Hiring remote marketers is all about sparking excitement before day one. A paycheck doesn’t cut it anymore. People want to know they’ll be part of something meaningful, where their skills matter and their ideas aren’t just background noise.
But how do you get them to feel that from a distance?
What makes a candidate say, “Yes, this is the team for me”? It’s not the job description or the list of perks, but the experience they have before they even sign the offer. Every interaction, from the first interview to onboarding, shapes their decision. Are you making it feel like a formality or a welcome invitation? That said, small details make a big difference. A hiring process that’s personal, clear, and engaging sets the tone for long-term success. Let’s talk about seven ways to make remote candidates genuinely excited to join your marketing team.
1. Make the Hiring Process Personal
People want to feel like their work matters. When talking to remote candidates, go beyond listing job duties – help them see the bigger picture. How does your marketing team contribute to the company’s success? What impact does their role have? Be specific. Instead of saying, “You’ll help grow the brand”, explain how their skills will shape campaigns, connect with audiences and drive results.
It’s also important to share what makes your team different. Do you encourage creative freedom? Have a supportive work culture? Offer interesting projects that challenge people in a good way? These details make a difference. If your current team members love working there, let candidates hear it – through testimonials, casual chats, or even a quick note in the job description.
Finally, talk about company values, but make it real. Instead of generic statements like “We believe in teamwork”, show how that plays out daily. Maybe it’s open collaboration on projects, strong leadership support, or a culture where ideas are actually heard. Remote employees don’t get to feel the office buzz, so it’s up to you to bring that energy into the hiring process.
2. Be Transparent About Expectations
People want to know what they’re signing up for before they accept a job offer. Being upfront about what success looks like in the role helps candidates decide if it’s the right fit. What are the main responsibilities? How are deadlines set? How does feedback work? These details make a big difference in setting the right expectations from day one.
It’s also important to be honest about challenges. Every team has them – maybe projects move quickly, or working across time zones takes extra coordination. Being open about these things builds trust and helps candidates prepare, rather than being caught off guard later.
Clear expectations also go beyond daily tasks. What’s the team’s approach to work-life balance? Are people expected to respond outside of working hours? What steps do you take to support employees’ mental well-being? According to Anker Huis Rehab, 33% of remote workers report that their productivity is directly impacted by their mental health. So, how does your company support them? Addressing these concerns upfront builds trust and helps candidates feel confident in their choice.
3. Set Them Up with the Right Tools
New hires shouldn’t have to spend their first week figuring out what tools to use or where to find important files. Giving them access to everything they need from day one makes the transition easier. This includes setting up accounts, sharing login details, and providing a quick overview of the platforms they’ll be working with.
For remote marketing teams, some of the most commonly used tools include:
- Communication: Slack, Microsoft Teams, Zoom
- Project Management: Trello, Asana, Monday.com, ClickUp
- Content Collaboration: Google Drive, Notion, Dropbox
- Design & Creative Work: Canva, Adobe Creative Cloud, Figma
- Social Media Management: Hootsuite, Buffer, Sprout Social
- Email Marketing: Mailchimp, HubSpot, ConvertKit
- Analytics & Reporting: Google Analytics, SEMrush, Tableau
A study by Harvard Business Review found that employees who receive proper training on tools are 68% more productive in their first three months. Instead of overwhelming new hires with too much information at once, it helps to provide short tutorials or a simple guide they can refer back to. Ensuring they have access to the right tools from the start allows them to focus on their work rather than troubleshooting technical issues.
4. Sneak Peek Into the Team Culture
Culture isn’t about fancy mission statements – it’s about how people work together daily. Remote candidates can’t see the office vibe, so give them a real sense of what being on the team feels like. Share how your team communicates, how decisions are made, and how people support each other.
Do you have casual Slack channels for non-working chats? Weekly team calls that include personal check-ins? Small traditions that unite everyone, like virtual coffee breaks or shoutouts for great work? These details help candidates picture themselves as a part of the group.
Studies show that 58% of remote workers say they feel disconnected from their teams, but strong communication can change that. Companies with high-tryst cultures see 50% lower turnover rates, and 69% of employees say they would work harder if they felt more appreciated.
