by Kamiliyah Basith

Role: Remote Manager **Company: Resal, Saudi Arabia

Objective: End-to-End Operation on Remote Team Expansion to MEA and Indonesia**

Through close coordination with engineering leadership, HR, and IT, I led end-to-end remote operations and engineering expansion across MEA and Indonesia.

Scaling internationally isn’t just about “hiring more people”. It is about building a sustainable system that brings in the right talent, aligned with company priorities and timelines.

In this role, I owned the operational backbone of remote growth: translating team plans into hiring priorities, coordinating multi-stage technical interview loops, streamlining contract and documentation workflows, and orchestrating cross-functional onboarding so every new hire could start strong from Day 1.

Stage 1 - Objective and Priority Alignments

End-to-end online recruitment began with aligning on opening roles, job descriptions, and hiring priorities with engineering leadership. From there, the process moved into talent sourcing and application documentation, proactively finding suitable candidates via LinkedIn, tech professional communities, and remote job platforms, while keeping records organized for smooth shortlisting.

Stage 2 - Talent Sourcing

Tech talents are sourced from global and regional tech talent and community platforms, internal network engineers, and LinkedIn.

Stage 3 - Application Documentation and Technical Interview

Documenting the candidates’ received applications, coordinating screen calls with engineering management, and following the 3-stage technical interview. The technical interview consists of 3 sessions: code challenge, system design, and a deep dive. Code challenge and system design interview led by an assigned interviewer who is an engineer from the related team.

As the team is expanding, we are also growing our technical interviewers. Engineers from each team will attend 1-2 technical interviews as observers before leading a session in a technical interview.

Stage 4 - Offer and Employment Contract

Shortlisting was conducted in an engineering management meeting. For senior engineering and management roles, an additional interview is arranged with the Chief Technology Officer.

Selected candidate contacted for an offer signing. Upon employment contract preparation, candidates’ legal documents and information are requested for employment contract preparation. Legal documents are adhering to the Saudi Arabian labor law and the candidates’ countries of nationality.

Stage 5 - New Team Onboarding

Streamlined onboarding process in coordination with the Human Resources Team, IT Team, and new employees’ direct manager. Ensure the new hire is connected to the tools and workspace needed and effectively introduced to the engineering team and the wider company from Day 1. Confirming the effective starting date with the HR team so they can be included in the next salary cycle.