Remote Jobs Are Not Easy to Get
The pandemic convinced a lot of people that remote work was the new default. The RTO (return-to-office) wave of the last two years has complicated that story, but remote roles still exist in large numbers — they're just considerably more competitive than they used to be.
Here's the math that most remote job seekers don't fully absorb: a remote job can attract applications from anyone in the world (or at least any compatible time zone). An in-office job in London competes against London's talent pool. A remote job at a London-based company competes against London, Berlin, Warsaw, Lisbon, and wherever else the company hires. The application volume is typically three to five times higher.
This changes the strategy. You can't just apply to more jobs and hope volume solves the problem. You need to specifically address what remote employers are screening for — and they're screening for different things than in-office employers.
What Remote Companies Are Actually Looking for
The obvious requirements: good internet, appropriate working hours, the ability to show up to video calls. Those are table stakes. What remote-first companies screen for harder:
Async communication ability. In an office, you can tap someone on the shoulder. Remotely, your written communication is your primary presence. Companies that have been remote for years know this. They screen for candidates who can write clearly, communicate context that a colleague in a different time zone needs, and don't require live interaction to function.
Self-management and output focus. "Responsible for [task]" descriptions don't impress remote-first companies. Demonstrated output does. "Shipped X feature in Y weeks with Z impact" is the remote worker's primary credential — it shows you produce measurable work without someone standing over you.
Proactive communication habits. Do you update your team when something changes, or do you wait to be asked? Remote teams fall apart when people go quiet. Companies who've been burned by this hire specifically for people who communicate status without being prompted.
Time zone compatibility and flexibility. Not all remote jobs are fully async. Many require overlap with a specific time zone range. Know which time zone requirements a role has before applying.
Where to Find Actual Remote Jobs
The big job boards (LinkedIn, Indeed, Glassdoor) have remote filters, but those filters are notoriously unreliable. "Remote" tags get attached to jobs that are actually "remote for the right person in our city." For genuinely remote roles, purpose-built boards are more reliable:
Remote-specific job boards:
- Remote.co — Curated remote roles, strong vetting on employer quality
- We Work Remotely — High volume, popular with tech companies and startups
- FlexJobs — Paid subscription but rigorously vetted; good for professional and mid-career roles
- Remote OK — Tech-heavy, real-time listings
- Himalayas — Strong for software and design roles
- Jobspresso — Curated remote listings across industries
For specific sectors:
- Turing and Andela for software engineers seeking remote roles with international companies
- Working Nomads for a broad cross-industry remote board
- Authentic Jobs and Dribbble for design roles
The advantage of purpose-built boards is that the companies listing there have opted into recruiting remotely — it's not an afterthought. The culture is usually remote-first rather than remote-tolerant.
Tailoring Your CV for Remote Applications
Your CV for a remote application needs to do something a standard CV doesn't: demonstrate that you can work independently and communicate effectively without physical presence.
Three specific adjustments:
Quantify output, not activity. In-office CVs can get away with role descriptions that imply presence and responsibility. Remote CVs need to show actual produced work. "Led a team of four" becomes "Led a four-person fully distributed team across three time zones, shipping [product] from 0 to 40,000 users in 14 months." The output evidence is the credibility signal.
Surface async and communication tools. If you've used Notion, Linear, Asana, Jira, Confluence, Slack with explicit async norms, Loom, or other async communication tools — mention them, specifically in contexts that show you're not just a passive user. "Built the team's project documentation system in Notion, adopted by all 12 team members" shows ownership rather than familiarity.
Highlight past remote or distributed work. If you've worked remotely before, say so explicitly. A line in your summary: "Six years of fully remote work across distributed teams in four countries" is a strong signal. Even partial remote experience (WFH days, remote collaboration with another office) is worth naming.
The same keyword-alignment logic that applies to any tailored application applies here too — see our guide on how to tailor your CV to a job description. Many remote roles have specific language ("async-first," "distributed team," "timezone-agnostic") that signals they've thought carefully about remote culture. Mirror that language back.
The Cover Letter for Remote Applications
Remote companies read cover letters more carefully than most, because a well-written cover letter is itself evidence of communication ability. If your letter is vague, generic, or poorly structured, it's a preview of how you'll communicate when nobody's watching.
In the cover letter for a remote role, include one of these: a specific example of a time you navigated remote coordination challenges successfully, a brief statement about your home working setup (if excellent), or a clear acknowledgment of the time zone situation if you're in an unusual one. These are quick credibility signals that in-person application letters never need to address.