It’s also important to highlight how your team handles challenges. Do people collaborate when things get tough, or is everyone expected to figure things out on their own? Is feedback encouraged? How does leadership stay connected with the team?
If your current employees love working there, let them share their experiences. A quick video message, a written testimonial, or even a short chat with a future teammate can go a long way. People don’t just want a job – they want to know they’ll work with a group that feels right for them.
5. Offer Perks That Matter
Perks can make a job more appealing, but they need to be the kind that employees care about. Office ping-pong tables and free snacks don’t mean much to a remote team. Instead, think about what makes a real difference – flexible working hours, home office stipends, mental health support, fun corporate events or extra days off. A survey by Glassdoor found that 60% of job seekers consider benefits and perks a major factor in accepting a job offer, and companies that offer strong benefits see 56% lower employee turnover.
Compensation is important, but people also value things that improve their day-to-day lives. Covering coworking space costs, offering professional development budgets, or providing paid parental leave can set your company apart. Some teams even offer “no-meeting” days to help employees focus. The best way to know what matters? – Ask your current team. Their feedback can guide you in offering perks that make a real impact. When candidates see that a company genuinely supports its employees, they decide to join much more easily.
6. Show That They’ll Have a Voice
People want to feel like their opinions matter at work. If new hires know they can contribute ideas, give feedback, and be part of meaningful conversations, they’ll be much more engaged. A study by Salesforce found that employees who feel heard are 4.6 times more likely to do their best work. On the other hand, when people feel ignored, motivation drops, and turnover increases.
During the hiring process, show candidates how your team communicates. Do managers hold regular one-on-ones? Is there an open-door policy for feedback? How are decisions made? If the company encourages employees to speak up, share examples of when leadership has acted on team input.
It’s also helpful to explain how new hires can make an impact early on. Will they be part of brainstorming sessions? Do they get ownership of projects? Feeling valued from the start helps employees stay committed long-term.
A strong team isn’t built on a few voices at the top – it’s built on people who know their ideas and contributions actually matter. If candidates see that from day one, they’ll be much more excited to join.
6. Make Onboarding Feel Like a Warm Welcome
The first few days at a new job can be overwhelming, especially for remote employees who don’t have an office to walk into. A structured but friendly onboarding process helps new hires feel comfortable and ready to get started. Instead of just sending a pile of documents, introduce them to their teammates, set up casual check-ins, and ensure they know where to go for help.
Studies show that 69% of employees are more likely to stay with a company for three years if they have a strong onboarding experience. On the other hand, nearly one-third of new hires quit within the first six months if onboarding is unclear or unwelcoming. A welcome message from the team, a mentor to answer questions, or even a fun virtual meet-and-greet can make a big difference.
The key is to make new employees feel like they belong from day one. Give them the tools they need, set clear expectations, and make space for them to get to know their colleagues. A positive start helps people feel confident in their decision to join – and excited about what’s ahead.
7. Keep the Excitement Going Until Day One
Once a candidate accepts an offer, there’s often a quiet period before their start date. That gap can make new hires feel disconnected or even second-guess their decision. Keeping in touch before their first day helps maintain their enthusiasm and makes the transition smoother.
A simple welcome email, a message from their future manager, or an invite to a casual team chat can go a long way. Some companies send a small welcome package with the company swag or a personalised note. Others introduce new hires to a buddy or mentor before they start, so they already have a go-to person when they join.
It’s also helpful to give them an idea of what to expect in their first week. A quick schedule overview, a list of tools they’ll be using, or even an early invite to a team meeting can make day one feel less overwhelming. Studies show that 80% of employees who feel prepared before their first day have a more positive onboarding experience.
Starting a new job is a big deal. A little effort to keep new hires engaged before they start makes them feel valued, and excited to dive in when their first day arrives.
Wrap Up
Every step of the hiring process should help employees feel welcome, valued, and set up for success from the first interview to their first day. Being open about expectations, taking a real look into company culture, and offering perks that matter all build trust. Taking the time to check in before their start date and making onboarding a positive experience can set the tone for long-term engagement.
Then again, a great hiring process doesn’t stop at signing the contract. Keeping communication open, encouraging feedback, and making new employees feel heard will help them settle in and do their best work. When people feel connected to their team from the start, they’ll be more motivated and ready to make an impact.