Remote Workers: Definition, Types, and What Employers Need to Know
- DM Monticello
- Jun 2
- 7 min read

Remote work is no longer a trend—it’s the new normal. But as more businesses adopt flexible work models, many leaders still ask: What exactly is a remote worker? Understanding the definition, job types, and implications of remote work is essential for hiring, managing, and scaling effectively in today’s business environment.
In this guide, we’ll break down what it means to be a remote worker, the different categories of remote roles, and how employers can leverage remote talent for growth.
What Is a Remote Worker?
Simple Definition and Key Characteristics
A remote worker is someone who performs their job duties outside of a traditional office setting, often from home, a coworking space, or another location enabled by internet connectivity.
Key characteristics of remote workers:
Use digital tools to communicate and complete tasks
May be part-time, full-time, freelance, or contract
Often collaborate asynchronously with distributed teams
Typically self-motivated, organized, and tech-savvy
Remote workers are essential to modern operations—especially for startups using platforms like OpsArmy to build lean, remote-first teams.
Difference Between Remote, Hybrid, and In-Office Roles
Work Type | Description | Location |
Remote | Fully offsite | Home, coworking space, etc. |
Hybrid | Mix of office and remote | Split days or roles |
In-office | Traditional setup | Onsite daily |
Remote work offers greater flexibility, while hybrid models offer structured flexibility. OpsArmy specializes in fully remote placements, helping companies adapt to the future of work.
Employees vs. Contractors
A remote worker can be:
A full-time employee (W-2 in the U.S.) with benefits
An independent contractor (1099 or international) hired for specific projects or functions
The distinction matters for legal, tax, and HR purposes. Many companies hire contract-based virtual assistants through OpsArmy for roles like admin support, marketing, and bookkeeping.
Common Types of Remote Workers
Full-Time Remote Employees
These workers:
Work 35–40 hours per week
Often have benefits and long-term contracts
Are integrated into company culture and operations
They're ideal for businesses ready to scale but seeking cost flexibility and access to global talent.
Part-Time and Freelance Remote Workers
Freelancers and part-timers:
Often juggle multiple clients
Specialize in specific functions (e.g., writing, design, admin)
Provide scalable support without full-time costs
Many OpsArmy clients rely on part-time assistants or fractional HR support to manage business functions on demand.
Digital Nomads
Digital nomads are location-independent workers who:
Travel while working remotely
Work freelance, contract, or remote full-time
Use coworking spaces, Airbnbs, or coffee shops as offices
They require flexible, cloud-based systems and strong async workflows to stay effective. Remote-first companies supported by OpsArmy are built to accommodate this kind of workforce.
Outsourced Remote Talent (e.g., Virtual Assistants)
Outsourcing is one of the most efficient ways to build a remote team. Through OpsArmy, companies access:
Pre-vetted virtual assistants
Trained marketing and admin professionals
Scalable support without long-term commitments
This model reduces hiring friction while improving productivity—especially for startups building remote systems from scratch. Learn how to build scalable VA teams using standard operating procedures.
What Jobs Can Remote Workers Do?
Remote roles aren’t limited to tech. In 2024 and beyond, companies across industries hire remote workers for:
Administrative Support and Executive Assistants
Remote EAs and VAs handle:
Calendar and inbox management
Travel bookings and meeting prep
Data entry and documentation
SOP creation and internal coordination
OpsArmy clients often start with a VA before expanding their support team. Learn about virtual assistant duties that help streamline operations.
Marketing and Content Roles
Remote marketers cover:
Blog writing and SEO
Email marketing and CRM updates
Social media management
Ad campaign coordination
Many content creators and strategists work remotely. At OpsArmy, they’re often paired with growth-stage startups for flexible execution.
Customer Support and Client Services
Support agents help companies manage:
Email or chat support
Customer onboarding
Client check-ins and CRM data
Ticket resolution and FAQs
OpsArmy hires customer support assistants who work across time zones, keeping teams lean and responsive.
Bookkeeping, Finance, and HR
Back-office functions can be handled remotely, including:
Invoice processing and reconciliation
Budget tracking
Payroll and contractor management
Employee onboarding and HR compliance
Using bookkeeping assistants or fractional HR support is one of the smartest ways to scale affordably.
Tech and Development Positions
For companies with engineering teams, remote workers fill roles like:
Software developers
DevOps and QA
Data analysts
IT support specialists
While OpsArmy focuses on operational and administrative talent, clients often pair our assistants with remote tech teams for smoother project execution.
Benefits of Hiring Remote Workers
Access to a Global Talent Pool
One of the biggest advantages of hiring remote workers is geographic freedom. You’re no longer limited to your city—or even your country. This allows you to:
Hire the best talent regardless of location
Tap into multilingual, culturally diverse teams
Build 24/7 coverage by hiring across time zones
At OpsArmy, clients regularly hire top virtual assistants, marketers, and back-office support from around the world—often faster than local hiring allows.
Reduced Costs (Overhead, Relocation, etc.)
Remote hiring cuts expenses like:
Office space and utilities
Commuting stipends or relocation fees
Full-time benefits packages for contract workers
Startups using OpsArmy often scale with fractional admin support or part-time bookkeepers instead of hiring in-house.
Greater Flexibility and Productivity
Studies show remote workers are often more productive due to:
Fewer workplace distractions
More control over schedules
Personalized work environments
Remote team members who are self-managed and equipped with clear SOPs thrive in this model—especially when paired with clients through OpsArmy’s structured onboarding.
