring a unique set of skills. A well-thought-out strategy is essential to identify the roles that will drive your remote sales success.

Sales Roles to Consider

Remote sales teams thrive when their roles are tailored to leverage digital tools and channels effectively. Here are four key roles to consider:

• Inbound Sales Representatives: These team members focus on handling inquiries from prospects who’ve already expressed interest in your product or service. Their primary goal is to qualify leads and convert warm prospects using digital communication channels.
• Outbound Sales Representatives: Unlike inbound reps, outbound sales reps take the initiative to reach out to potential customers who haven’t yet shown interest. They excel in digital prospecting, leveraging tools like LinkedIn, email campaigns, and cold calls to generate leads.
• Account Executives: These professionals manage the entire sales cycle, from the first contact to closing deals. They rely heavily on virtual demos, video calls, and digital communication to build relationships, negotiate contracts, and win trust - without the benefit of in-person meetings.
• Sales Operations Specialists: These behind-the-scenes experts keep the sales engine running by managing CRM systems, analyzing data, creating reports, and fine-tuning processes. In remote setups, their role becomes even more vital since all activities must be tracked and documented digitally.

Fun fact: Studies show that 90% of salespeople feel more productive when working remotely, though 67% of sales managers find managing remote teams challenging.

Key Factors for Role Definition

Defining remote sales roles isn’t just about job titles - it’s about understanding the unique dynamics of distributed teams. Here are some critical factors to keep in mind:

• Time Zone Coverage: Time zones play a huge role in determining when your team can connect with prospects. For instance, if your customers are on the East Coast but your team operates from the West Coast, you’re losing three valuable hours of selling time daily.

  "We no longer list vacancies by city, but rather time zones. …The pandemic has taught us that it doesn't matter in which city you live. Only the time zone is important in order to communicate and work together in this world." - Bret Taylor, Co-CEO Salesforce

• Language and Communication Skills: It’s not just about speaking English fluently. Remote sales reps also need to understand local business etiquette, industry jargon, and cultural nuances. A rep fluent in English but unfamiliar with U.S. business culture may struggle to connect with American prospects.
• Market Expertise: Global teams often require region-specific knowledge. For example, a sales rep in Colombia might excel at selling to Latin American markets but need extra training to understand North American buyer behavior. Decide whether to hire for this expertise or provide training.
• Quota Expectations: Remote work comes with its own challenges - technology hiccups, communication delays, and home distractions. While remote workers often report higher productivity, quotas should reflect these realities while still encouraging growth.
• Compensation: Pay structures should align with local market conditions. For example, commission rates might range from 5–10% for roles with high base salaries to 20–30% for those with lower base salaries.

The goal is to create roles that maximize the advantages of remote work while addressing its challenges. Studies indicate that 83% of U.S. remote workers maintain or exceed their in-office productivity, but this is only achievable when they’re in roles designed for success, with clear expectations and the right support.

Remote sales roles also demand a broader skill set. For example, Account Executives may need basic tech troubleshooting skills, while sales reps must excel in written communication. Across the board, self-motivation and time management are non-negotiable. Once you’ve defined these roles, the next step is finding the right talent to fill them.

2. Where to Find Top Remote Sales Talent

Once you've outlined your targeted remote sales roles, the next step is figuring out where to find the right people. The key lies in choosing the right platforms and creating a steady flow of qualified candidates. With the rise in demand for remote sales professionals, there are now specialized platforms and agencies designed to meet this need. Success comes from using the right mix of these resources and building systems that consistently connect you with top talent.

Best Platforms for Remote Sales Recruiting

The remote sales recruiting market offers a variety of platforms, each with its own strengths. LinkedIn remains a go-to option for professional networking. Its advanced filters let you search for candidates based on sales experience, industry background, and even remote work history.

For startups and fast-growing companies, AngelList is a standout. It’s perfect for finding sales professionals who thrive in fast-paced settings and are open to equity-based compensation - ideal for roles like Account Executive or Sales Operations.

If you're looking for candidates already committed to remote work, specialized job boards like We Work Remotely can save you time by connecting you with professionals who value flexibility.

