At Climb & Conquer, we’ve fully embraced the remote-first working model. As the manager of our SEO division, I’ve seen firsthand how this approach shapes our team dynamics, hiring practices, and overall success.
Our company has always been fully remote, which has allowed us to tap into talent across the UK, from Cornwall to Northern Ireland and many towns and cities across the UK in between. With an SEO team of seven, including five campaign leads and a junior SEO executive, we can operate efficiently and effectively, no matter where we’re located.
Remote work is more than just a necessity for us—it’s a core part of our identity. We’ve learned that remote work offers flexibility and freedom, as well as unique challenges and opportunities, especially when it comes to hiring.
In this article, I’ll share some of the realities we’ve encountered with remote hiring, from our streamlined processes to the challenges and rewards of building a remote team.
Why Remote?
Our founder and director, Shane Parkins, was drawn to the idea of a fully remote company from the early days of the agency. The primary reason was simple: by not limiting ourselves to a specific geographic location, we could access a much broader and more diverse talent pool.
This approach meant that we weren’t just restricted to hiring from the North East, where our small HQ is located, but could bring in ambitious marketers from across the UK. I’m based in London, while my team members are spread out across the Midlands, the North, and even Northern Ireland.
But beyond the practical benefits, remote work aligns perfectly with our company culture. Everyone on our team is a hustler—we’re all driven, self-motivated, and deeply committed to succeeding in our roles.
Remote work suits us because it allows us to focus on what truly matters – delivering outstanding results for our clients – without the distractions of lengthy, draining commutes, and the office politics that sometimes come with a traditional office environment. We’re able to put our heads down and get things done and truly balance our lives alongside the work we’re so passionate about.
Of course, working remotely doesn’t mean we’re isolated. We’re very intentional about staying connected. I have bi-weekly 1-to-1s with each team member, we hold weekly catch-ups and training sessions as a collective, and we collaborate closely on campaigns. We also make time for more casual interactions through Slack channels where we share everything from pet photos to life updates. Additionally, we plan in-person meetups to strengthen our bonds. This year, we’re excited to gather in Dublin for a Christmas party. This balance of focused work and meaningful connection is what makes our remote model not only possible but successful.
This balance of focused work and meaningful connection is what makes our remote model successful.
Our Streamlined and Targeted Hiring Process
At Climb & Conquer, we’ve developed a streamlined and highly focused hiring process. Sifting through hundreds of applications from Indeed was too time-consuming and the majority of those applications were from people who didn’t even read the job description. Instead, we’ve honed our approach to attract a small, talented pool of candidates who are not only skilled but also a great fit for our remote work environment.
Our hiring process typically starts with job postings on our website, LinkedIn, and through word-of-mouth referrals. By targeting our outreach, we ensure that the applicants we receive are genuinely interested in the role and have the skills and drive we’re looking for. We only hire for the role of Trainee SEO Executive, so our criteria are clear and consistent across all candidates.
When it comes to interviews, we conduct them remotely, usually via Google Meet or Microsoft Teams. These platforms allow us to connect with candidates easily, regardless of their location within the UK. During these interviews, we focus heavily on assessing soft skills—especially communication, confidence, and proactiveness. Communication is key in a remote setting, so we pay close attention to how candidates interact during the conversation, how they handle unexpected questions, and how confident they are in their responses.
One of the benefits of our approach is that it allows us to move quickly. Without the need to coordinate in-person meetings or navigate large volumes of applications, we can identify the right candidate and decide without unnecessary delays. This efficiency not only benefits us as a business but also creates a smoother experience for the candidate, who can quickly move through the process and, if successful, begin their role without a long waiting period.
Overcoming Challenges in Remote Hiring
Despite our streamlined process, remote hiring does come with its own set of challenges. One of the biggest hurdles we’ve encountered is determining whether a candidate will truly thrive in a remote work environment. While someone might excel in a traditional office setting, remote work requires a different mindset and set of habits—self-discipline, the ability to stay motivated without direct supervision, and the comfort of working independently.
To address this, we’ve started prioritising candidates who have previous experience working remotely. This isn’t a strict requirement, but we’ve found that those who have already navigated the remote work landscape are more likely to adapt smoothly to our way of working. They’ve already developed the routines and self-management skills that are crucial for remote success.
Another strategy we employ is looking for specific qualities during the hiring process. We value candidates who demonstrate a real hunger to break into the SEO industry—those who are proactive, eager to learn, and confident in their abilities. These traits often indicate that a candidate will not only handle remote work well but will also excel in our fast-paced, results-driven environment.
