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Forbes
a day ago
- Business
- Forbes
16 Ways For Agency Leaders To Help New Remote Hires Ramp Up Faster
When your team is spread across different cities—or even continents—it's easy for a new hire to feel like they're joining a Slack channel instead of an agency. A new teammate's first few weeks are critical, not just for understanding logistics, but for building confidence, clarity and connection. Below, Forbes Agency Council members share strategies that can help a leader make those early days smoother, more focused and even energizing, no matter where new teammates are logging in from. Follow along for advice on how to equip people with the context they need, the tools they'll actually use and a clear sense of how their work contributes to the big picture. 1. Launch A Smart Preboarding Plan A smart preboarding plan will help new hires acclimate fast. Send a digital welcome kit that outlines online tools teams use to communicate, highlighting established etiquette. Include guides for their first week related to training and meeting schedules. Assign a peer to do introductions to team members to build a sense of connection and let them know who they can go to for answers to questions. - Henry Kurkowski, One WiFi 2. Integrate New Hires Into Team Rituals An agency can set new remote hires up for success by sending tailored onboarding kits before day one, followed by structured ops meetings, platform walkthroughs and project-specific ramp-ups. With clear timelines, access to the right tools and early integration into team rituals, new hires feel confident, connected and ready to dive in from the start. - Katie Meyer, MoonLab Productions 3. Accelerate Learning With Real Responsibility Start with a clear onboarding roadmap, not just a welcome packet. At our company, we pair new hires with department leads for daily check-ins in week one, give them access to standard operating procedures and involve them in real projects fast. The key is structured integration with real responsibility—people learn quicker when they 'do' from day one. - Miller McCoy, Limitless MFG 4. Use Collaborative Tech To Unify Global Teams Our firm has crews based in India, Peru, Brazil and the U.S., with partners in Turkey, Canada and Singapore. With such a diverse remote talent pool, we've embraced the integration of a collaborative platform that offers video conferencing, a server platform and an integrated calendar to coordinate schedules. New hires are trained one-on-one immediately to ramp them up very quickly into our ecosystem. - Terry Zelen, Zelen Communications Forbes Agency Council is an invitation-only community for executives in successful public relations, media strategy, creative and advertising agencies. Do I qualify? 5. Replace One-Off Intros With One-On-One Meetings Many agencies set up only one general meeting to introduce a new employee and call it a day. A series of one-on-one meetings, however, proves to be more effective for showing them the ropes, building connections and replacing those watercooler chats. Encourage the new employee to ask questions, and assign a peer mentor they can turn to as more come up. - Nataliya Andreychuk, Viseven 6. Invest In Face-To-Face, In-Person Time Remote-first agencies can deploy collaboration tools such as Slack for daily workflow, but nothing is more powerful than investing in face-to-face time. Regional on-site work, one or two times weekly, combined with mandatory team off-sites twice yearly, creates personal relationships and trust built in person. The result is accelerated overall performance while enabling curated flexibility for employees. - Ethan Parker, Treble 7. Provide A Playbook, A Mentor And Clear Goals Give new hires a killer onboarding playbook, a culture buddy who actually gives a damn and fast access to the people who matter. Add smart tools, bold goals and regular check-ins to the mix. Set a clear 30-60-90-day path so they know where they're heading. It's not just about joining the team; it's about owning their role, building momentum and making an impact from day one. - Lars Voedisch, PRecious Communications 8. Overcommunicate To Reduce Ambiguity Meaningful overcommunication (not just regularly scheduled meetings) is key to ensuring team members feel supported and are equipped with everything they need to succeed. During the early days of onboarding, for the first three or four months, leaders must be even more available to provide direction, collaboration and a reliable open door. - Bernard May, National Positions 9. Foster Psychological Safety Through Connection The water cooler is key. My experience has proven that it's about helping people feel like they can be themselves in the company. Creating a connective moment where people can share their dreams, interests and challenges creates trust and connection quickly. If people don't feel safe asking for help or being themselves, new team members