Meet Casey Forbes, a dynamic Talent Acquisition Specialist with over six years of experience in global tech recruiting across 70+ countries. Currently at RTX and leading communities like Totally TA, she excels in full lifecycle recruitment, strategic sourcing, and employer branding. Casey has managed over 40 requisitions simultaneously and in 2 years, recruited 150 technical and engineering professionals across the U.S. and EMEA, saving her organization over $3 million in agency equivalent fees.
Passionate about diversity, equity, and inclusion, she served as a Lead Brand Ambassador, expanding DEI initiatives and brand awareness. Embracing the possibilities of remote work, she has gained unique insights into remote culture and its challenges.
Join us as we delve into her expertise in navigating remote work, the future of talent acquisition, and practical tips for thriving in a remote environment. Her advice applies to both job seekers, talent professionals and leadership.

With over six years in global tech recruiting, what key trends have you observed in remote work and talent acquisition?
Over the past six years, I've seen remote work go from a rare perk to the new normal, opening up opportunities for talent worldwide. It's now about what you bring to the table, not where you're sitting. Flexibility has become a top priority—people want jobs that fit into their lives, not the other way around. Companies that understand this are becoming candidates' top choices. And now, with the popularity of asynchronous tools like Slack, Asana, Loom, and Trello, collaborating across time zones is easier than ever.
Recruiters are seeking self-starters who can manage their time independently. It's not just about technical skills anymore; candidates want to work for companies that share their values and offer flexibility. AI tools like HireVue and Brighthire are speeding up hiring, enabling remote companies to make better matches, not just technically but culturally. As tech keeps evolving, remote companies value potential and the ability to learn over just past experience. Of course, having technical skills is important if you're a coder or data scientist, but a major trend, especially for remote companies, is looking for passionate self-starters who are open-minded and growth-oriented. In the end, work is more flexible and people-focused than ever, and companies embracing this new way are leading the way.
Flexibility has become a top priority—people want jobs that fit into their lives, not the other way around.

How do you see the future of work evolving, particularly concerning remote work and global talent acquisition?
I say that remote work is here to STAY! It’s already proven that where you are doesn't determine what you can contribute, and as technology continues to improve, I think we’ll see even more remote setups where people can work from anywhere but still feel deeply connected to their teams. Global talent acquisition is opening up opportunities for companies to tap into incredible skill sets and perspectives they may never have considered before, breaking down those old geographical barriers. But it’s not just about hiring from anywhere—it’s about truly building cultures that welcome people from all walks of life and backgrounds. I also see companies moving towards more flexible roles, where employees aren’t stuck with one narrow job description. Instead, they’re encouraged to grow, try new things, and shift into different roles as their skills and interests change. The future of work isn't just about getting the job done; it's about creating environments where people feel empowered to grow, collaborate, and bring their authentic selves to the table—no matter where that table happens to be.
I also see companies moving towards more flexible roles, where employees aren’t stuck with one narrow job description.
What are the top 'must-haves' to include on your resume when applying for a remote job to make it stand out?
When applying for a remote job, it's important to make your resume clear and easy to read so recruiters can quickly see what relevant skills you bring to the table. Don't worry about using fancy templates; those can be a distraction. A simple PDF is perfectly fine.
Start by highlighting any remote work experience you have, or consider gaining some through freelancing or collaborative projects. Next, showcase your tech skills—mention popular remote tools like Slack, Zoom, Asana, Trello, or Loom that remote teams use to collaborate across time zones. If you're not familiar with these, don't worry; take some online courses on LinkedIn Learning or Coursera to show remote employers you're proactive and willing to learn (trust me, they'll appreciate it!).
Remote work requires a lot of self-motivation and self-direction, so emphasize how you've worked independently, met deadlines, taken ownership of projects, and initiated independent initiatives. Strong communication (written and verbal) is also an absolute must for remote teams, so show employers your communication style and how you've used asynchronous tools to keep teams connected and projects on track.
Also, don't just list responsibilities—focus on your achievements and use numbers (metrics) to back them up, like increasing sales, improving efficiency, or boosting engagement. Lastly, align with the company's values, whether that's work-life balance, diversity, or sustainability. Don't be afraid to show employers your passion and personality. Too many resumes look generic, and it's hard for recruiters to remember them all, so be intentional and authentic to help yourself stand out.