Business Continuity and Scalability
Remote systems protect against:
Office disruptions (e.g., weather, illness, relocation)
Sudden spikes in workload
Talent shortages in your area
Remote workers give you scalable capacity, allowing you to grow or pivot faster. Many OpsArmy clients use remote hiring to expand into new markets or operate leaner teams post-funding.
Challenges of Managing Remote Workers (and Solutions)
Communication Across Time Zones
Challenge: Teams spread globally can struggle with coordination.
Solution:
Use async tools like Slack and Notion
Schedule weekly check-ins across overlapping hours
Document updates using tools like Loom
OpsArmy’s remote-first SOPs and onboarding process make this seamless for clients.
Building Trust and Accountability
Challenge: How do you know your remote team is doing the work?
Solution:
Use task management tools (ClickUp, Trello)
Set clear deliverables and timelines
Conduct monthly reviews and feedback sessions
OpsArmy talent is trained to work independently, with built-in workflows that foster transparency and trust from day one.
Training and Documentation
Challenge: Without in-person training, onboarding can feel chaotic.
Solution:
Create SOPs for every major process
Record training videos for repeat use
Build shared folders for easy access to guides
OpsArmy provides custom SOP development, reducing onboarding time for each new hire.
Ensuring Compliance and Data Security
Challenge: Remote teams may handle sensitive data.
Solution:
Use secure cloud storage and password tools (Google Drive, LastPass)
Limit access by role
Educate your team on compliance best practices
OpsArmy ensures each remote assistant signs NDAs, understands privacy policies, and follows data protection guidelines.
Best Practices for Working With Remote Teams
Clear Onboarding and SOPs
Every new remote worker should receive:
A welcome guide
Role-specific SOPs
Tool access (email, Slack, drive)
Expectations for response time and working hours
OpsArmy provides pre-built onboarding templates that clients can adapt in minutes.
Regular Check-Ins and Performance Reviews
Weekly or biweekly meetings help:
Build connection
Align goals
Address blockers early
Use these touchpoints to provide recognition and gather feedback. Many OpsArmy clients schedule check-ins through Slack or Zoom to stay connected.
Tools for Productivity and Async Collaboration
Must-have tools include:
Slack for team communication
ClickUp/Trello/Asana for tasks
Loom for screen recordings
Google Docs/Sheets for shared documents
OpsArmy’s remote assistants are trained to use all of these tools, helping teams collaborate without micromanagement.
Promoting Engagement and Inclusion
Make remote workers feel like part of the team by:
Including them in virtual team meetings
Recognizing birthdays and wins
Creating Slack channels for fun and conversation
The most successful OpsArmy clients treat their virtual team like long-term partners, not just temps or contractors.
How Remote Workers Are Changing the Modern Workplace
Remote workers aren’t just adjusting to how businesses operate—they’re reshaping the workplace itself. Here’s how:
1. Redefining the 9-to-5 Workday
Instead of a rigid 8-hour block, remote teams now operate:
Across flexible hours
In asynchronous workflows
With an emphasis on output over input
This empowers employees to do deep work during their most productive hours and manage personal responsibilities without sacrificing performance. Remote workers with flexible schedules often report higher satisfaction and less burnout—an outcome supported by companies using virtual assistant support from OpsArmy.
2. Normalizing Global Collaboration
Remote workers make cross-border collaboration the norm. This includes:
Hiring in different time zones
Working across languages and cultures
Managing distributed product, sales, and support teams
What used to require in-office alignment can now be managed through Zoom check-ins, shared dashboards, and standardized SOPs. OpsArmy excels in helping startups build documentation-driven, remote-first teams that scale without borders.
3. Pushing Companies to Improve Communication
With in-person chats off the table, remote-first teams have to:
Write clearer briefs
Share updates through async tools
Rely on documentation over verbal knowledge
This leads to better operational clarity. OpsArmy reinforces this by helping clients develop remote SOPs and onboarding workflows that boost productivity.
4. Expanding Career Access for Underserved Talent
Remote work opens doors for:
Caregivers or stay-at-home parents
Workers in rural or underdeveloped regions
People with disabilities or chronic illness
By removing geographic barriers, companies tap into motivated, capable professionals who may be excluded from traditional hiring. OpsArmy helps businesses find and support these team members through a flexible, scalable approach to remote hiring.
How OpsArmy Supports Employers and Remote Workers
OpsArmy is designed to help startups and growing businesses build efficient, flexible teams using remote talent.
With OpsArmy, you can:
Hire virtual assistants, admin staff, marketers, HR support, and more
Get help writing job descriptions and building SOPs
Match with pre-vetted remote professionals
Access affordable, scalable talent without compromising quality
Whether you need part-time support or a full virtual team, OpsArmy simplifies remote hiring and onboarding from end to end.
Sources
Analysis of telework trends in the U.S.: https://www.bls.gov/opub/btn/volume-14/telework-trends.htm
Guidance and best practices for effectively managing remote employees: https://www.shrm.org/topics-tools/news/hr-magazine/10-tips-managing-remote-workers
Insights into the evolving landscape of remote work in 2024: https://www.forbes.com/sites/rachelwells/2024/11/08/the-year-in-remote-work-2024s-biggest-shifts/
Strategies for effective collaboration in remote teams: https://hbr.org/2018/02/how-to-collaborate-effectively-if-your-team-is-remote
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