likely won't integrate well. - Talie Smith, Smith & Connors 10. Provide Clear SOPs And Consistent Training Ensuring new remote team members are set up for success starts with consistent training and clear, easy-to-follow standard operating procedures. This helps them integrate smoothly and understand how to operate effectively within the company from day one. - Jessica Hawthorne-Castro, Hawthorne Advertising 12. Help New Hires See Where They Fit Ensure new remote hires feel ready by giving them context—share materials and host conversations about the company's full scope, not just their role. When they see where they fit in the bigger picture, they gain clarity, confidence and a faster path to meaningful contribution. - Christy Saia-Owenby, MOXY Company 13. Map The Workflow With A Digital Twin Create a digital twin of your agency's workflow before new hires start. Map every touchpoint, decision tree and stakeholder interaction they'll encounter. This comprehensive blueprint eliminates knowledge gaps and reduces cognitive load, allowing remote teammates to navigate complex projects confidently from day one. - Vaibhav Kakkar, Digital Web Solutions 14. Assign A Peer Buddy To Share Tacit Knowledge One of the best ways to help a new remote teammate integrate into the business is to assign them a buddy who is a peer. Having someone on the same level to help a new employee navigate work is particularly important for remote workers, as so often knowledge of 'how things work' or 'who to ask' is tacit knowledge that isn't written down. Having a buddy is a shortcut to gaining this vital knowledge. - Mike Maynard, Napier Partnership Limited 15. Set The Tone With High-Touch, High-Context Onboarding We've found that remote hires ramp up faster when onboarding blends structure with culture. A founder-led kickoff sets the tone, followed by two days of meetings with department heads, platform walkthroughs and process training. This high-touch, high-context approach builds clarity, connection and early buy-in. - Jimi Gibson, Thrive Agency 16. Curate Personal Touches To Build Belonging We onboard remote hires with a personalized guide, curated one-on-ones and asynchronous work tools that build clarity and connection. A warm Slack welcome, peer support and perks like Grubhub credits or goodie bags make new teammates feel seen. It's not just about being informed; it's about feeling ready, connected and valued from day one. - Amy Packard Berry, Sparkpr
Yahoo
2 days ago
- Business
- Yahoo
Are There Really 6-Figure Remote Jobs That Don't Require Much Work? Experts Explain
Earning over $100,000 per year while being able to work from home and avoid a demanding schedule might seem like you're asking for too many things on one career wishlist. The reality, though, is that these jobs do exist, if you have the right expertise and seek them out. Read Next: Check Out: 'Finding a six-figure role with a light workload and flexible schedule is possible. However, many of these roles require a certain skill set or specific hands-on experience,' said Sam DeMase, career expert at ZipRecruiter. Fortunately, you don't necessarily need an advanced degree for many of these roles, although certain types of tech ones, for example, may require some sort of certification. Others, however, might be more about having the right background. While much depends on the company, certain types of roles tend to be more likely to fit this bill, especially tech-oriented ones. 'Roles like data analyst, project manager, executive recruiter, AI prompt engineer and computer systems analyst are typically associated with higher pay and greater schedule flexibility,' DeMase said. For some of these roles, the average salary might fall a bit below six figures, but if you have experience and work your way toward the high end of the scale, you can find remote jobs that pay over $100,000. Check Out: Some other examples of roles that tend to be remote, while requiring no more than 40 hours per week, include DevOps/site reliability engineer, business intelligence analyst and UX researcher/designer, according to Theresa Balsiger, vice president of candidate relations with Carex Consulting Group. Many of these roles, she said, tend to be project-based or asynchronous, she said. So, you might find yourself with more downtime and lower stress than in some jobs that require constant activity. While it might sound like a pipe dream to get a six-figure, low-stress job, it may be more within reach than you'd assume. One tip is to learn in-demand skills and how to use popular tools, like AWS, CI/CD and SQL, Balsiger said. 'There are several online courses you can take to level up your skillset and learn a new tech stack. Check out Coursera or Udemy,' she added. Good old-fashioned networking is important too. But don't just expect to land one of these jobs by connecting with people haphazardly. You should specifically talk to those who are already in these roles, such as by reaching out on LinkedIn to learn more and build relationships. 