Next, showcase your tech skills—mention popular remote tools like Slack, Zoom, Asana, Trello, or Loom that remote teams use to collaborate across time zones.
How can candidates prepare for the types of interview questions commonly asked in remote job interviews?
When preparing for a remote job interview, it's essential to understand the three main types of questions you might encounter: behavioral, situational, and competency-based. Behavioral questions explore your personality and thought processes, situational questions assess how you handle specific scenarios, and competency-based questions evaluate your skills and knowledge relevant to the role. To answer these effectively, consider using the STAR method—Situation, Task, Action, Result—to keep your responses structured and engaging.
For example, a behavioral question might be, "Tell me about a time you made a mistake at work." A situational question could ask, "How did you handle a difficult client?" Meanwhile, a competency-based question might inquire, "What tools do you use to manage your workload remotely?" When responding, draw from recent, relevant experiences (avoid hypotheticals) , use "I" statements, and focus on positive outcomes.
To stand out, do your research beforehand, come prepared, and listen carefully before answering. Stay focused, stay on topic, and don't be afraid to ask questions at the end—this is your chance to interview the company as well! And just like your resume, it's even more important to showcase your passion, energy, and enthusiasm during your interview. When you're excited, employers get excited too, and you can make yourself stand out from the rest. People don’t always remember resumes, but they will always remember faces, genuine conversations, and energy.
It's essential to understand the three main types of questions you might encounter: behavioral, situational, and competency-based.

Why are asynchronous communication tools crucial in remote work, and what advice do you have for professionals looking to gain experience with them if they're new to these platforms?
Asynchronous communication tools are a game-changer for remote work because they offer everyone the flexibility to collaborate without the stress of being online at the same time. Whether it’s sharing updates on Slack, managing tasks in Asana, or sending video messages through Loom, these tools make it easy to keep the conversation going, no matter where or when someone is working. If you're new to these platforms, don’t worry! Start by picking one tool at a time and getting comfortable with the basics—whether it’s posting messages or organizing tasks. Reach out to your network for tips, watch online tutorials, or take advantage of online courses from platforms like Udemy, LinkedIn Learning, Coursera, Miro, or Asana Academy. Many remote-first companies in tech and software development even offer free trials of their own tools (for example, Zapier), so always keep an eye out for those on their websites. What's great about "async" tools is that they help you take control of your time, making work feel less chaotic and allowing you to be more thoughtful and productive without the constant pressure of real-time responses.
Asynchronous communication tools are a game-changer for remote work because they offer everyone the flexibility to collaborate without the stress of being online at the same time.
Why is digital networking often more effective than mass applying for remote jobs, and how important is building an online personal brand in today's job market? What are some effective networking strategies you suggest?
Have you ever treated networking like a transaction? It's okay if you have, but think about it—mass applying for jobs is a bit like a transaction. You hit ‘apply,’ hoping for a response, but it’s a one-way exchange. It often feels like you’re sending your resume into the void, just waiting for it to stick. Digital networking, on the other hand, is all about building genuine connections and offering value, rather than just asking for something in return. But why is this so important? Research shows that 46% of people land their current remote job through networking, and 70% say personal connections help them find roles that aren’t even posted online yet. Networking allows you to unlock hidden opportunities that most people don’t even know exist, giving you a HUGE advantage!
Research shows that 46% of people land their current remote job through networking, and 70% say personal connections help them find roles that aren’t even posted online yet.
To successfully build authentic relationships with remote companies, some of my favorite and most effective networking strategies have been scheduling virtual coffee chats, sending personalized outreach messages (via text, voice notes, or Loom videos), participating in remote communities, and getting involved in collaborative projects. If you invest your time and energy networking with people you genuinely want to get to know—those who inspire you or are working in roles you’re aiming for—doors will naturally start to open. But when networking, shift your mindset from “What can I get?” to “How can I help?” For example, if it wasn’t for digital networking, I wouldn't be writing this article! :)
You've managed over 40 requisitions simultaneously across all professional levels. What strategies do you recommend for staying organized and efficient in a remote setting?