The Remote Interview Process
Remote-first companies often have more rigorous interview processes, not less. The typical stages for a mid-level remote role:
- Application review
- Async assessment (written task, take-home challenge, or async video response via Loom)
- 30-minute video screening with HR
- Technical or skills interview (video)
- Offer
The async assessment is the stage most candidates underestimate. It tests the thing remote employers care about most: can you work well without real-time interaction? A take-home written assignment should be treated like a work deliverable, not a homework exercise. Use proper formatting. Communicate your thinking, not just your conclusion. Show your process.
For video interviews specifically: your environment matters more than most candidates acknowledge. A professional-looking background (real or virtual), good lighting, reliable internet, and no audio echo are things that in-office interviews have never required you to manage. Sort these before the interview, not during.
Networking Into Remote Roles
Remote work has its own networking ecosystem. Several channels that work particularly well:
Remote-focused communities: Nomad List, Remote-First Slack communities, and specific tool communities (Notion Community, Doist community) contain a high density of remote workers who share job leads, make referrals, and build professional relationships in ways that translate to hiring.
Open source and GitHub: For technical roles, a strong GitHub profile with visible contributions is more discoverable by remote hiring managers than almost any other signal. Contributions to visible projects show you can work in a distributed, async codebase — which is exactly what remote software work is.
Content creation: Writing publicly about your area of expertise — a blog, a newsletter, a Twitter thread that gets traction — creates inbound. Remote companies specifically look for people who communicate proactively, and a public writing track record is direct evidence of that. This isn't a strategy for right now, but a 6-month investment that pays off.
The Salary Question for Remote Jobs
Remote jobs from companies headquartered in high-cost markets (San Francisco, New York, London, Zurich) while hiring from lower-cost regions can involve geographic pay adjustments. Some companies pay "local market" (your city's rates). Some pay "San Francisco minus a band" (a percentage of their standard US rates). Some pay full location-agnostic rates.
Know which you're looking at before you negotiate. "Market rate" means different things at different companies. Ask explicitly: "Is this role compensated on a location-adjusted or location-agnostic basis?" It's a legitimate question and the answer significantly affects your negotiation.
For more on negotiation strategy see our salary negotiation guide — the same principles apply to remote roles, but the geographic dimension adds a layer worth preparing for.
Using MakeMyCV for Remote Applications
Remote job descriptions tend to include specific language patterns that identify remote-ready candidates. Running your CV through MakeMyCV against a remote job description can surface whether you're using the language remote employers look for — or whether your CV reads as though it was written for an in-office role. The keyword and gap analysis is particularly useful when you're applying outside your usual sector or geography, which remote job searching frequently involves.
Frequently Asked Questions
What are the best websites to find remote jobs?
Remote.co, We Work Remotely, FlexJobs, Remote OK, and Himalayas are the most reliable purpose-built boards for remote job listings. For specific fields: Turing and Andela for software engineers, Working Nomads for a broad cross-industry view. General job boards (LinkedIn, Indeed) have remote filters but lower quality vetting of "truly remote" listings.
How do I make my CV stand out for remote jobs?
Quantify your output clearly (remote employers care about produced work, not time spent), mention experience with async communication tools and workflows, and surface any past remote or distributed work experience. Use language that remote-first companies use in their own job descriptions — "async-first," "distributed team," "timezone-overlap."
Do remote jobs pay less than in-office jobs?
Some do, some don't. Geographic pay adjustments are common at US tech companies hiring internationally. Companies with location-agnostic pay policies compensate at the same rate regardless of where you live. Ask directly about compensation philosophy before entering salary negotiations.
Is it harder to get a remote job than an in-office job?
Generally yes, because remote roles attract wider geographic competition. Application volumes are typically three to five times higher. The candidates who succeed approach remote applications with the same rigor as they would a highly competitive in-office role: tailored materials, strong portfolio evidence, and preparation for the specific remote-focused screening stages.
What do remote employers care about most in interviews?
Communication ability, demonstrated output and self-management, async work habits, and cultural fit with a distributed team. The video interview is itself a test of whether you can present professionally and communicate clearly without in-person cues — prepare your environment and your delivery.
Can I get a remote job without any previous remote experience?
Yes, but you'll need to compensate with other evidence. Side projects, freelance work, open source contributions, and any prior independent work experience all serve as proxies for remote work capability. In your CV and cover letter, draw explicit connections between those experiences and the skills remote work requires.