The Remote Work Paradox: Recruiting for Roles That Don’t Exist Yet

Let’s face it—recruiting was never easy, but throw in a global shift to remote and hybrid work, and suddenly, it feels like we’re trying to hire for jobs that haven’t even been invented yet. It’s not just about finding someone who knows how to work remotely; it’s about finding someone who can adapt to a role that might evolve three times before their first performance review.

Welcome to the remote work paradox—where you're hiring for the unknown, and both you and the candidate are figuring it out as you go. Fun, right?

Scenario 1: The Hybrid Jigsaw Puzzle

Imagine you're tasked with hiring a "Hybrid Communications Strategist." What does that even mean? In some cases, it's straightforward—manage internal and external comms from anywhere, ensuring smooth collaboration. But as you dig into the job description, it becomes clear: the company isn’t entirely sure what hybrid looks like for this role yet. Will it lean more internal or external? Will the person need to lead a remote team or just be part of one? Or both?

Here's the twist: the job could change again in six months. As more companies solidify their remote strategies, job roles continue to shift. A communications role today could involve advanced digital content management tomorrow. And you, as the recruiter, are left to predict which candidate will thrive not just now, but six months down the road.

Pro Tip: Ask candidates about their experience in navigating ambiguity. Find out if they’ve been in roles that evolved over time and how they adapted. The perfect candidate for these hybrid roles isn’t someone who checks every current box; it’s someone who can quickly learn, pivot, and handle uncertainty with grace.

Scenario 2: The Remote Job That Wasn't Remote—Until It Was

Now, let's say you’re recruiting for a role that used to be office-based. The job posting is solid, responsibilities clear—except now it’s remote, and things aren’t that simple anymore. Suddenly, the question isn’t just whether they can do the job, but whether they can manage doing it from a home office, collaborate across time zones, and deal with Zoom fatigue.

One of my recruiter friends had a situation where the company wanted a sales manager, office-based. They found a candidate, did the interviews, made the offer—and then, bam! Two weeks later, the company pivoted, and the role became fully remote. That’s when they realized—neither the company nor the candidate had properly thought through the ramifications of a remote sales role.

Pro Tip: When hiring for remote positions, ask candidates how they manage time, distractions, and communication in a remote environment. Give them scenarios like, “How would you lead a team where everyone is in different time zones?” or “How do you maintain focus and productivity in a remote setting?” Even roles that can be done remotely still need someone who can actively navigate the challenges that come with that territory.

Scenario 3: The Role with an Undefined Future

How do you hire for a job that might not even exist in its current form in a year? It’s not as rare as you’d think. Many remote positions today are part of a larger transition that companies are still figuring out. Take, for example, roles like "Remote Team Architect" or "Digital Culture Lead." These titles may sound futuristic, but they reflect the growing need for someone to manage not just remote work but remote culture. The thing is, companies are still experimenting with what this looks like.

Recruiting for such roles is challenging because the company itself may not know what they need. As a recruiter, you may feel like you’re building the plane while flying it. The key here is to find candidates who are not just adaptable but who can help define what the role becomes. It’s a lot like recruiting for startups—except now, nearly every company feels like one.

Pro Tip: Look for candidates with a combination of leadership and innovation. They need to be comfortable creating structure where there isn’t any. Ask questions like, “How would you go about defining a new role in an evolving team?” or “What’s your process for shaping your responsibilities when priorities shift?”

The Constant Evolution of Remote Roles

Remote work has opened up massive opportunities for both companies and employees. It’s also brought a new set of headaches for recruiters. Roles aren’t static anymore. They’re evolving as fast as companies can figure out their long-term remote strategies, and as recruiters, we’re navigating uncharted waters.

But this doesn’t have to be a bad thing. In fact, it’s exciting! We have the chance to hire trailblazers—people who won’t just do the job, but who can help define what the job is. The key is shifting our focus from static qualifications to potential. Instead of asking, “Can they do the job now?” we should be asking, “Can they grow and change as the role evolves?”

Embrace the Paradox

So how do we thrive in this remote work paradox? By acknowledging that there are no perfect answers—just good strategies. Approach each hire with flexibility in mind. The candidates who excel in this new landscape will be the ones who aren’t fazed by change. They’ll be the ones who see evolving roles not as a burden, but as an opportunity to shape something new.

Recruiting for roles that don’t exist yet is tough. But if we shift our mindset and embrace the unknown, we may just find the next generation of leaders who can take on the challenges of tomorrow’s workplace—even if we don’t know exactly what that looks like yet.