For a more tailored approach, RemotelyTalents.com specializes in sourcing vetted sales talent from Europe and Latin America. They combine senior-level recruitment expertise with advanced technology to deliver 3–4 qualified candidates in just two weeks. Their subscription-based pricing model also provides a predictable and transparent alternative to traditional placement fees.

Regional platforms can also be a great resource. For instance, Workana focuses on Latin American talent, making it an excellent choice for companies targeting Spanish-speaking markets. Similarly, Genius vets top-tier professionals from the Philippines and Latin America, offering access to highly skilled candidates.

AI-powered recruitment tools are also changing the game, helping companies match candidates to roles more effectively and streamline the hiring process.

With outsourcing on the rise - projected to hit $1,138 billion by 2025 and already embraced by 92% of G2000 companies - remote sales teams are becoming a strategic advantage. Now that you know where to look, the next step is building a system to keep talent flowing.

Building a Talent Pipeline

A well-maintained talent pipeline can turn your hiring strategy from reactive to proactive. Since 46% of sales professionals say that finding the right talent is their biggest challenge, creating a pipeline is crucial for staying ahead.

Start by defining your long-term hiring goals. Think about the roles you'll need in the next 12–18 months, factoring in seasonal demands, growth plans, and potential turnover. This foresight allows you to focus on the right candidates and build relationships before the need becomes urgent.

Go beyond traditional job postings. Social platforms like Twitter and LinkedIn are great for spotting candidates who share industry insights and showcase their expertise. Attending industry events - whether in person or virtual - can also help you discover talented professionals.

Employee referrals are another powerful tool. Salespeople often know other skilled professionals, so setting up a structured referral program with clear incentives can significantly expand your candidate pool.

To attract and engage candidates, showcase what makes your company stand out. A strong employer brand can double the number of job applications you receive. Share stories about your company culture, highlight team achievements, and emphasize the benefits of working remotely with your team. Behind-the-scenes content and success stories can make your organization more appealing.

Even when you don’t have immediate openings, maintain relationships with potential candidates. About 37.3% of American job seekers are passively looking for opportunities. Regular communication - like sharing industry updates or company news - can keep you on their radar.

Partnering with agencies like RemotelyTalents.com can also help you maintain a steady flow of vetted candidates. Their subscription model is particularly useful for companies with ongoing hiring needs, offering consistent access to top talent without unpredictable costs.

Finally, track your recruitment metrics to see what’s working. Monitor pipeline health, time-to-fill, and cost-per-hire to identify the platforms and methods that deliver the best results.

Don’t forget to plan for the future. Succession planning ensures you’re prepared when key team members leave or get promoted. Identifying internal candidates for advancement while keeping an external pipeline for replacements is a smart strategy. Considering that 70% of employees say training and development influence their decision to stay, investing in your team’s growth can also boost retention.

Building a talent pipeline takes effort, but the benefits are worth it. You’ll hire faster, attract better candidates, and save on recruiting costs - all while staying ahead in today’s competitive job market.

3. How to Evaluate and Interview Remote Sales Candidates

Recruiting for remote sales positions requires a careful balance of assessing sales expertise and ensuring candidates can excel in a distributed work environment. A well-structured evaluation process is essential to gauge how candidates perform under realistic remote conditions while also testing their sales capabilities.

Key Traits of Successful Remote Sales Professionals

Hiring effective remote sales professionals goes beyond technical skills - it demands a blend of personal qualities and adaptability. First and foremost, strong communication skills are non-negotiable. Remote salespeople must explain complex ideas clearly through video calls, emails, and chat platforms, all without the advantage of in-person cues like body language.

Equally important are self-motivation and time management. Remote work requires individuals who can independently structure their day, prioritize leads, and maintain consistent productivity. Candidates should be able to share specific strategies or tools they use to stay organized and track progress.

Proficiency with CRM systems, video conferencing tools, and collaborative platforms is another must-have. Candidates should also demonstrate the ability to troubleshoot tech issues on their own - an essential skill when working remotely.

