[amw]

When we hire (we are a 100% remote company), our questions focus on conflict resolution and communication. We like to be able to see assumption of good faith by default, and red flags are things like "automatically blames X for issue Y" or "constantly says negative things about management they've worked with in the past" (people are definitely allowed to have whatever conflicts and opinions they have, but the red flag is bringing that up as the inherently unsolvable obstacle to happy and/or productive work rather than treating it in the same class as any other work-blocking obstacle). We want people to focus on how issues can be fixed rather than who broke them. We look for signs that someone is comfortable receiving guidance from disembodied words in a chatroom, and willing to proactively ask clarifying questions, as well as to patiently answer clarifying questions from other people. Familiarity with remote-collaboration tools is a plus (the usual list of suspects--git and the fancy website UIs built around it, ticket-tracking software, some form of CRM, and IRC/Slack/Discord/keybase chat/whatever, everyone uses some form of group messaging app and this last thing is a really low bar). If the candidate hasn't worked remotely before, we want to suss out how comfortable they will be not being able to see their workmates in person on a daily or weekly basis, because there are a surprising number of people who aren't chill with that and who don't know it until they try. We want some indication that the person can be productive without someone breathing down their neck, although honestly this shakes out pretty fast (once you're with us, we know your commits and your releases and we're either happy with them or not, whether you spent exactly forty or fifty hours a week on your butt in your home office producing them isn't really relevant).