'See how they got there, ask them for introductions, etcetera,' Balsiger said. If you're not sure where to start in terms of what type of remote job you want, think about what you're good at, even if that differs a bit from your current job, as long as you can connect the dots. 'Make a list of your superpowers and write down any notable results or achievements from prior roles. From there, choose roles that closely align with your current skill set. Remember, finding a role that values your existing skill sets is the easiest way to pivot,' DeMase said. Also, be sure to emphasize these skills and any relevant experience on your resume, she said. 'Prepare a quick, results-based hook that instantly shows value,' DeMase explained. 'Employers told ZipRecruiter the number one thing they're looking for in candidates is relevant work experience and skills, so don't make them read between the lines. In your cover letter, don't shy away from acknowledging your work experience, how it sets you apart from the competition and what skills you bring to the table,' she added. More From GOBankingRates 5 Cities You Need To Consider If You're Retiring in 2025 This article originally appeared on Are There Really 6-Figure Remote Jobs That Don't Require Much Work? Experts Explain
Daily Mail
2 days ago
- Entertainment
- Daily Mail
Helen Flanagan rants about loss of her driving license after being banned for speeding before revealing she and ex Scott Sinclair are back 'co-parenting in the same house' despite bitter split
ranted about the loss of her driving license and numerous parenting woes in a chaotic social media post on Thursday, five months after she was banned for speeding. The ex Corrie actress, 34, who in January t old the court ex-footballer boyfriend Robbie Talbot was driving her £66,000 Audi Q7 when it was caught speeding twice, complained what a 'pain in the a***' it had been without a car and had been unable to run errands or go shopping for essentials due to living so remotely. Helen was banned from the road for six months, despite claiming she was struggling financially and would not be able to afford taxis to get her children to school. Taking to her Instagram Stories she explained her ADHD (Attention Deficit Hyperactivity Disorder) had caused her to mix up paperwork to reapply for her licence, meaning the process would now be delayed further. 'I literally can't tell you what a pain in the a*** not having [my driving licence] because I live in the middle of nowhere, and of course I have't been driving'. 'It's just been so b****y annoying, for example we are out of loo roll now and I can't pop out to the shops to get loo roll so my friend has to bring me loo roll'. She also revealed that she an ex Scott Sinclair, with whom she shares, Matlida, nine, Delilah, six, and Charlie three, were back 'co-parenting in the same house' despite their bitter split. Helen, who has been forced to put their former £1.5M family home on the market, split from the footballer, 36, in 2022 after 13 years and earlier this month took a vicious swipe at him ahead of Father's Day. Explaining the situation she said: 'So it's Matilda's birthday and Delilah's birthday, they had the same due date, and there is seven days between their birthdays and that's like hectic. 'So Scott is off at football but we are back co-parenting in the same house, which we don't usually do,'. Taking a deep breath she continued: 'But it actually went OK, so obviously we have to do that because it's the kids birthdays'. In court Helen said her isolated moorland home meant it was a 10-minute drive even to go to the shops to buy bread and milk, and that she would 'really struggle without a car' in the remote location. The actress, who lives near Bolton, Greater Manchester, said she earned £70,000 last year – but said her income varies and that she could not afford a £10 taxi to take her son to nursery. Prosecutor Stephen Kirk told how Helen, who already had six penalty points for speeding, failed to declare who had been driving the car when it was caught speeding at locations on Merseyside in June last year, doing 42mph in a 30mph limit and 51mph in a 40mph limit. Earlier this month the stunner set pulses racing in sexy black lingerie before taking a swipe at Scott. Helen's eye popping lace outfit boasted a bra that barely contained her surgically enhanced assets, with matching knickers, stockings and suspenders. Taking to her Instagram Stories Helen shared a meme which read: 'What are you getting your baby daddy for Father's day' alongside a clip of Whitney Houston dramatically singing 'nothing' in a scene 1992 film The Bodyguard. On her failed romance with ex Scott, Helen revealed she was the one to call time on their relationship. She said they 'were always quietly breaking up and then getting back together' until one day she called it quits for good. Helen told The Sun: 'In the end, it was me who decided [to break up]. I'll always be sad it didn't work out, and we still have love for each other, but we're happier apart.' Speaking to Charlotte Dawson on her Naughty Corner podcast, Helen said: 'I still love him very much, I care about him deeply, but we don't like each other. 