Remote work is no longer an experiment. For many businesses, it is a way to access skills that are not available locally, to widen the talent pool and to build teams that can scale. But remote work is not simply a matter of location. A remote team performs well when it has the right people, the right structure and the right leadership. This guide sets out five practical steps for employers who want to build one.
Step one: define what your team needs
Start with the work, not the work location. Identify the skills, experience and mindset the team needs in order to succeed remotely. Some roles depend on constant collaboration and fast feedback, while others reward focus and independent delivery.
Be clear about the outcomes you expect, the hours of overlap you need, the tools the team will use and how success will be measured. A precise brief makes every later step easier.
Step two: access a wider talent pool
One of the clearest advantages of remote work is access to talent beyond your own city. South Africa is well placed for businesses in the United Kingdom and Europe, because its working day overlaps closely with theirs, which makes real-time collaboration practical.
The right recruitment partner opens up that pool through established networks, finding capable professionals wherever they are rather than limiting the search to those who apply.
Step three: assess for fit, impact and remote readiness
A CV shows qualifications and experience, but remote success depends on additional qualities. Beyond capability, assess:
- Communication, particularly clear written communication
- Self-management and the ability to prioritise without supervision
- Reliability and accountability for delivery
- Culture fit and the ability to build trust with colleagues at a distance
- Comfort with the tools and routines of remote work
Structured interviews, practical exercises and thorough background checks help to establish who is genuinely ready to work well remotely.
Step four: build the team, not just a list of individuals
A strong remote team is more than a collection of capable individuals. Consider how roles fit together, where responsibilities overlap and how new colleagues will be introduced and supported.
A well-considered shortlist of high-calibre candidates aligned to your goals and culture gives you the foundation of a team, and a structured onboarding plan helps new colleagues contribute quickly.
Step five: support long-term success
Hiring is the beginning. Remote teams need clear structures, regular communication and leaders who are comfortable managing by outcomes rather than presence. Agree rhythms for check-ins, decision-making and feedback, and make roles and expectations explicit.
Invest in connection between colleagues, so that trust develops even when people are not in the same room. Reviewing the team's setup regularly allows you to adjust before small problems become large ones.
Common mistakes to avoid
Treating remote hiring as the same process as office hiring, without testing for remote readiness
Leaving expectations and success measures vague
Overlooking onboarding, which sets the tone for the whole relationship
Relying on a single leader to hold the team together without agreed structures
Ignoring employment, tax and data security requirements, which vary by country and should be confirmed with qualified advisers
What to look for in a remote leader
The leader of a remote team has a different task from the leader of an office team. They must set direction without relying on proximity, communicate expectations in writing as well as in conversation, and notice when someone is struggling without seeing them every day.
Look for leaders who manage by outcomes, who build trust through consistency and who are comfortable with the tools and routines the team will use. When this capability is in place, the rest of the structure becomes much easier to sustain.
How SET Consulting helps you build remote teams
SET Consulting helps businesses build remote teams that are productive, connected and scalable. We help you define your needs, access talent through our extensive network, assess candidates for fit and impact, present a shortlist of high-calibre candidates aligned to your goals and culture, and support the team structure and setting for sustained performance.
The right people, in the right roles, working remotely and delivering results.
Frequently asked questions
What is a remote team?
A remote team is a group of colleagues who work together from different locations, typically using digital tools to collaborate, rather than from a single office.
How do you assess whether a candidate is ready for remote work?
Look beyond skills and experience to communication, self-management, reliability and the ability to build trust at a distance. Structured interviews and practical exercises help to test these qualities.
Can SET Consulting help build a remote team from scratch?
Yes. We help clients define their needs, access talent, assess candidates, build the team and support its long-term success.
Can remote teams be built across borders?
Yes, although employment, tax and data requirements differ between countries, so employers should take advice on the arrangements that apply to them.
Read more about our work in this sector.