Since remote sales often involve collaborating across time zones, cultural fluency and flexibility are critical. Candidates should show experience working with diverse teams and adapting their communication style to resonate with different audiences.

Problem-solving skills are vital, especially in a remote setting where immediate support isn’t always available. Look for candidates who can think quickly during client calls and come up with creative solutions to challenges.

Finally, emotional intelligence plays a huge role. Remote sales professionals need to pick up on client emotions through video calls, build trust without in-person interaction, and maintain strong relationships through digital channels. And don’t overlook attention to detail - even small errors in emails or proposals can have big consequences in a remote work environment.

With these traits in mind, interviews should be designed to simulate real remote scenarios.

Structured Interviewing Techniques

Traditional interviews often fail to capture the nuances of remote work. Instead, focus on methods that mimic the realities of a distributed work environment.

Video interviews are a great starting point. Use platforms like Zoom for live interviews and asynchronous video tools for initial screenings. This not only eliminates scheduling conflicts across time zones but also helps you evaluate how comfortable candidates are with video communication.

Mock sales pitches and role-playing exercises are invaluable. Create realistic scenarios where candidates must present your product or service to a simulated prospect, handle objections, negotiate pricing, or troubleshoot issues during a video call. Pay attention to their energy, clarity, and adaptability - especially if faced with challenges like technical glitches.

Structured virtual assessments can significantly improve hiring outcomes. For example, companies that incorporate these methods have reported retention rates up to 35% higher within the first year. Include tasks that require candidates to use collaboration tools like Slack, Notion, or your CRM system during the interview. This not only tests their technical proficiency but also their ability to complete tasks efficiently in a digital environment.

Behavioral interview questions should focus on remote-specific scenarios. Ask about their previous remote work experiences and verify their self-direction through reference checks. Speak with former managers to understand how they handled independence, communication, and relationship-building in a remote setting. Involve multiple team members in the interview process to evaluate how well the candidate can collaborate with different personalities and working styles.

Leading companies like Automattic and GitLab have pioneered creative evaluation methods, such as trial projects and asynchronous collaborative exercises, to test candidates’ ability to handle real-world remote challenges.

If you’re looking to streamline the process, partnering with specialized agencies like RemotelyTalents.com can be a game-changer. These agencies pre-screen candidates for technical skills, soft skills, and remote work readiness, saving you time while ensuring high-quality matches.

Investing in a thorough evaluation process pays off in the long run. Companies that adopt comprehensive remote assessment strategies not only hire stronger candidates but also enjoy better retention rates and faster onboarding success. This sets the foundation for a smooth transition into onboarding, which we’ll explore in the next section.

sbb-itb-88a7fe6

4. Onboarding Remote Sales Hires

After securing top talent through a focused remote sales recruiting strategy, the next step is turning those hires into high performers. A well-structured onboarding program can make all the difference. It’s been shown to increase quota attainment by 73%, cut ramp-up time in half, and make new hires productive an impressive 3.4 months earlier.

Onboarding remote employees requires a different approach compared to in-office settings. Without casual desk-side chats or spontaneous coaching, you need intentional systems and tools to foster connection, provide training, and track progress effectively.

Building an Effective Onboarding Plan

Speed is key when onboarding remote sales hires. Start with preboarding to keep enthusiasm high. Send welcome packages, provide early access to resources, and schedule introductory video calls to set the tone.

Leverage tools like Loom to create short, on-demand videos for demos, process overviews, and an introduction to your company’s culture. These allow new hires to learn at their own pace while keeping the content accessible.

Organize your resources in Notion or a similar platform. Create a centralized hub with everything new hires need, from policies and sales scripts to CRM tutorials and competitive insights. Logical organization and search functionality empower employees to find answers independently.

Use Slack to foster real-time communication. Dedicated channels for new hire questions, team updates, and casual chats can help new employees feel connected. Automated welcome messages and introductions to key team members also ease the transition.

The first week should prioritize team connection and foundational training. Schedule virtual coffee chats and assign mentors to new hires. Personal interaction is critical for building relationships and preventing the isolation that can come with remote work.

