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Interview with Nora Feller-Zajovics from Matchr on Hiring Remotely

Trends in Hiring Remotely
In this article

Hello and welcome to a new interview from our series “The Workplace Scoop”!

Today’s guest: Nora Feller-Zajovics, Inhouse Senior Recruitment Specialist at Matchr. Matchr provides recruitment and sourcing services on a subscription basis to enterprises ranging from early-stage startups to global businesses. Matchr helps companies like Miro, TikTok,, Loop, and Bolt to deliver on their hiring plans. By the way, their case study with TikTok blew our minds. 

Matchr is also a fully remote company. It has a team of global sourcers and recruiters from more than 17 countries across the world, and Nora is the one running the show :).

Today’s topics: Trends in hiring remotely and remote working culture.

Challenges, benefits, downsides of hiring remotely

Alina from Tidaro: Hey, Nora and thanks a lot for accepting our interview invite!

So, here’s my first question: There’s a trend that Matchr found in its research featuring 25 recruitment leaders: remote hiring is on the rise. But, can you tell us about the 3 main challenges that come up with this trend, and the potential solutions? 


• Hiring from “anywhere” can be more challenging than hiring from 1 specific location: I recommend doing proper research and a remote hiring plan on where your desired skilled talent is on the globe before jumping into the remote hiring. It will help to optimize not only time zone issues, productivity, but will give you more time to focus on the right talents.

Hire from anywehere


• Another challenge can be to match with local regulations and benefits. You want to make sure what you are offering is not only competitive but according to the local regulations as well, so partnering with remote hiring specialists and companies with local labor knowledge can help to stay compliant.

• Hiring best practices of one region might not be successful in another region, so you need to educate and train your hiring staff (recruiter, sourcer and even hiring managers) on the location specific interview habits, dos and don’ts and DEI (Diversity, Equity, Inclusion).

Alina from Tidaro: When finding the right talent remotely, how do the employer branding strategies change? 


A company website and its online appearance are the reflection of team and culture. 

I believe Employer Branding has even more effect in remote hiring. Just imagine: when hiring for an onsite job you usually have office interview stages, where candidates can get a glimpse of the office environment, company culture, they can even see some future colleagues in their work set up.

In a remote hiring you do not have that opportunity. You need to do all the ‘selling” and awareness through a website, online platform and make it live in the online hiring process, too.

Last year Matchr went through a rebranding, and we have been focusing more on employer branding in general, too. As an inhouse recruiter, being the 1st person the candidates face in the Matchr interview process, I often hear from them talking about our website and social activities. It makes me happy that who we are inside of the organization and what values drive us are visible from the outside, even before talking to anyone from our company.

Alina from Tidaro: That’s awesome, Nora! It means you’re doing a great job. 

Now, let’s dig a bit more into the remote hiring issue. If you were to recommend a company to hire remotely, which would be the 3 main benefits of such type of hiring?  

Nora: I would go with: diverse talent, cost efficiency, and quicker growth.

Alina from Tidaro: Spot on, Nora! Now, we all know that there’s not all milk and honey when talking about remote working and hiring. Which are the 3 main downsides of remote hiring and how can they be tackled? 


Less face-to-face interactions:

Remote working can cause the feeling of loneliness and isolation, it can be tackled by offering optional and mandatory online team events, which gives opportunity to interact and feel closer to each other. If possible, try to organize offsite events to see each other in person as well.

Work- life balance:

With remote and flexible work managing work- life balance can be a challenge but not impossible. Encourage and support your employees for wellbeing. 

Top tips for employees: create a separate office in your home (if your space allows), learn about time management, be disciplined to leave “the office” at the end of the working time (maybe even turn off your job-related notifications after work).

Communication boundaries:

Employers hiring remote talent need to have a well-prepared communication plan so colleagues can work smoothly like miles do not exist between them. Define the internal communication channels, make room for feedback and awareness of different cultural communication styles.

meetings with remote teams


Work-life balance and working culture when it comes to remote teams

Alina from Tidaro: Personally, I’ve been working remotely since 2018. And you’re so right, you no longer feel the same connection with colleagues, like you were used to when inside the office. Inside our marketing team in Tidaro, we are having a thing we ended up naming as “our team podcast”. We have daily talks on a variety of subjects: books, movies, science, AI, psychology…We just go with the flow, and our conversations get so fun and smart. This is how we bond and how we replace the coffee time we would normally have in the office. And we all love this.

Now, let’s continue. Salary and flexibility are the most obvious reasons why people choose to work remotely. But what other benefits should companies consider when attracting remote top talent?

Nora: I would say, yes salary and flexibility are still one of the obvious benefits, but nowadays candidates look for so much more in a remote job.

In the recruitment space where I interview candidates for a remote role, I came across; the diverse and international opportunity, team culture, growth opportunity (learning and development), and work life balance are the top things they seek.

So, consider investing in a training budget and company implemented training, clear career development plan, team bonding events, effective 1-to-1s, employee wellbeing initiatives and psychological support.

Alina from Tidaro: totally love the idea of 1-to-1s. We started having them as well, and we call them “reflection talks”. If everyone is open, sincere, and trusting the other person in the 1-to-1, the results are amazing. 

Now, from your own experience as a fully remote company, which are the three main pillars of building a functional global team? 


Good processes with well documented projects:

Matchr believes the key is to write all the things down and to over communicate.

DEI awareness:

Global team means diverse team!  Companies need to have awareness of the different cultural backgrounds, habits, communication style, therefore a Diversity Equity and Inclusion plan is needed to be successful.

Employee experience:

Build an enjoyable remote environment where people would like to stay. The experience starts with providing good candidate experience during the hiring process, then building a remote aligned onboarding process, and creating a culture people enjoy working in daily. You ‘ll be surprised how much it means to employees, it will sure help you retain your talent.

Alina from Tidaro: There’s this statement on the Matchr career page “We have flexible working hours, we expect you to be your own boss and we provide a lot of freedom”. How does this work for you? What’s the feedback you get from employees? We all know many business leaders are afraid of such freedom. 

Nora: It is backed up with trust in our company. We believe that as long as you deliver on a high level and quality, the customers are satisfied and your team is happy with your results, in our working culture you can be a morning person or a night owl. 😊Of course, to keep the team engaged and connected, we also have multiple standard company meetings in a week. 

We have many moms and dads, a colleague is doing a university course next to full time work so our flexibility is highly appreciated among our colleagues.

Alina from Tidaro: Love to hear that Nora! I’m so happy to see that more and more companies are ditching the old 9-to-5 norms.

Also, thank you for our lovely chat. It was truly inspiring. 

This concludes another interview from our series “The Workplace Scoop”. If you want to connect with Nora, you can find her on LinkedIn, here. If you want more insights on how to manage hybrid and remote work, we’ve prepared this thorough guide you’ll definitely enjoy: Mastering Hybrid Work.

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Alina Belascu
Alina is a digital marketer with a passion for web design. When she’s not strategizing she’s doing photography, listening to podcasts on history and psychology, and playing with her 2 dogs and cat.