Want it or not, finding on-site marketing professionals is growing more difficult. It seems these creative, free-spirited professionals have had enough of the traditional 9-5 office setting. Now, they seek more flexibility in their work.
Gitnux’s recent research on remote marketing team trends reveals a 177% increase in marketing roles working remotely during the past six months.
And you know, that’s not bad news at all. Another research by the London School of Economics and Political Science shows remote work increases innovation by 63% and organizational commitment by 68%.
So, what do we have?
We are a Collab Fabrik team specialising in remote recruitment and remote team management for European companies.
We source, hire, and onboard top remote marketing talents from the Caucasus region. Also, we successfully link them to your organisation and help you adapt to this new team structure. All of these is done in a non-chaotic fashion.
In over three years of remote recruiting experience, we’ve helped around ten marketing agencies scale from approximately 3-member core teams to 10+ members. Thanks to salary differences in European and Caucasus regions, our clients save up to 40% of their marketing expenses on each remote team member compared to hiring local talents!
Let’s know more about how we can help you grow your remote marketing team during a free consultation. Contact us by clicking the button below!
In most cases, it took us up to three weeks to complete the hiring process . A couple of days more was needed to integrate new team member(s) into the organisation.
That’s why we confidently present you this guide to building a remote team, having the below steps tested and verified. And not once!
Marketing has more than 15 (or even more if we detail them) branches, depending on the channel or media form a specialist should use to promote your product.
For example, social media marketers live in a completely different universe than SEO or email marketers. Yes, the common goal and the conversion-oriented mindset are the same. However, each marketing specialisation has its ropes and tricks, and the skills to possess are different.
That’s why we suggest figuring out which marketing goals you have from the get-go. Instead of going after a general “marketing executive who can assist us with different marketing tasks,” focus on finding a specialist “with proven experience as a [specific specialisation] marketer who can drive [specific results].”
With this approach, you build a remote marketing team that’s precisely tailored to your organisation’s needs and goals. And, of course, it’s far easier for a remote recruiter to find candidates for clearly defined job descriptions.
This blog on marketing strategy types by Wix can help you figure out which specific marketing service you need based on your business type and development stage.
You may also consider a consultation with a marketing advisor to define the specialists you need at the moment.
It might seem logical to locate candidates first and structure the team later, but that’s not our recommended strategy.
Among the key questions that marketing candidates ask us during the initial interviews are “who should I report to?”, “what will be my role in the hierarchy?”, “whom should I ask for assistance if needed?”, etc.
If you want to attract the best talent for your remote marketing team, know they expect clarity and structure in their role and responsibilities.
That’s why building a preliminary team structure first is recommended.
Once you’ve defined which remote marketing team members you need, you can further delegate the task of finding the right talents to niche recruiters (those specialised in Marketing hiring) and generalists (those who find candidates with various professions).
Without aiming to state generalists are inferior to niche recruiters, one truth is evident: niche recruiters have far more experience and ties with the talents you’re looking for compared to generalists.
Marketing recruiters know the pain points and needs of marketing specialists. Thus, they will likely catch the right candidates for your remote marketing team in short time frames.
Additionally, you’ll be extremely happy to discover your remote recruitment partner did a brilliant job when shortlisting candidates with the right hard and soft skills and experience.
Expertise in certain niches and understanding which persona fits well for the field allows remote recruiters to do more than just scratch the surface and send you candidates with a matching CV.
Instead, they use advanced filtering mechanisms to provide a shortlist of potential candidates with the right hard skills, soft skills, and overall culture fit for your organisation.
Collab Fabrik’s rich talent pool of marketing professionals and 3+ years of experience in hiring for marketing roles guarantees you high precision and speed in finding the right candidates for your remote marketing team.
Share your list of needed remote mearketing team candidates with us today!
There are plenty of remote marketing team management tools. They range from task-tracking tools like Trello and Asana to communication platforms like Slack and Zoom. There are also more specific tools for different marketing specialisations. For example, social media management platforms like Hootsuite and email marketing software like Mailchimp.
Having all those tools is not the most rational decision because you’ll end up paying for too many subscriptions. Additionally, your remote marketing team might feel overwhelmed having to learn and use so many different tools + constantly transferring data from one to another.
That’s why we suggest having one project management platform always to have a big picture of what’s happening with your marketing campaigns (that can be Click Up, for example).
Additionally, you’ll need a remote collaboration platform to facilitate communication between you and your remote marketing team members. Here, it’s crucial to pay attention to video collaboration and screen-sharing functionalities. Marketers often need to go through visual material during their work, such as reports, social media graphics or email newsletters.
Other than that, there are no must-have tools for remote marketing communication. Further, you may get tools based on your remote marketing team’s specific needs and the marketing projects you’ll be working on together.
Once your remote team is onboarded and projects start running, you need a solid digital structure and management to coordinate the teamwork. Otherwise, regardless of the skills of your remote team members, the quality of work will suffer.
Not only crucial for managing remote marketing team members but also important for any distributed team, data security is a critical part of the remote working process.
As a remote marketing team, your team members will access a lot of sensitive data. This includes customer information, budget reports, campaign analytics, and more!
You’ll also need to introduce your company’s internal data to the newcomers from Day 1, ensuring they have enough information to work with.
So, thinking about data security tools and policies is no less important while you’re busy finding the right talents for your remote marketing team.
Most of our partners use web-based tools to store and share files. As a start, you can use the most popular and tested cloud service – Google Drive. With over 1 billion users in 2023, it’s the world’s No. 1 cloud storage service, providing remote marketing teams with an easily navigable interface and secure file-sharing options.
Additionally, proper cybersecurity training where your remote team members will learn about best practices and policies for handling company data is a great idea to ensure your team is well-equipped and safe regarding data security.
As your remote hiring partner, Collab Fabrik can help you set up your remote team securely. We provide detailed cybersecurity training for your new team members.
Finally, the aspect that’s more challenging than hiring good remote marketing team players is keeping them engaged and motivated long-term.
And that’s not something you should consider after one or more years of working together. Instead, it’s crucial to put time and effort into creating a positive remote team culture from the very beginning. Your marketing team members want to feel valued and part of a team despite the distance.
Research shows that the manager’s role in remote employee engagement is crucial. If remote team members don’t have accessible and supportive management who is quick to respond to their needs, they will likely feel disconnected and look for other opportunities.
Additionally, 76% of remote workers are more likely to stay with the company if provided with continuous training.
So, you’ve got the point. You should either free enough time to handle your remote marketing team’s onboarding, training, and career development processes or outsource it to a reliable remote team management partner.
20+ teams under our umbrella for the past three years, we’re proud to state distance never hinders our partners from achieving their business goals. We closely collaborate with our remote employer partners to provide turnkey services for remote marketing team management, including:
As a result, remote teams don’t feel the typical difficulties of being far from the company headquarters: lack of communication, feeling of isolation, or lack of support from the management.
In turn, remote employers spend less time and money on building separate internal departments for remote employees and managing all the administrative tasks that come with it. They have a single point of contact for all their remote team management needs. So, they can focus on their core business instead.
Wrapping things up, building and retaining a remote marketing team is what the modern workforce requires you to do.
And if you’re new to managing remote teams and feel it’s too much to handle, Collab Fabrik is here to help.
We’ll take the whole process of building and managing your remote marketing team off your shoulders. We’ll ensure you have a successful and engaged team that delivers results. And when it comes to costs – you’ll save some money. This savings are on salary differences, benefits for office-based employees, and managing a separate internal department.