That said, hiring someone without remote work experience can be a gamble. It’s difficult to predict how well they’ll adapt to the remote model until they’re actually in the role. In our experience, it can go either way—some adapt well, while others struggle. This is why we’re cautious and selective during the hiring process, always weighing the potential risks against the benefits.
Onboarding and Integrating New Remote Team Members
Since we don’t have the traditional office environment where new hires can naturally pick up on company culture and processes, we’ve developed a comprehensive onboarding system to ensure they feel supported and integrated from day one.
When a candidate accepts our offer, the onboarding process begins with a personal touch—our director, Shane, meets the new hire at a local coffee shop to handle the formalities like signing contracts and setting up any necessary equipment. This face-to-face interaction helps to establish a connection and provides a sense of welcome that might otherwise be missing in a fully remote setup.
Once the legalities are taken care of, the new team member is given an onboarding document that walks them through everything they need to know about our tools, processes, and how we operate as a team. This document includes detailed explanations and videos that dive into specific aspects of our work, allowing the new hire to get up to speed at their own pace.
On their first official day, I schedule a 1-2-1 meeting with them to get to know them better, answer any questions they might have, and ease them into their new role. We also introduce them to the entire team via a video call, so they can start building connections right away. While it’s true that it can be harder to foster connections remotely than in an office setting, we’ve found that consistent communication and a welcoming attitude go a long way in helping new members feel part of the team.
Sustaining a Remote Workforce Long Term
One of the key strategies we employ at Climb & Conquer is to regularly recognise and reward our team’s efforts. Contrary to the common misconception that remote employees are less productive, I’ve found that our team often works harder because they have the flexibility to manage their own schedules and environments. To keep morale high, we conduct regular appraisals, offering feedback and acknowledging the hard work that everyone puts in.
Flexibility is another cornerstone of our approach. We understand that not every day is going to be equally productive for everyone—some days, people just don’t feel great, and that’s okay. We encourage our team to take it easy when needed, focusing on less demanding tasks or limiting communications if they’re having an off day. This flexibility helps prevent burnout, which can be a significant risk in a remote setting where the lines between work and personal life can blur.
We’re also mindful of the number of hours our team members work. We strive to keep our team’s workload below the industry threshold. Additionally, we’re lenient with holidays and sick leave, understanding that taking time off is crucial for maintaining both mental and physical health. I’ve very rarely, if ever, denied a request for time off, even on short notice, because I believe that a well-rested team is a more effective one.
The combination of these practices—regular communication, recognition, flexibility, and a focus on work-life balance—creates a supportive environment where our team feels valued and engaged, even from a distance.
The Future of Remote Work and Hiring
Looking ahead, I believe that more companies will begin to adopt remote work again. The benefits are clear—access to a broader talent pool, increased flexibility, and often, higher productivity. However, for remote work to be truly successful, the company must be built around it. It can’t be an afterthought or a temporary measure; it needs to be a fundamental part of the company’s culture and operations.
As for our hiring processes, I’m sure they will continue to evolve. There’s always room for improvement, and we’re constantly learning from each new hire. Whether it’s refining our interview techniques or updating our onboarding process, we’re committed to staying ahead of the curve and ensuring that our remote team remains strong and cohesive.
One piece of advice I would offer to other managers considering remote hiring is to be cautious when bringing on employees who have never worked remotely before. In my experience, it’s a real toss-up—some people adapt seamlessly, while others struggle with the lack of structure and face-to-face interaction. Hiring someone with prior remote experience can significantly reduce the risk and ensure a smoother transition into your remote team.
Final Thoughts
Remote work isn’t just a trend—it’s a viable, sustainable way of operating that, when done right, can bring out the best in your team.
At Climb & Conquer, we’ve embraced the remote model wholeheartedly, and it’s become an integral part of who we are as a company. From a streamlined hiring process to thoughtful onboarding and long-term engagement strategies, we’ve learned that success in a remote environment requires intention, flexibility, and a deep understanding of what makes a remote team thrive.
For managers considering or already working within a remote setup, I hope our experiences can offer some valuable insights. Remote work has its challenges, but with the right approach, it’s an incredibly rewarding way to build a team. As the landscape of work continues to evolve, I’m confident that the lessons we’ve learned will help us stay ahead, ready to adapt and grow in this dynamic environment.
Remote SEO Jobs? Funny you should mention that – we’re hiring!
If you’ve read this far and like the sound of what we’re building here at Climb & Conquer, you’re in luck – we’re hiring.
Head on over to our vacancy page for more information about our Trainee SEO Executive role and apply as soon as you can – our roles are in demand!
