Honestly, we've been close to hiring 2 remote people in our short time. Both were because we knew how good the people were. Hiring with confidence is difficult, and canning a person shortly after you realize you made a hiring mistake is a bad outcome for both parties.
Hiring remotely makes this harder.
(Personal opinion, not my employer, yadayada but:
I've long thought that the best way to hire eng would be to have a pool of contractors, all "maybe interested in FT" in both directions of the transaction. Hire the best of the pool who are willing once you have confidence gained. Remote would be one factor to overcome in gaining confidence.
Even so, there are structural problems with this; it's hard to take that course in hiring as the first-mover. People don't like to quit jobs - even in this awesome job market for devs - without a bird in the hand.)
Hiring remotely makes this harder.
(Personal opinion, not my employer, yadayada but:
I've long thought that the best way to hire eng would be to have a pool of contractors, all "maybe interested in FT" in both directions of the transaction. Hire the best of the pool who are willing once you have confidence gained. Remote would be one factor to overcome in gaining confidence.
Even so, there are structural problems with this; it's hard to take that course in hiring as the first-mover. People don't like to quit jobs - even in this awesome job market for devs - without a bird in the hand.)