How to land a REMOTE job!

Advertise on Landed!

Resources of the Week!

1. This was such a great post to read from Rebekah Zobel Jones, and a reminder that your network WANTS to help you!!

2. Here’s a list of helpful platforms/resources for job search, the workplace, or side hustles.

3. And sign up for a networking chat!

We want to work REMOTE!

I know for many folks, the job search isn’t just about landing a job - it’s about landing a job that better matches their lifestyle, and that can often mean remote work!

So let’s look at some steps you can take to target your search for remote roles.

Finding remote jobs

1. Target job boards that focus heavily on remote roles.
   This can help with efficiency (so you’re not reading job descriptions or even submitting applications only to realize that role LinkedIn called remote is actually hybrid), AND can uncover some jobs that aren’t posted on the big boards. You can find remote-focused boards here.

2. Use boolean searches in LinkedIn

   You can find a video showing how to do this here. But this can help you find posts from recruiters and hiring managers about their remote roles!

Demonstrating your skills for a remote role

Working in a remote environment is an actual skill, and some may struggle with demonstrating this skill. So leverage your resume (and the interview process!) to highlight some of these skills in your interview process.

1. Remote experience: Note where you’ve worked remote or hybrid or asynchronously on your resume. If you’ve worked in a global environment, you can note that as well. Previous experience navigating these environments will help them feel confident that you can navigate their environment as well.

2. Communication: in a remote environment, effective communication, and especially effective WRITTEN communication is even more important than in an on-site environment. At a most basic level, I’d make sure that my resume, cover letter (if requested), and application responses are error free. Note places where you’ve leaned on cross-functional collaboration in a complex environment.

3. Initiative, Navigating Ambiguity, etc: In a remote environment, you will often need to navigate systems independently. You’re not going to have someone around who can show you step-by-step what to do in the same way you may have when in an office with your colleagues. So highlighting places you’ve taken on something new or figured out a new process or quickly learned new systems can help build confidence that you can drive your own learning.

And maybe a path to remote is enough?

Some companies are more nervous about remote roles right now, but may be willing to offer remote for the right person, or to retain top talent.

If a role is hybrid, it might offer you the opportunity to start off in office, and then once you’ve proven yourself, you can petition to move towards a remote role (or more time out of office).

You might also focus on hybrid roles for now that can get you a step closer towards a full-time remote role. If you’re unemployed, then landing a job can help buy you time. Then you can keep applying for remote-only roles and be more targeted. At the same time, the market might change in the next year.

And I wanted to share this additional question I received (as well as some thoughts on sponsorship in general).

Here’s a blog post from Teal from a few months ago with data from Teal users! Feel free to email me directly if you have extra questions - happy to answer them or make a connection for the team.

Transparently, Teal sponsors a lot of my content - their sponsorship of this newsletter for example is what compensates me for the time I spend writing the content, compiling resources, and offering free chats.

They also offer nearly everything on their platform for free - and I recommend signing up for that reason alone - and then if you like what you say, and feel you need more, upgrade to Teal+!

But it’s ultimately just a tool and it’s up to you to use it alongside applying to the right jobs to land a great role.

🙋Answering Your Questions🙋

Each week, I’ll answer a few of your questions in this section. You can submit your questions here.

As you noted, legally you’re under no requirement to tell her! That said, I have worked in workplaces where this is encouraged. I would probably make my decision here based on:
-how others have approached this - if peers have shared this info and been supported, then I’d feel more comfortable doing this.
-your relationship - I have had several managers I’ve shared this info with, and in each case, I had a good relationship with them and trusted them to support me with exploring my new role.

In terms of needing a recommendation, you can always let the recruiter know that your employer doesn’t know about your search and you won’t be able to use them as a reference. See if that poses any issues. That way, you won’t have to worry about a bad recommendation.

All that said, most managers in my experience want their folks to be successful and aren’t going to give a negative recommendation simply to retain someone.

I would probably go it on jobs I REALLY wanted and skip it on the others. I’m not confident most recruiters read them so if a job posting doesn’t explicitly ask for one, I don’t think it’s critical to write one.

_{For more resources to support you in your search, check out my Linktree.}
My content is seen by over 8 million people each month. Need help getting the word out about your brand? Let’s connect!