Fully remote companies are flooded with applications. Some roles receive hundreds, if not thousands, of applicants within 48 hours. And many of those applicants are just like you: talented, global, and hungry for a shot.

So how do you stand out before the job even goes live?

Whether you’re based in Lagos, Lisbon, or Louisville, here are six ways to position yourself ahead of other candidates before the job even goes live.

1. Start with the Company’s Careers Page or a Curated Remote Job Board

If you’re relying solely on LinkedIn or major job boards to catch remote roles, you’re already behind. Most remote-first companies don’t prioritize those platforms; they quietly post openings on their own careers page first, sometimes days or weeks before making them public. Why? Because they want candidates who are proactive, engaged, and already aligned with their mission and values. That’s why your best bet is to bookmark your top target companies and check their careers pages weekly or use a smart, curated job board that does this legwork for you. InclusivelyRemote is built specifically for this purpose: to spotlight mission-driven, fully remote roles from companies that don’t care where you live, just how you work. It filters out the noise and helps you find jobs that are built for distributed teams like yours.

2. Send a No-Ask Cold Message

Waiting for a job to open before you introduce yourself? That’s a missed opportunity. The most effective candidates build relationships before the hiring process begins. But here’s the trick: ditch the “Hi, are you hiring?” approach. Instead, send a short, thoughtful message to someone on the team, ideally a hiring manager or team lead. Compliment something specific about the company, their async culture, product innovation, or how they onboard new hires, and express interest in staying on their radar. Try:

“Hi [Name], I’ve been following [Company] for a while and really admire how you [insert specific insight]. I’d love to share how I could contribute if something opens up on [team name] in the future.”

This is not about asking for a job, it’s about starting a conversation and showing genuine alignment.

3. Add a “Work Achievements” Section to Your Resume

You don’t need a decade of remote work to prove you’re built for it; you just need to showcase how you deliver in remote environments. One of the best ways to stand out is by adding a section to your resume titled “ Work Achievements” or “Distributed Work Highlights.” This is where you demonstrate real-world results in remote or async settings. For example:

“Led async cross-functional marketing campaign across 3 time zones, reducing launch cycle by 30% without live meetings.”

4. Mention Your Timezone in Interviews But Frame It as a Strength

Hiring managers don’t expect you to work 9-to-5 in their timezone, but they do want to know that you’ve thought about how your availability fits into their team’s rhythm. So instead of hiding your location or nervously waiting to be asked, make it clear and spin it as a strategic advantage. For instance:

“I’m based in [Country], available for 3–4 hours of overlap with EST, and fully comfortable with async workflows and timezone-flexible collaboration.”

That single sentence does three things: it shows you’ve thought about how you’ll integrate with the team, that you’re experienced in remote dynamics, and that you’re easy to work with. In a hiring environment where communication is everything, this kind of clarity instantly sets you apart.

5. Contribute to Communities Your Dream Company Hires From

Many remote-first companies don’t just hire from job boards; they scout talent in online communities, Slack groups, Discord servers, and forums. If you want to get noticed before a job goes live, start showing up where their team hangs out. For example, Doist and Buffer team members are active in places like IndieHackers and Product Hunt. Developers at GitLab and Sourcegraph contribute to GitHub and open-source forums. Writers for Superside and Animalz engage in marketing Slack groups like Superpath. Don’t overthink it, just comment thoughtfully, share your work, and answer questions. The goal is to become visible in the same spaces where their team already exists.

6. Apply Early and Show That You Understand the Company

When remote roles open up, the first 24 hours matter most. These companies often start reviewing applications as they come in, not when the deadline closes. So set alerts and apply fastbut more importantly, make it count. 

7. Share Thoughtful Insights Publicly Even If It’s Just Monthly

You don’t need to become an influencer, but you do need to be discoverable. If someone Googles your name or sees your LinkedIn, can they tell what kind of problems you solve? Start by posting simple content once or twice a month: your take on a trend in your field, what you learned from a recent project, or a lesson from remote collaboration. Use hashtags like #RemoteWork, #Async, or #DigitalNomadJobs to increase reach. Hiring teams often browse applicants’ digital footprints, and even one thoughtful post can build trust. Your ideas can make you memorable, even before your resume is opened.

8. Create a Personal Portfolio That Proves You’re Remote-Ready

In the remote job market, your online presence is your first handshake. You’re not getting a walk-in interview or a watercooler moment, so your portfolio or personal site must do the heavy lifting. But this doesn’t mean you need to be a designer or developer. A great remote portfolio can be as simple as a Notion page or a single-scroll website that includes: a brief bio, your resume, your “Remote Work Wins,” links to projects or case studies, and a short Loom video introduction (yes, even for non-tech roles!). Bonus points if you add a section like “How I Work Remotely,” outlining your tools, habits, and communication style. This shows hiring managers exactly what it’s like to work with you, before they even ask.

Getting hired by a fully remote company isn’t about being the most experienced or the most connected; it’s about showing up strategically, consistently, and with intention. The best candidates don’t just wait for job alerts. They position themselves before the opening, connect with teams before the interviews, and build visibility before they’re needed. Remote-first companies are looking for people who take initiative, communicate with clarity, and fit into asynchronous, global workflows. You already have what it takes to thrive in that environment, you just need to start signaling it.