Hire Bloom Blog & News

Your team works in office. Here's how to set up a remote pilot with Hire Bloom.

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September 24, 2026

We hear it all the time: "We don't do remote." But even if your core team is in office, you can still successfully build a remote support team. Hire Bloom is built for exactly that—here's how we've done it before.

How Check City went from a 5-person pilot to 14 remote team members

When financial services company, Check City wanted to expand their support teams, they looked to remote options for cost-savings and coverage.

First time training 100% remote. Check City runs a blended call-and-chat center in Utah. No one had been onboarded and trained fully remotely — until Hire Bloom.
Piloted in the hardest seat. Collections manager Brenda started with five team members in her highest-turnover department.
Trained with tools they already had. Zoom for live sessions, an internal knowledge base, Microsoft Teams day-to-day. A short learning curve — now dialed in.
Managed like any other hire. Same Teams channels, same calls and chats, same audit and CSAT standards.
Backed from day one. A dedicated Hire Bloom support specialist handled incentives, equipment, and questions; a co-founder checks in quarterly.
Grew to another team. After Brenda's successful pilot, GM Wendy brought Hire Bloom into her customer support and loan underwriting teams. The extra coverage from remote team members allowed Wendy to be more flexible with her local team, decreasing turnover.

This process has resulted in 42% lower labor cost vs. local hires for the Check City team. In addition, Hire Bloom team members make up only 20% of the CS team, but 40% of top performers. You can read the full Check City case study here.

"Our customers haven't noticed at all. They've integrated so well into our team and they know our company and our brand so well that they haven't noticed that they're not here in the United States."
— Wendy Gibson, General Manager, Check City

A remote pilot has worked across industries

In addition to the success of Check City, we've seen remote pilots work across a number of industries—especially home services. Stephen Wunder, Sales and Marketing Executive at White Knight Pest Control tested Hire Bloom with another remote pilot. Stephen explained, "We'd never hired internationally before, so we started with two agents from Hire Bloom and two agents from another company to compare. The greatest compliment to Hire Bloom is we did not hire any additional from the other company. Everything after that test run came from Hire Bloom." Now, White Knight has 30 bilingual team members and saved over $600k per year.

In our remote pilots for support agents we see:

88.3% of Hire Bloom team members still in the seat at 30 days
82.9% still in the seat at 90 days
70.4% first-year retention vs. ~30% for US entry-level support roles

Six best practices from every successful remote pilot

With Hire Bloom, you train and manage your team the way you always have. We handle sourcing, vetting, payroll, and compliance — and pass along what's worked across hundreds of first pilots.

1. Start with 3–5 in one department

One real direct manager, one team, the seat with the most pain. Three is the minimum for redundancy; Check City started with five.

2. Home office verified before you interview

Every candidate you meet has confirmed a private, dedicated workspace and a reliable connection before their name reaches your interview list.

3. Train your way, delivered virtually

Your curriculum, your systems, your managers — over Zoom or Teams. Virtual-only or a hybrid cohort with your next US hires; we'll share what's worked for others.

4. Treat them like a remote hire in the U.S.

Same onboarding, same processes, same performance plan, same standards. If a remote employee in another state would follow it, so do they.

5. Make them part of the team from day one

Include them in every training, meeting, and channel your local team is in. The pilots that grow are the ones where nobody can tell who's remote.

6. A structured first 30 days with regular 1:1s

Day-1 and week-1 check-ins from your support specialist, a two-week call with your manager and sponsor, and weekly 1:1s with clear expectations for what success looks like.

Start interviewing top talent for your remote team

2–3 days to meet pre-vetted candidates, commitment-free
$13/hour flat, predictable pricing — no setup or management fees
Pay as you go. No placement fees or annual commitments

Get started with Hire Bloom

Frequently Asked Questions

Do we have to change our in-office policy to work with Hire Bloom?

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No. Your local team keeps working exactly as it does today. A pilot is a small remote pod, usually 3 to 5 people in one department under one manager, not a company-wide policy change. Check City's Utah call center is still in-office; its 14 Hire Bloom team members work remotely alongside it.

How do we train remote team members if we've never done it before?

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Use the tools you already have. Check City trained its first cohort entirely over Zoom, an internal knowledge base, and Microsoft Teams. You run your own curriculum on your own systems; Hire Bloom shares what has worked for other first-time teams, including whether to train remote hires alone or alongside your next local cohort.

How do we know remote team members are actually working?

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The same way you would with a remote employee in another state: clear expectations, regular 1:1s, and the same performance standards you hold everyone to. Check City's remote team members meet the same audit and CSAT bars as local agents and make up 40% of the customer support department's top performers.

How long does it take to start a remote pilot with Hire Bloom?

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You can meet pre-vetted candidates within 2 to 3 days of your first call, commitment-free. Most pilots are up and running within a few weeks. Pricing starts at $13 per hour, flat, with month-to-month terms and no placement fees or annual commitments.