Having a remote company is an asset for a number of reasons, including lowering overhead costs, acquiring top talent, and supporting a diverse work pool. However, having a remote brand can also be beneficial for another key reason: remote brands attract inspired and tech-savvy clients.
The world is changing daily, and if you want to keep up with the up and coming generations, you have to get with the times. Building a remote brand is one surefire way to do exactly that.
So how does one go about building a remote brand and publicizing it it with the world? We’ve got a few pointers and tips for you.
1. Spread the word that your company is remote.
First things first, you’ve got to spread the word. The word of a remote brand, that is. Whether it’s by releasing press statements, creating social media posts, or simply sharing by word of mouth, you want the world to know that your company is based remotely. Why? Because it will instigate interest.
Spreading the news will also let potential clients know that your company is versatile and open to changing with the times. While that might seem like small stuff, it’s actually far from it. Remember, image is everything when it comes to getting clients and selling products, so make sure you have a good one out there.
2. Hire employees from around the globe.
Of course, you don’t just want to talk the talk without walking the walk. That being said, get to hiring. Hiring remotely allows you to hire from anywhere on the globe. Take advantage of this.
Furthermore, the more cities, countries, and continents you find your remote employees living, the more access you have to diverse thought and growth. By expanding your employee base, you’re actually expanding the potential for your company to grow in exponential ways.
3. Create an eye-catching website that reflects your remote mentality.
These days, your web presence is priceless. Sharing your belief in remote companies and demonstrating the versatility of your own remote company is something you should be highlighting on your webpage.
There are a few ways to go about doing this, whether it’s through including your employees’ bios and locations on your company’s website or including information about the company’s remote values on the “About” page. Decide what works best for you and run with it.
4. Go on remote retreats and share your experiences via social media.
Remote retreats are a great way to get remote employees trusting each other and in sync with each other’s personalities and work flows. If you need any more convincing, check out our article “What Are the Benefits of a Yearly Remote Retreat for a Remote Team?”.
However, once you’re partaking in a remote retreat with your team, you shouldn’t keep that to yourself. Sharing photos and videos of your time with your team should be a priority for your social media accounts. Letting your potential clients see just how invested your company is in fostering internal relationships and promoting internal company growth is always something that will leave your company with more supporters.
5. Make use of your employees’ locations.
Have an employee working from Paris and another from Berlin? Make use of the fact that your employees are located throughout the world by sending them out to local conferences, networking events, and client meetings.
You’ve got the resources to cover a lot more ground (literally) with a remote team, and there’s no reason that you shouldn’t put that to use.
6. Network at remote-only conferences.
There’s a whole network of remote companies, remote employers, and remote employees out there. Get involved with them. Along with being an opportunity for you and your company to network with potential clients, it’s also an opportunity for your company to embark on co-branding opportunities and partnerships with other remote-based companies.
Partnerships are ideal for growing a business and a clientbase, so don’t be shy when it comes to linking up with other remote companies.
How do you market your company as a remote brand? Tell us on Twitter with the hashtag #remotebranding
This article was originally published on Remote.com