Hey everyone, Greg here—welcome to the sixth edition of Scaling Beyond Borders.
Today I want to talk about something that comes up in every single growth phase: hiring.
And more specifically—how we hire now. Because the way we
used to do it doesn’t really keep up anymore. Chances are if you’re a founder listening to this
you’ve probably felt it too. Roles sitting open for weeks. Endless back-and-forth with recruiters.
You finally hire someone, onboard them, and by the time they’re ramped, the problem you hired
them to solve has already shifted. It’s not just slow—it’s misaligned with how fast the rest of
the business needs to move. That’s why I’m such a
believer in decentralized hiring. When you stop treating geography as
the first filter, everything changes. You’re no longer limited by who happens to live in
your city—or who’s willing to move. You can start with what actually matters: the work,
the skills, the outcome. And you can find people who are ready to contribute right now.
What’s been working for us—and for a lot of companies we support—is going beyond
traditional full-time, local-only thinking. You might not need someone 40 hours a week.
You might not need them in your time zone. What you need is impact, and a structure
that reflects the way your business runs today. That’s where decentralized hiring wins. You get
access to specialists across borders—people who are already remote-ready, already working
with common tools, and don’t need babysitting. Instead of spending weeks reviewing resumes,
you’re meeting professionals who can actually step in as soon as possible, not next quarter.
People who’ve done the job before and know how to manage outcomes independently.
Think about the roles that don’t need to be in-office or on Zoom with you every day—SDRs
who can plug into Salesforce and hit the ground running. Support reps who speak three languages
and can cover your off-hours. Marketing ops pros who know HubSpot inside out. Bookkeepers
who can clean up your systems without you having to explain it three times.
And when you’re hiring from a global pool, fit matters even more. It’s not just about
who can do the work—it’s about who can do the work in a distributed environment.
What I look for—and what we coach clients to look for—is really simple:
Can they describe outcomes, not just job titles? Do they communicate clearly in writing?
Are they used to working without constant check-ins?
If someone can’t manage their own time or isn’t proactive, it doesn’t matter how good they are on
paper. That’s why working with a pre-vetted pool makes such a difference. You’re not
starting from zero—you’re meeting people who’ve already been evaluated for remote readiness,
communication, and technical fit. No need for trial runs or long interview cycles.
Just a focused match and a fast start. Onboarding, too, has to match the pace.
We don’t throw people into two weeks of meetings. We give them written goals, a few key tools,
examples of what great looks like, and a point of contact. That’s it. People
figure things out quickly when you remove the noise and make expectations clear.
And the beauty of this model is that it works especially well for operational functions.
Sales dev, support, marketing workflows, finance cleanup—these are roles where output is visible,
tools are shared, and deliverables are trackable. You don’t need someone down
the hall. You need someone who gets it done. That’s how we’ve built Outsorcy. We maintain
a network of professionals who are already vetted, already experienced in remote structures,
and available on flexible terms—full-time, part-time, no bloated contracts. No waiting
months to fill a role. Just results. And the thing I always remind
founders is this: hiring is not about filling seats. It’s about solving business problems. So
the question isn’t “where do they live?”—it’s “can they execute on what I need, right now?”
Decentralized recruiting is how you align hiring with reality. It gives you access, speed,
and flexibility—all without lowering the bar. If you’re building for growth, this is how you
do it without bloating your team or burning months you don’t have.
Thanks for watching—and I’ll see you in the next one.
Traditional hiring is too slow: Old models can’t keep up with the rapid pace of SaaS growth
Decentralized hiring is the future: Hiring global specialists quickly and focusing on outcomes over rigid roles
Build lean, impactful teams: This approach raises the bar and supports scalable, fast-growing companies