Managing 40 requisitions is no small feat—especially in tech recruitment—but trust me, it’s totally manageable with the right strategies! Staying organized, communicating effectively (and consistently!), and leveraging AI tools are key to making it work.
I update my Applicant Tracking System (ATS) daily so I can easily track and document my progress, see the status of all my job openings, and prioritize them based on urgency. I also rely on project management tools like Notion to stay on top of deadlines and set reminders for myself. When juggling and streamlining my workload, I use AI recruiting tools like SeekOut, HireEZ, LinkedIn Recruiter, and Avature to automate and customize workflows for sourcing, outreach, and developing talent pipelines. For candidate evaluations and interview scheduling, I love using HireVue—it makes the screening process much more efficient and allows me to easily collaborate and gather feedback quickly from hiring managers, which keeps everything flowing in the right direction.
With a high workload, I ensure effective and transparent communication throughout the entire process, prioritize my requisitions based on urgency, leverage AI tools to automate tasks, set clear expectations, establish healthy boundaries, and, of course, take breaks when needed!
Staying organized, communicating effectively (and consistently!), and leveraging AI tools are key to making it work.

Can you share insights on how you saved $3 million in equivalent agency fees and how cost-effective talent acquisition can benefit remote organizations?
I leveraged AI and sourcing tools like LinkedIn Recruiter, SeekOut, HireEZ, Avature, and ClearanceJobs to strategically source and identify top talent while proactively building talent pipelines for my open roles. This approach helped me fill positions faster and eliminated the need for costly recruitment agencies. To further strengthen our recruitment strategy, I focused on improving our employer brand through recruitment marketing strategies, employee testimonials, and engaging company content. This not only attracted more direct applications but also boosted our retention rates.
Our competitive referral program also played a key role by offering attractive incentives to both internal and external employees, bringing in even more great talent! Together, these strategies streamlined the hiring process, provided more flexibility, and set us up for long-term success. This approach made talent acquisition more cost-effective, lowered recruitment costs, gave us greater control over hiring, and enabled a faster, more agile process!
I leveraged AI and sourcing tools like LinkedIn Recruiter, SeekOut, HireEZ, Avature, and ClearanceJobs to strategically source and identify top talent while proactively building talent pipelines for my open roles.
As a Lead Brand Ambassador, how do you expand brand awareness in a remote work environment?
Expanding brand awareness remotely is all about building authentic connections and empowering employees to share the brand’s story in a way that feels true to them. When I co-led the Digital Brand Ambassador Program, we grew to 100 global members in just 11 months. Our priority was creating a safe, collaborative space where everyone felt supported and confident in sharing their unique journeys and experiences.
To keep things fun and engaging, we hosted monthly training sessions, sent out biweekly curated content newsletters, and held quarterly "masterclasses" on tailored topics like employer branding, digital marketing, networking strategies, and more. On top of that, we provided personalized 1:1 and group support to meet the individual and team-specific needs of our brand ambassadors. One of the most rewarding moments was collaborating with our DEI team to launch campaigns that celebrated diversity, helping us connect with an even broader audience.
We leveraged tools like Microsoft Teams, SharePoint, and Zoom to keep everyone connected, motivated, and inspired, regardless of time zones. Through the program, brand ambassadors had the opportunity to grow both personally and professionally, expand their networks, gain recognition, and develop valuable skills that will serve them for years to come.
Through the program, brand ambassadors had the opportunity to grow both personally and professionally, expand their networks, gain recognition, and develop valuable skills that will serve them for years to come.

What challenges have you faced in fostering company culture within remote teams, and how have you overcome them?
I believe every remote team should prioritize making their employees feel heard, connected, valued, and supported—not just occasionally, but all the time. Just because we're not in the same physical office doesn’t mean we can’t build meaningful relationships. I totally get how it can sometimes feel like you're just a name on a screen, and that disconnect can sneak in. To avoid that, I think it's really important for remote teams to actively create fun, personal connections on a regular basis. A few things I love are virtual coffee chats, casual 1:1 check-ins, lunch & learns, virtual game nights, pet introductions, wellness challenges—the list goes on!
