01
Know when remote hiring is a fit
Start with role outputs, recurring workload, management capacity, and secure online work.
EaseClose field guide / 01
The Premium Remote Hiring Playbook
A practical guide to choosing the right role, setting realistic compensation, evaluating candidates, and building a productive first 30 days.
For founders, CEOs, and sales, support, operations, recruiting, customer-success, and technical leaders hiring premium Philippine-based remote professionals.
A practical field guide
Hire with more clarity.
Role readiness
Compensation clarity
Candidate scorecards
First 30 days
Inside
Role prompts, compensation context, security guidance, and manager-ready checklists.
A better hiring conversation
The cost is only one part of the decision.
Premium remote hiring works when the role is designed with the same care as the hire. This guide helps you make the operating choices that drive results, from the first role brief to the first weekly scorecard.
02
Set compensation with context
Use a realistic starting reference without treating one number as a quote for every role.
03
Evaluate evidence, not polish
Use a consistent scorecard for skills, communication, ownership, judgment, and results.
04
Make the first 30 days deliberate
Prepare access, feedback rhythms, weekly measures, and early wins before the work begins.
Inside the playbook
A clear path from role design to day 30.
Six practical chapters turn a broad hiring question into a sequence your team can actually use.
01
Readiness and fit
Decide whether the work, manager, and operating context are ready.
02
Remote-capable roles
Translate the outcome into a clear role, schedule, and decision scope.
03
Compensation planning
Keep guaranteed base, variable compensation, and service options distinct.
04
Candidate scorecard
Compare the same evidence across skills, communication, judgment, and fit.
05
First 30 days
Move from prepared access to supported practice and independent execution.
06
Results and security
Build a weekly scorecard and least-privilege access habits.
Role design
Choose the work before you choose the title.
Common remote-capable roles include sales, support, success, recruiting, real estate, medical and dental administration, operations, CRM, content, and technical or software engineering.
01
Sales
02
Support and success
03
Recruiting
04
Real estate
05
Medical and dental admin
06
Operations
07
CRM
08
Content
09
Technical and software engineering
Compensation planning
Keep the economics clear.
Pricing starts at a $1,000/month minimum reference for suitable premium talent with approximately 2–4 years of experience. Tech may start at $1,200/month. Pricing varies by role, specialization, and seniority; these are starting references, not a universal quote.
Guaranteed base
Keep the fixed base or service-cost reference visible and separate from performance upside.
Variable compensation
Sales commission or other client-paid variable compensation is not the fixed EaseClose cost.
Service options
One-time placement from $1,299; optional Hire Insurance $129/month; optional Fractional Management $799/month including insurance.
30 days
The 30-Day Talent Match Guarantee is a reason to assess fit early, communicate clearly, and raise concerns promptly. It is not a substitute for management.
Candidate evaluation
Use a scorecard instead of gut instinct.
Score each candidate from 1 to 5 on the same categories, then capture evidence from specific examples and measurable outcomes.
Skills and experience
011 · 2 · 3 · 4 · 5
Communication
021 · 2 · 3 · 4 · 5
Ownership
031 · 2 · 3 · 4 · 5
Judgment
041 · 2 · 3 · 4 · 5
Alignment
051 · 2 · 3 · 4 · 5
Systems fluency
061 · 2 · 3 · 4 · 5
Schedule fit
071 · 2 · 3 · 4 · 5
Coachability
081 · 2 · 3 · 4 · 5
Results
091 · 2 · 3 · 4 · 5
The first 30 days
Make the first month deliberate.
Prepare the manager, systems, goals, and feedback rhythm before day one. Then move from orientation to supported practice and early wins.
01
Days 1–5
Orient the professional to the company, customer, role boundaries, communication norms, security, and excellent work examples.
02
Days 6–15
Begin supervised production work, hold regular check-ins, and correct misunderstandings early.
03
Days 16–30
Move toward supported independence, review KPI trends and quality samples, and document early wins.
04
Weekly scorecard
Track three to seven measures: quality, results, blockers, coaching, and next commitments.
Security and access
Make security part of the role.
- ✓ Least-privilege access
- ✓ Individual logins and MFA
- ✓ Approved devices and password manager
- ✓ Access reviews and documented offboarding
Support options
Plan for steady support.
Consider Hire Insurance or Fractional Management when appropriate. Optional Fractional Management is $799/month including insurance. Confirm the applicable service terms.
Contracting context
Keep legal questions in the right lane.
Classification, contracts, tax, statutory obligations, data protection, and confidentiality depend on the facts, agreement, jurisdiction, and applicable law. Consult qualified advisers.
Get the full guide
Make your next remote hire easier to get right.
Enter your work email and company to unlock the printable guide, including role prompts, weekly scorecards, security guidance, and the final hiring checklist.
Educational notice
This playbook is for general educational purposes only. It is not legal, tax, accounting, HR, employment, or classification advice.
Your guide is ready
Make the next decision clearer.
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Submissions are emailed to the EaseClose sales team inbox (sales@easeclose.com). No CRM destination is currently connected, so this unlock is not being sent to a CRM.
After the download
Bring the role, the scorecard, and the questions.
This playbook is for general educational purposes only and does not constitute legal, tax, accounting, HR, employment, security, or classification advice. Pricing and service options vary by role, specialization, seniority, compensation structure, and applicable terms. Consult qualified advisers for your situation.