'We don't like each other at all, we don't get on. I do know that Scott - he'd never admit it - cares about me too and he does love me. Taking to her Instagram Stories Helen shared a meme which read: 'What are you getting your baby daddy for Father's day' alongside a clip of Whitney Houston dramatically singing 'nothing 'But I'm so done, I could never have another relationship again where we would always be bickering. I haven't got another argument in me. As women we try and do anything we can to make it work with the father of your children and I did. But I think for me if I was in a relationship with someone else it would have to be easy because I haven't got the energy in me again, I've done all that with the father of my kids.' Helen went onto say co-parenting is 'hilarious' as she revealed the pair try and avoid each other so they don't 'argue' in front of their kids. She continued: 'I've been a single mum for two years now. Co-parenting is hilarious, we were together for 13 years. 'The last time I saw him, I thought it was quite funny, I was taking the p*** out of him because he had a bucket hat on. I think he was trying not to laugh. 'He lives in Bath and I live in North Manchester so its about five hours and we meet in Birmingham to exchange things and the kids. 'He's throwing things in my boot and I just started taking the mickey out of his bucket hat to lighten the mood. 'We just try and not be in the same house together because the children are the priority and I want a good environment for them and I don't want them to see us arguing.'
Forbes
2 days ago
- Business
- Forbes
5 Remote Jobs Paying $200,000+ Available Now: Full Time With Benefits
5 Remote Jobs Paying $200,000+ Available Now: Full Time With Benefits Here are five newly posted, high-paying remote jobs accepting applications right now! The salaries range from $200,000 up to $350,000 a year with great benefit packages. Do you wish you could earn great pay while working from home? Already working from home but want to upgrade to a more senior leadership role? One or more of these remote jobs may be exactly what you're looking for. Available Now: 5 Full-time, Remote Jobs with Benefits Each of the following remote jobs have very recently been posted or reposted on LinkedIn. The corresponding information accurately reflects the job details and status as of the date and time of this publication. 1. VP of Strategy – Hire Point Recruiting. 2. VP of Strategic Insights and Business Operations – Niche. 3. Enterprise Change Management Executive – Korn Ferry. 4. Chief of College Advancement & Partnerships – KIPP Foundation. 5. Engagement Manager – Life Sciences Strategy Consulting – Norstella. Things to Consider About Remote Jobs. Before applying for remote jobs, consider what you hope to gain by securing one. Simply put, remote jobs aren't better or worse than traditional, in-person jobs, but they are different. I recommend you consider and evaluate these three (3) key insights before applying or interviewing for a remote job. By doing so, you'll gain critical information and will learn: Finally, make note that the above remote jobs are currently active. However, the companies have full discretion to modify or remove any job posting at any time. As such, don't hesitate to apply for jobs that interest you. If you have questions about any remote job, reach out directly to the companies or organizations. Recommended reading: Nail The Interview: Answer 'Why Should We Hire You' Like A Pro Top 10 Companies Hiring Work-From-Anywhere Remote Jobs In 2025 3 Of The Top-Paying Freelance Jobs For 2025
Forbes
2 days ago
- Business
- Forbes
How To Replace An Underperforming Team Member With An AI Agent
How to replace an underperforming team member with an AI agent Your business no longer runs on people. It runs on AI. Every day, business owners make the same revenue with a lower headcount. They make more impact and have more free time without the endless meetings, annoying HR tasks, and repetitive questions. What if that could be you? Your best team members are too smart to be replaced by AI. They're testing tools and figuring out how to outproduce. But the worst ones face a ticking time bomb, and they're probably aware. AI agents are the future, but the power can be in your team's hands. ChatGPT can help you progress your best people and filter out the worst. Upskill together, for the benefit of your clients. Copy, paste and edit the square brackets in ChatGPT, and keep the same chat window open so the context carries through. Transform your team with ChatGPT: the AI replacement playbook Your underperforming team members know they are coasting. They are stuck in 