Small and Medium-Sized US Businesses: You Deserve Great Remote Talent Too

Remote hiring isn't just a cost-saving measure (though it definitely helps with that). It's a strategic advantage. When you're not limited to candidates within commuting distance, you can hire the best person for the role, full stop. And for growing businesses, that difference is everything.

That's not a marketing line, it's something a founder told us after watching a hire that started as an Executive Assistant brief evolve into a full Chief of Staff and genuine member of his management team. More on that below.

We've worked with US businesses at different stages and in different industries. Here are two that we're especially proud of, both for the quality of the hire and for what it meant to the founder personally.

Ashley Perona is the founder of Ever Wander Travel, a travel brand built around inspiring adventures and wanderlust-driven content. Like many founders in the creator space, Ashley's business depends on a strong, consistent social media presence, but maintaining that herself was consuming hours she simply didn't have

Ashley had a very specific requirement: she needed a Social Media Manager based in South Africa, both for time zone compatibility and for strong English-language communication, non-negotiable for a brand where voice and tone are everything.

We screened 50 to 60 candidates so Ashley never had to see the noise, only the signal. The second candidate we presented was the one. Ashley hired her on the spot and she's still in the role today. The working relationship grew into a genuine personal connection, Ashley was planning to visit her hire in South Africa in person shortly after sharing her testimonial with us.

Chris Becker is the co-founder of Better Rhodes, a premium non-alcoholic beverage company four years into an active growth phase. As the business scaled, Chris and his co-founder found themselves stretched, they needed operational support, and they needed it to work across a distributed, partly offshore team.

Chris came to us thinking he needed an Executive Assistant. Through our consultation process, we helped him see that what Better Rhodes actually needed was something closer to a Chief of Staff, someone deeply embedded in the leadership team, not just handling admin.

We used video interviews to let Chris assess personality, communication style, and genuine fit across a broad candidate pool, an approach he described as more innovative than anything he'd experienced before. When the first-choice candidate took another offer, our strong shortlist meant there was an excellent alternative ready immediately. That hire, Agatha, is still with Better Rhodes today, now supporting multiple leaders, contributing to inside sales and metrics, and partnering with Chris on operational processes and automations.

Ashley and Chris run very different businesses, one is a travel content brand, the other a growing beverage company. But the pattern is the same: a founder stretched too thin, a specific hiring need, and a remote placement that didn't just fill a gap but genuinely changed how the business operates.

Neither of them had to sift through dozens of applicants. Neither went through a long, drawn-out process. And both ended up with hires that are still with them today, not because they got lucky, but because the sourcing, vetting, and matching was done properly from the start.

Read next: How to Hire a Remote Executive Assistant for a CEO · How to Hire Remote Talent: A Step-by-Step Guide