"Almost over schedule them and give them a guiding path, so they know where to go instead of just flailing in the middle of the new-hire ocean." - Stephanie Middaugh, Director of Enablement

Training should follow a blended learning approach, combining online modules, live webinars, and interactive video calls. Breaking content into smaller, manageable sections helps reduce information overload.

Interactive training is a must. Incorporate role-playing exercises, mock sales calls, and scenario-based learning to encourage active participation. Tools like Zoom’s breakout rooms are great for small group practice and peer-to-peer learning.

Ensure the technology setup is completed on day one. Provide access to essential tools like your CRM, video conferencing software, and sales enablement platforms. Include clear troubleshooting instructions for common issues since remote workers may not have immediate IT support.

Don’t overlook the cultural aspect of onboarding. 52% of top-performing sales reps have left jobs due to poor onboarding. Virtual team-building activities, online lunch sessions, and informal check-ins can help new hires feel part of the team.

Once new hires are comfortable with company processes, the next step is to set clear, measurable performance goals to guide their progress.

Early Performance Metrics

A structured onboarding process should include a 30-60-90 day plan with specific milestones and targets for each phase. This roadmap helps new hires understand expectations and gives managers clear checkpoints to evaluate progress.

Set measurable productivity goals for each role. Avoid vague objectives like “get familiar with the product” and focus on tangible outcomes.

In the 60-90 day phase, track both activity-based metrics (e.g., call volume, email response rates, CRM usage) and outcome-based metrics (e.g., deals closed, revenue generated). This balanced approach allows you to identify and address performance gaps early.

Regular one-on-one meetings are essential. Schedule weekly check-ins during the first month, then transition to bi-weekly sessions as the new hire gains confidence. These meetings provide opportunities to discuss challenges, offer personalized coaching, and refine training as needed.

Incorporate feedback mechanisms for continuous improvement. Analyze call recordings to assess clarity and engagement, helping new hires identify their strengths and areas for growth.

Include competency checkpoints in your onboarding timeline. Use quizzes to test product knowledge, evaluate sales skills through recorded mock pitches, and assess CRM proficiency with hands-on exercises. These checkpoints ensure employees are ready to move forward in their training.

Track key metrics that reflect long-term success, such as time to first deal, quota attainment rate, retention rate, and sales cycle length. Companies with turnover rates under 10% often have strong onboarding programs.

Gather feedback through surveys to evaluate the onboarding process. Ask new hires about the clarity of expectations, the quality of training materials, and the level of support they received. This input is invaluable for refining your program over time.

For businesses looking to simplify the remote hiring and onboarding process, partnering with agencies like RemotelyTalents.com can provide pre-vetted candidates who are already experienced in remote work. This can significantly reduce the learning curve and accelerate productivity.

Investing in a solid onboarding program pays off. Companies often see 200-300% ROI within the first year. By focusing on structured onboarding, you’ll set your remote sales team up for faster ramp times, stronger performance, and long-term success.

5. Managing and Scaling a Remote Sales Team

Once you've successfully onboarded your remote sales team and they’re up and running, the next hurdle is managing their performance and scaling operations. This requires a careful balance of clear communication, smart use of technology, and a team culture that keeps everyone engaged. Remote sales teams thrive when communication is consistent, processes are well-documented, and trust is prioritized alongside accountability.

Effective Communication Systems

Good communication is the backbone of any remote team. With the right tools and habits, you can ensure everyone stays on the same page, no matter where they’re located.

Regular check-ins are essential. Weekly one-on-ones and bi-weekly team meetings help keep the team aligned, offering time to review pipelines, address challenges, and provide coaching. According to Salesforce research, 88% of U.S. workers say they’re motivated to do their best work when they feel heard by their managers.

Asynchronous communication is also key for teams spread across time zones. Slack can be used for quick updates and informal conversations, while tools like Zoom are better suited for more complex, real-time discussions. To keep things organized, create dedicated Slack channels for specific topics like pipeline updates, competitive insights, or casual team chats.