These little moments make a huge difference in making people feel appreciated and part of the team. For me, it's about creating a safe, open, and friendly virtual space where people feel comfortable sharing their thoughts and ideas. It’s not always perfect (we’re all human, right?), but with a bit of intentionality, connection, kindness, and trust, we can build a remote culture where everyone feels valued and supported. Honestly, it’s so rewarding to see how these efforts help keep employees genuinely happy and give them a sense of belonging.
Honestly, it’s so rewarding to see how these efforts help keep employees genuinely happy and give them a sense of belonging.
On a personal note, how has working remotely from different locations enriched your professional and personal life?
If you had told me six years ago, while working my 7 AM desk job, that I’d someday be working remotely from different countries, I wouldn’t have believed you—like, AT ALL. Back then, remote work felt like an impossible dream—something reserved only for the 'most worthy.' But here I am, typing away in a café in Lisbon, Portugal, feeling incredibly grateful for how remote work has transformed my life.
Remote work has granted me the flexibility, independence, and freedom to live life on my own terms. It's opened doors I never imagined were even there and helped me connect with people from all over the world. It’s made me more open-minded, self-directed, intentional, growth-oriented, energetic, and creative, and fueled my passion for both my personal and professional goals.
Thanks to remote work, I feel more focused, productive, and fulfilled in my career. It’s given me precious time back with my loved ones, allowed me to prioritize my mental health, and opened up opportunities to volunteer and take part in amazing collaborative projects (like this one!). Along the way, I’ve formed genuine friendships with incredible digital nomads and remote advocates, leading to unexpected opportunities I never thought possible.
But more than anything, remote work has given me the courage not to settle. If you're reading this, let it be your reminder that you don’t need anyone’s permission to make it happen. It’s up to us to make that choice, and nobody else. I hope this inspires you to keep chasing what fulfills you and makes you happy, no matter what that may be!
Last but not least, you've made the leap from corporate to freelance startup recruiter! How did you transition successfully and how are you contributing to your clients' success?
Making the jump from a corporate to a freelance startup recruiter was totally unexpected, but honestly, it ended up being the perfect move for where I wanted to take my career! I’ve always had a passion for remote work—ever since I realized its true potential a few years ago—and I’ve been eager to help remote-first startups build strong, dynamic teams ever since. This shift gave me the chance to do just that in a more hands-on, personalized way, which is something I truly value as a recruiter.
What really clicked for me was realizing how different startup culture is from corporate culture. Like, wow—talk about a change! Startups thrive on adaptability, innovation, and finding people who are excited about the mission and ready to jump in and contribute in a fast-paced, ever-evolving environment. It’s all about moving quickly and delivering results. One piece of advice that stuck with me is, “You’re the driver, not the passenger!” That’s why I take the time to really understand my clients—getting to know their goals, vision, and team dynamics, so I can match them with not just qualified candidates, but people who will thrive in their unique culture.
That’s why I take the time to really understand my clients—getting to know their goals, vision, and team dynamics, so I can match them with not just qualified candidates, but people who will thrive in their unique culture.
As a newly established startup recruiter, my mission is simple: to provide thoughtful, personalized support every step of the way. Open and clear communication is absolutely key—keeping my clients in the loop, offering hands-on and genuine support when needed, and guiding them through each phase of the hiring process. My goal is to help them find talent that brings energy, passion, and growth to the team. Seeing these teams grow and knowing I’ve played a part in their success is what keeps me motivated every day. It’s incredibly rewarding to be a trusted partner on their journey, and I’m always learning and adapting as I work with such amazing teams.
Was it scary to make the switch from my cushy "corporate bubble"? Absolutely! Having outsider knowledge is one thing, but actually diving in and getting your hands dirty is another. One of my core beliefs is that the best things in life often come when they’re unexpected—so embrace them. Making the leap into the startup world was something I had wanted to do for a very long time, and now that I’m here, I’m more motivated than ever to learn, grow, and adapt. I’ve learned that embracing the unknown is where real growth happens. So, if you're ever feeling uncertain about taking the next step—whether it’s a career change, a big move, or a new adventure—remember that sometimes, it’s the unexpected turns that lead you exactly where you're meant to be. Keep pushing, keep evolving, and don’t be afraid to take that leap. The best is yet to come!
Connect with Casey Forbes on LinkedIn!

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