Imagine you are a Software Engineer who travels back to 2019.

Those were times where geography was the main force dictating job opportunities.

If you were born in San Francisco, USA, you’d have the chance to join the Technology industry.

If not, you’d have either to move, or to say goodbye to a career at some of the most exciting tech companies in the world.

Fast forward to today, and after Covid-19, remote work became a credible alternative to most companies, and mostly to tech startups. 

Having realized the pool of talent they can now access, and the cost-efficiency opportunities, tech startups have been at the forefront of the remote-first hiring movement. 

Their goals are simple: to have access to a larger pool of highly-qualified talent, build global companies from day one, while maintaining costs in check.

This realization is taking remote-hiring from a small trend from a few years ago, to a global movement that is empowering millions of people, not only across the US, but across the world, to join companies at the forefront of innovation - remotely.

It is now possible for people around the globe, who can’t leave or don’t want to leave their cities or countries for different reasons, to work at some of the most exciting companies in the world.

But hiring remote-first has its costs too.

The Real Costs of Remote Hiring

Let’s face it, while remote hiring reduces costs by giving access to high-quality talent at lower salaries, and increases job opportunities and job fairness across the globe, it also comes with a lot of pain.

First, companies must guarantee they have the right culture to bring remote employees in. 

Having solid documentation in place, the right set of communication tools, the right rituals to onboard newcomers, a few processes to make onboarding seamless, payroll tools for different locations, taxes, etc.

On top of all this administrative work, we need to add the need to attract, find, and select the right candidates according to their local background, experience, timezone, language, skillset, and expected salary, etc.

Yes, you see it.

While it may seem simple if seen from above, hiring is never easy, and finding the right gem is like finding a needle in a haystack. And it only gets harder if we go down the remote-hiring rabbit hole.

This is not to say that companies don’t realize that hiring remotely comes with a lot of benefits too. 

The benefits are real, like building a company working 24/7 due to different timezones, optimal salaries, decreased burn rate, goal-oriented and proactive employees; but the costs are real too, and the pain is high.

And what about solutions right? At least, there must be a few companies tackling this problem already, right?! 

Well…not really. But let’s drill it down.

Until recently, the most common solutions tech startups from the US had to this problem was to use Local Recruiting Companies and Staffing Agencies, to find offshore talent. 

These Local Recruiting Companies and Staffing Agencies would do all the grunt work from sourcing applicants, screen candidates, collecting CVs and doing background checks, interview candidates, negotiate the salary, and then would serve their Client (the Company hiring the offshore talent) with the supposedly best candidates for the company to select the one they’d prefer.

However Local Recruiting Companies and Staffing Agencies take weeks to deliver on their promises and on top of that, they tend to take expensive margin fees - in average 30% of a yearly salary of the engineer being hired. On the other hand, remote engineers tend to inflate their salaries the moment they know they’ll be working for a tech startup from the US, making it a double-edge sword to handle. 

Not easy for any high-growth tech company who needs to hire quickly the best their money can pay for. That’s why startups are focusing more than ever at hiring engineers with the ‘best-ROI’, instead of any other combination.

But, best what? - You ask…

Hire Remote Talent with the ‘Best-ROI’

Imagine if tech companies could hire remote talent with the best-ROI? 

I mean, the right candidate, from the right timezone, with the right experience, at the right salary, while cutting out the 30% margin paid to Local Recruiting Companies and Staffing Agencies and reducing the time-spent hiring from months to days?!

That would be a dream come true right?

Well, let’s break it down piece by piece.

First, because hiring the best-ROI candidates is way different than hiring the “best” or even the “best-in-class”. 

The best-ROI remote talent comes with the weight of identifying the best person to deliver the best value for the best money we can pay for.

Second, because the “best” and the “best-in-class” are not optimal choices for many tech startups as they are overly expensive for companies at Seed to Series B stages due to the competitive landscape around tech talent in some tech cities.

While we admit, we all want to work with the best, we also recognize that talent and experience is evenly distributed across the globe. And we all know that what is the best for some, isn’t the best for others.

Third and last, if we can create more fair job opportunities for those whose geography still plays an important role, then we are up to the challenge.

And on top of all that, acknowledging that we’re now living in a post-ZIRP era, we all know how startups have to do all they can to extend their runway and spend it wisely; and with generative-AI, we also know we can help them achieve their goals by providing a robust vertical solution for them to hire remote talent with the best-ROI.

One thing we’re confident about: this is the way.

And that’s why we’re building Noxx.

Say ‘Hello’ to Noxx - fixing remote hiring

At Noxx, we help tech companies to automate candidate screening and evaluations based on your criteria, shortlisting the best remote engineers within your budget and timezone.

We offer a vertical solution to hire remote talent at optimal conditions and salaries.

By using our AI-driven ATS (application tracking system), we optimize salary offers to match local rates and eliminate middlemen, enabling you to hire the best remote engineers with the best ROI.

The criteria engine quickly surfaces the best candidates across the entire pool of talent, based on the criteria built by the company and allowing:

• a much deeper understanding of the candidate, 

• the company to compare comparable candidates in comparable situations, and 

• a data-driven decision, not a gut decision.

On top of that, companies using Noxx can leverage our proprietary data to find more information about candidates’ salary based on their geographic location, experience and more.

To sum up, at Noxx we’re building a AI-driven ATS for hiring the best remote engineers, improving remote hiring both to companies and employees across the globe.

By providing a vertical solution built with generative-AI at its core, and having faced this problem ourselves, over and over again in every company we have built before, we know how hard hiring has become in the global marketplace we live nowadays and with such fierce competition as we live.

While it’s never been easier to build a company like it is today, on the other hand, it has never been so hard to find the right talent to help us build our grand visions.

Until now.

And we are confident that this is the right moment to build Noxx as remote-hiring has only increased in the last couple of years, and since Covid-19, it doesn’t stop from reaching new heights.

Remote work unlocks millions of people from the constraints of geography. For the first time in history we can now empower both companies and individuals by matching their willingness to work together in a seamless and cost-efficient way.

By allowing companies to hire faster, cheaper, with a deeper understanding of their candidates, we unlock the power of ‘speed’ that most startups are looking for, while cutting the 30% margin fee Local Recruiting Companies and Staffing Agencies ask for.

On the other hand, by freeing millions of people across the globe to work at their dream jobs, we can help them have more fulfilling careers, at optimal salaries.

It’s a win-win, and we are only starting.