Documenting your processes is just as important. Housing resources like sales scripts and objection-handling guides on platforms such as Notion or Confluence ensures consistency and makes onboarding new hires much smoother. Clear communication protocols - like setting response times for Slack messages (e.g., within two hours during business hours) or emails (within 24 hours) - help avoid confusion and keep things moving. Regular updates, such as weekly pipeline reports or win/loss analyses, also provide valuable feedback and build trust across the team.

Using Technology for Performance Management

Technology plays a critical role in overseeing remote teams and keeping performance on track. Without face-to-face interactions, tools like CRM systems become indispensable. Platforms like HubSpot, Salesforce, or Pipedrive allow you to track interactions and performance metrics effectively. Keep in mind that professional plans for these tools typically start around $80–$90 per user per month.

Sales communication tools like Gong or Chorus analyze call recordings to uncover coaching opportunities and highlight successful strategies. This makes it easier to replicate top-performing behaviors across the team. Monitoring both activity and outcome metrics ensures your team stays productive without falling into the trap of prioritizing busy work over meaningful results.

Project management tools like Asana or Trello can help streamline complex sales processes, ensuring nothing gets overlooked. Tools like DeskTime, which track productivity, can offer insights into how time is being spent, fostering transparency and accountability. With 85% of leaders struggling to ensure productivity in hybrid work setups, having the right technology stack is more important than ever.

Building a Strong Remote Team Culture

A thriving team culture is the glue that holds remote teams together. When employees feel valued and connected, their satisfaction and performance soar.

Recognition goes a long way. Celebrate individual and team achievements in real time, whether it’s through a dedicated Slack channel or during team meetings. Acknowledge wins - big or small - like closing a tough deal or receiving glowing customer feedback.

To strengthen personal connections, organize virtual team-building activities. These could range from online games and coffee chats to monthly book clubs or even virtual happy hours. Keep these events optional and varied to accommodate different preferences.

Diversity and inclusion also play a big role in team culture. If your remote sales team includes members from different regions, celebrate their unique backgrounds by recognizing holidays or encouraging them to share their stories. For deeper connection, consider hosting annual or semi-annual in-person retreats, giving your team the chance to bond face-to-face.

Trust and accountability are the cornerstones of any strong team. Research shows that employees at high-trust companies experience 74% less stress, 50% higher productivity, and 76% more engagement compared to those at low-trust companies.

"Culture eats strategy for breakfast." - Peter Drucker

Fostering trust and curiosity means engaging your team in meaningful discussions and offering opportunities for growth. Regular training sessions, lunch-and-learns, and cross-team knowledge sharing keep skills sharp and minds engaged. Investing in professional development - whether through education stipends, conference passes, or certification programs - shows your team that their growth is a priority.

For companies looking to scale quickly, partnering with agencies like RemotelyTalents.com can streamline the process by connecting you with pre-vetted talent from Europe and Latin America who are experienced in remote work dynamics.

Low-engagement teams see turnover rates that are 18% to 43% higher than highly engaged ones. By investing in communication, technology, and culture, you not only retain top talent but also boost productivity and revenue growth.

Conclusion: Building a Competitive Remote Sales Team in 2025

Creating a strong remote sales team in 2025 demands a thoughtful strategy that moves beyond traditional hiring practices. With 68% of B2B companies outsourcing sales functions, the effectiveness of remote models is undeniable.

A key part of this shift is refining the hiring process. Skills-based hiring, for instance, is five times better at predicting job performance. Companies adopting this method see a 91% reduction in time-to-hire and a 34% increase in employee retention, opening doors to exceptional talent that might otherwise be overlooked.

Technology plays a pivotal role in this evolution. Tools like AI-driven recruitment platforms, video interviews, and skills assessments have streamlined the process, making candidates 14% more likely to succeed in interviews and 18% more likely to accept offers.

The benefits of remote sales go beyond hiring. Startups leveraging remote strategies can cut operational costs by 30–45% and reduce market entry time by 40%. Additionally, remote work boosts productivity and retention - 77% of remote employees report higher productivity, and 67% are more likely to stay with companies offering growth opportunities.

