Welcome to this week’s edition of CTO Teachings, where we share practical insights to help tech leaders build stronger, more efficient teams. Today, we’re diving into a critical topic for the modern workplace: how to hire remotely without getting burned. Remote work offers incredible flexibility, but it also comes with risks—like employees juggling multiple jobs. Here’s how to safeguard your team while keeping productivity high.

Sprinkle in Extreme Programming

One of the most effective ways to ensure remote hires are fully committed is to incorporate elements of extreme programming (XP). No need to go full-on XP, but a taste of it works wonders. Pair programming, in particular, is a game-changer. It’s nearly impossible for someone to work two jobs if they’re actively pair programming for hours each day. The collaborative nature of XP keeps everyone engaged and accountable, making it a natural deterrent to divided loyalties.

For example, at one company, a new team member had zero GitHub check-ins for an entire month. When asked to share their work, they stalled for another week—still with nothing to show. A quick LinkedIn check revealed they were working full-time for another company. Both employers let them go. This could’ve been avoided with regular pair programming, which demands consistent, visible contributions.

To make this work, set clear expectations: every six weeks, require all team members to engage in full-time pair programming, no excuses. If someone’s out sick, they can make it up with two weeks of pair programming once they’re back. This approach ensures focus and makes it nearly impossible to hide a second job.

Leverage Code Reviews and GitHub Activity

Another key strategy is to stay on top of code reviews and monitor GitHub activity. Developers should be consistently active on GitHub—committing code, opening pull requests, and engaging in reviews. If a developer’s GitHub profile is a ghost town, that’s a red flag. Regular code reviews not only improve quality but also reveal who’s contributing and who’s coasting.

GitHub’s analytics, like lines of code or files touched, aren’t perfect measures of performance, but they’re invaluable for spotting disengagement. In the case mentioned earlier, the lack of commits was a clear signal something was off. Checking these metrics regularly can save you from surprises.

Focus on Output, Not Just Hours

Here’s a nuanced take: if a developer is delivering exceptional work—pushing high-quality features faster than anyone else—does it matter if they’re working another job? Honestly, it shouldn’t. The problem is, this scenario is rare. Typically, top performers are honest, dedicated, and deeply invested in solving problems. They code like the wind because they’re all in. On the flip side, those trying to juggle two jobs often slow to a crawl, contributing little or nothing, as seen in the earlier example.

Why This Matters—Remote or Not

These practices aren’t just for remote teams. Pair programming fosters team cohesion, making it easier to evaluate performance and build trust. Regular code reviews and GitHub monitoring provide visibility into everyone’s contributions, whether they’re in the office or across the globe. These habits create a culture of accountability and collaboration, which benefits any team.

Takeaways

1. Incorporate Pair Programming: Use short bursts of extreme programming to ensure focus and prevent moonlighting.

2. Monitor GitHub Activity: Regular commits and code reviews are your window into a developer’s engagement.

3. Prioritize Output: Exceptional contributors earn flexibility; those who stall need scrutiny.

4. Build Trust Through Process: These practices strengthen teams, remote or not, by fostering transparency.

Remote hiring doesn’t have to be a gamble. By blending extreme programming, vigilant code reviews, and a focus on results, you can build a remote team that’s productive, honest, and cohesive. Got questions or strategies of your own? Reply to this newsletter—we’d love to hear from you!

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Thanks for reading,

CTO Teachings