10 Questions to Ask Before Hiring Remote Talent

“Have we clarified the legal employment model (contractor vs. employee) for this role?”
Why this matters: Misclassification risks fines. Contractors are ideal for project-based work; employees require compliance with Vietnamese labor laws.

“Do we understand Vietnam’s tax obligations (e.g., PIT) for remote workers?”
Why this matters: Contractors may handle their own taxes, but employers must confirm compliance to avoid liabilities.

“How will we manage time zone differences effectively?”
Why this matters: Vietnam is 12–14 hours ahead of the US. Set 2–4 hours of daily overlap for real-time collaboration.

“What tools will ensure smooth communication and project tracking?”
Why this matters: Async tools (e.g., Loom, Notion) minimize delays; time-tracking apps (e.g., Toggl) ensure accountability.

“How will we protect sensitive data across borders?”
Why this matters: Use VPNs, NDAs, and GDPR/CPRA-compliant platforms to mitigate cybersecurity risks.

“Have we defined clear milestones and KPIs for this role?”
Why this matters: Prevents scope creep and aligns expectations (e.g., “Deliver X feature by [date]”).

“What cultural differences might impact teamwork, and how will we address them?”
Why this matters: Vietnamese professionals may avoid saying “no” directly; train managers to ask open-ended questions.

“Who will handle payroll, benefits, and invoicing?”
Why this matters: Employers or EORs manage payroll; contractors typically invoice monthly.

“What’s our plan for onboarding and integrating this hire into our team?”
Why this matters: Assign a buddy, share cultural guides, and schedule virtual meetups to build rapport.

“How will we handle disputes or termination if needed?”
Why this matters: Define terms in the contract (e.g., notice period, severance) to avoid legal complications.

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