2022 and hoping this will pass. It won't. But before you can replace anyone, you need to know exactly what they do all day. Business owners rarely know the specifics. They hired someone years ago and now that person does... stuff. It won't cut it. Get specific about every single task, every recurring responsibility, every output they create. "Based on what you know about my business structure and goals from our previous conversations, help me audit a specific team member's role. Ask me questions about their daily tasks, weekly responsibilities, and monthly deliverables. For each duty I mention, probe deeper about the specific steps involved, time spent, and quality standards required. Once we have a complete picture, categorize these duties into three groups: tasks AI could do immediately, tasks AI can help with but require human oversight, and tasks that must remain human. Present this as a clear decision matrix." Set standards for each workflow. Create rules. Content creation needs prompts, quality control guardrails and a proficient human editor. Customer service needs response templates and escalation triggers. Data entry needs validation checks. When I sold my agency, every single process had documentation that made it sellable and replaceable. Turn knowledge trapped in their heads into systematic processes. "Using the duties we just identified, help me create detailed SOPs for the 3 most time-consuming tasks that AI could be involved in. Ask me to describe each process. Break them down into numbered steps that an AI agent could follow. Include decision points, quality checks, and specific outputs expected at each stage. Make each SOP so detailed that someone with no context (or an AI agent) could execute it perfectly. Start with the one that is the easiest to automate." AI agent setup demands the right combination for each role, and the tool stack matters. Content creation might need specific tools working together. Customer service requires different integrations. Sales needs its own ecosystem. Stop thinking in individual tools. Start thinking in complete systems. Task your best team member with putting this in place and have them manage it. Progress their role to them running a team of robots. "Based on the SOPs we've created and what you know about my business needs, identify the optimal AI tool stack for automating these processes. Suggest 3 different tool combinations for each major duty. Include estimated costs, integration requirements, and learning curves. Explain exactly how the tools would work together to replicate the human workflow. Prioritize solutions I can implement within 30 days." There's a risk to automation and that's always been the case. Don't automate something key to your business success. Not yet. Start with lower risk areas. Get versed in making agents and go from there. Calculate the real cost of keeping a human versus switching. Include training time, error rates, scalability, and customer satisfaction. Don't remove headaches only to create new ones. "Create a comprehensive risk/reward analysis for replacing this role with AI. Based on the duties and proposed solutions we've discussed, build a comparison table including: monthly cost (human vs AI), output capacity, error rates, customer impact, implementation time, and scalability potential. Score both options from 1 to 10 for each factor. Give me 3 specific metrics to track during a 30-day pilot program." You have two options. Use AI to do less: hire fewer people, make the same money in less time. Or use it to do more and get your team onboard. Give everyone the task of 10xing their output. Tell them there's budget available if they make a case. When someone steps forward, support them. When someone isn't bothered, warn them it won't help their career. Only go forward with winners on your team. "Based on what you know about my business philosophy and team structure from our conversations, design an AI adoption program that empowers rather than threatens my team. Create a 30-day challenge where each team member identifies one aspect of their role to enhance with AI. Include: communication strategies, department-specific goals, budget framework for tool requests, and recognition systems for early adopters. Draft sample messaging to launch this program." Your AI transformation starts now: level up your business AI isn't coming for your business. It's already here. Your best people will use it to become superhuman. Your worst people will be replaced by it. How fast can you adopt AI agents that do awesome work? Get your best team members to do the research, then test AI agent platforms to start small and build big. Follow the recommendations ChatGPT gives you, and sign up for the agentic trials of your existing tools. Document everything. Test systematically. Scale what works. Make your AI agents work alongside your empowered humans. Make more impact with much less work. Access all my best ChatGPT content prompts.
