Why Remote? Hundred5

As we looked to build a community around remote working in Ireland we needed one thing – companies from outside of Ireland to use as examples of what can be done when remote working policies are implemented right. So when Marit, who comes to Grow Remote having helped 3 companies to go remote, said she could join us, we were ecstatic.

Read about how Hundred5 approaches remote working….

What does your company do?

We help companies innovate their recruiting.

Hundred5 is the simplest hiring tool for brave pioneers who want to change the way in which companies are approaching talent.

It works by using short skills-based tests as the way of applying for a job. These challenges are fun to take and tell the employer more about the person applying than a CV ever would. We see this as the best way to attract and identify qualified candidates.

What’s the background to you having remote teams?

Hundred5 grew out from a fully remote company Toggl, who needed a tool to scale their hiring back in 2013. In fact, challenges in recruitment were the number one reason why the team decided to go remote and start hiring globally.

So Hundred5 was built from a strong need to access employees all over the world and to make make sure that someone hundreds of miles away is actually a good person for the job. It worked so incredibly well that others started to ask if they could use it too. So as of 2017, Hundred5 became an independent company.

What kind of roles do you hire for?

We’re team of 10 people and are not currently looking for anyone.

But we eat our own dogfood and have filled most of the positions with the Hundred5 method – developers, marketers, business development managers, content writers, accountants, support agents etc.

How do you manage results remotely?
Our company culture is built on independence, flexibility and self-ownership. This means that each of us can choose the time and place to work in, as long as the communication channels remain open, and the job gets done.

In practice, this means that at the beginning of every quarter, we agree on the goals of each team and break them into smaller steps. From there on, all the teams will independently seek for solutions to reach those targets. Of course, this also includes measuring and reporting the impact of team activities on a weekly basis.

How do you manage culture remotely?

Every time when someone asks how do we keep our culture, something tiny breaks inside me. Because culture is something that is constantly changing – every person that leaves or joins causes the change.

This is why it’s super important as a leader to repeatedly talk about the things that we embrace and those we don’t. Providing this kind of clear framework of values, in which people can make autonomous decisions, allows everyone to do their best work and shape the way we operate as a company.

How can towns and communities make it easier for you to hire there?
We are based in Estonia, which is well-known for being ahead of the curve when it comes to technology. So we definitely enjoy the perks of our E-solutions.

However, I would love to see the legal environment catching up with the developments in the rest of the modern working culture. So, for example, when I work for an Irish company, but prefer to live in Portugal, I have to be able to get local health care.

Having common practices across the countries would be a game changer.