A good remote interview comes down to preparation on both sides. Candidates should test their camera, mic and connection 15 minutes early, sit somewhere quiet and well lit, and bring two or three real examples of their work. Employers should explain what success looks like in the first 90 days and set a short, practical task, so the call shows how someone would actually do the job.
A remote interview is still a conversation between two people deciding whether they'll work well together. The screen just changes what can go wrong. A frozen video, a noisy room or a vague question can hide a great candidate or a great job.
The good news is that most of it is in your control. Here's how both sides of the call can get more from the first conversation.
Before the call: get the basics right
These apply whether you're hiring or being hired. Sort them out the day before, not five minutes before.
- Run a tech check. Open the meeting link early, test your camera and mic, and close anything that might pop up on your screen. If your connection is shaky, plug in with a cable or sit closer to the router, and have your phone ready as a backup.
- Set up your space. Choose a quiet room, sit facing a window or a lamp so your face is lit, and keep the background simple. Put your camera at eye level so you're looking at the other person, not down at them.
- Know who you're meeting. Candidates should read the job description and the company website. Employers should read the resume and, with Somewhere.com, watch the candidate's intro video so the first call can go deeper than “tell me about yourself.”
- Confirm the time zone. Put the time in both time zones in the invite. It sounds small, but it saves a lot of missed calls.
For candidates: three tips that make you stand out
1. Show how you work remotely. Employers want to know you'll be easy to work with from a distance. Explain how you keep people updated, which task management tools you have experience with, and how you handle a question when the answer isn't obvious. It tells them what working with you will feel like.
2. Bring real examples. Have two or three short stories ready about results you've delivered. Say what the problem was, what you did and what changed. “I rebuilt the client onboarding checklist and cut follow-up emails in half” lands better than “I'm very organized.”
3. Research the company and bring it into your answers. Know what the business does, who its customers are and how your role fits in. If you're interviewing for an operations role at a construction firm, mention how you'd keep projects moving while the team is on site. It shows you're already thinking like part of the team.
One more habit worth keeping: prepare two questions of your own, such as “What does a great first month look like in this role?” Good questions make the call feel like a conversation, not a test.
For employers: three tips that get you better answers
1. Share what success looks like. Walk the candidate through the role's first 90 days and how you'll measure it. When people know the target, their answers get specific, and you learn far more about how they'd actually do the job.
2. Set a short, practical task. A real example of the work tells you more than a hypothetical question. Ask a bookkeeper to talk through how they'd reconcile a messy account, or an executive assistant how they'd organize a packed week. Keep it short and relevant to the role. For more ideas, see our list of remote interview questions.
3. Give feedback quickly. Great candidates are talking to other companies too. A same-week reply, even a no, keeps your reputation strong and stops you losing the person you wanted.
It also helps to know the candidate before you meet. With Somewhere.com, every candidate comes with a short intro video, so you can hear how someone communicates before the first call and spend the interview on the questions that matter. You can read more about how candidates are vetted.
After the call: follow up while it's fresh
- Candidates: send a short thank-you within a day. Mention one thing from the conversation that made you more excited about the role.
- Employers: write down your notes straight after the call, while you still remember the details. Then tell the candidate what happens next and when they'll hear from you.
- Both: if something went wrong on the tech side, say so and offer a quick follow-up. A dropped call is nobody's fault, but not mentioning it can leave the wrong impression.
Worried about working across time zones once the hire is made? The professionals Somewhere.com places work full-time on your hours. Here's how remote professionals work US hours.
Ready to meet candidates? See how hiring with Somewhere.com works, or book a call with our team.
Frequently asked questions
How do I prepare for a remote job interview?
Test your camera, mic and connection at least 15 minutes before the call. Choose a quiet, well-lit space, research the company, and have two or three real examples of your work ready to share.
What should I wear to a remote interview?
Dress as you would for an in-person interview with the same company. Plain, solid colors usually look best on camera.
How long does a remote interview usually take?
Most first-round remote interviews run 30 to 60 minutes. Check the invite and ask beforehand if you're not sure, so you can plan your day around it.
What should employers ask in a remote interview?
Ask about real situations the candidate has handled, and share what success looks like in the first 90 days. A short practical task related to the role often tells you more than hypothetical questions.
What if my internet drops during the interview?
Stay calm and rejoin as soon as you can. If you can't reconnect, message or email the interviewer straight away and offer to continue by phone or reschedule.
Can I see a candidate before the first interview?
Yes. Every Somewhere.com candidate comes with a short intro video, so you can see how they communicate before you book the first call.