For businesses looking to accelerate their remote sales hiring, RemotelyTalents.com offers a proven solution. They deliver 3–5 pre-vetted candidates within two weeks, provide a 90-day replacement guarantee, and help companies save 50–70% on costs. With over 250 companies relying on their expertise, they’ve shown how to connect businesses with top-tier remote sales professionals who excel in distributed team environments.

"Remotely Talents provided an amazing 5 STAR service for our marketing company, if I could rate it 6 stars I would. I was able to find the candidate for our job with extreme ease. Their process is very optimized in terms of speed and expectations throughout the process. I've tried a lot of remote talent services before for our remote expansion as a US company, and they delivered an experience that was far superior in terms of speed, price, and most importantly transparency. If you're looking for a company to take the hard work off your plate, it doesn't get better than Remotely Talents."

• Kay Tayam, CEO, 88 Affect

Remote sales is reshaping the way businesses operate. Companies that embrace these strategies and collaborate with trusted partners now will position themselves for long-term success in an increasingly distributed world.

FAQs

What essential skills should you look for when hiring remote sales professionals in 2025?

Key Skills to Look for in Remote Sales Professionals in 2025

When building a remote sales team in 2025, it’s essential to prioritize candidates who bring specific skills to the table. Here’s what to focus on:

• Strong Communication Skills: Remote sales rely heavily on clear and effective communication. Look for candidates who can confidently connect with clients through video calls, emails, and chat platforms, ensuring relationships remain strong despite the distance.
• Tech Savvy: A solid understanding of CRM tools, virtual sales platforms, and other digital systems is a must. These tools are the backbone of managing leads and streamlining sales processes in a remote setup.
• Self-Motivation and Independence: Remote work demands discipline. Candidates should be able to manage their time, stay focused, and remain productive without constant oversight.
• Global Awareness: Working across time zones and understanding cultural differences are key when dealing with an international client base. Adaptability in these areas ensures smoother interactions and better outcomes.
• Experience in Remote Sales: Those who have already navigated the nuances of virtual sales and worked within distributed teams will bring valuable insights and a head start to your team.

By zeroing in on these skills, you’ll set your remote sales team up for success in a competitive, ever-evolving market.

What are the best strategies for managing and scaling a remote sales team across multiple time zones?

Managing and growing a remote sales team spread across different time zones requires thoughtful planning and clear communication. Start by establishing communication guidelines that outline expectations for response times and working hours. Encourage team members to share their availability so collaboration flows smoothly.

Utilize tools designed for asynchronous communication - this allows everyone to contribute at their own pace without being tied to a specific schedule. To address time zone challenges, rotate meeting times to fairly share the inconvenience and record meetings so no one misses out on important discussions. Shared timezone tools can also simplify scheduling and reduce misunderstandings.

Building a sense of team cohesion is just as important. Regular check-ins and virtual team-building activities can keep everyone engaged, even when separated by distance. With these steps, you’ll set the stage for strong collaboration and steady productivity as your remote sales team grows.

What are the best tools and strategies for onboarding remote sales hires to help them succeed quickly?

To help remote sales hires hit the ground running, it’s essential to use the right tools and thoughtful strategies. Start by incorporating video conferencing platforms like Zoom or Microsoft Teams for virtual meetings and training sessions. These tools help new team members feel connected and engaged from their very first day.

Use onboarding tools such as Loom or Notion to organize and share training materials and documentation in a way that’s easy to access and navigate. A well-structured onboarding plan is key - set clear training schedules, outline performance goals, and schedule regular check-ins to monitor progress and address any challenges.

Introduce your company culture early by hosting virtual team-building activities or informal meetups. These can go a long way in creating a sense of belonging and camaraderie, even in a remote setting. Additionally, offering asynchronous learning options, like recorded training sessions, ensures flexibility for team members in different time zones or with varying learning speeds. These steps can help your remote sales hires feel supported and ready to excel in their roles.

Related posts

• Best Practices for Remote Work Policies in 2025
• The Complete Guide to Remote Hiring: Everything You Need to Know
• Remote Hiring vs. Local Hiring: What Works Best for European Startups in 2025