Question 1

How does PandaDesk work for employers?

Accepted Answer

PandaDesk is a talent and job directory where you can browse profiles of remote professionals and post jobs. You can search for candidates based on skills, experience, time zone availability, and job type (full or part time). When you find suitable candidates, you can contact them directly through our messaging system or wait for them to apply to your posted jobs. All hiring and payment arrangements are made directly between you and the talent.

Question 2

What are the costs for employers?

Accepted Answer

PandaDesk is free to start - you can post up to 3 jobs per month and browse full jobseeker profiles at no cost. You'll receive unlimited applications to your jobs and can view cover letters if applicants included them. To contact applicants directly or message any jobseeker on the platform (even those who haven't applied to your jobs), you'll need to upgrade to a paid plan. This direct messaging feature is a huge benefit - it allows you to proactively reach out to talent whose profiles match your needs, rather than waiting only for applications. For more details, check our pricing page.

Question 3

Can I browse talent before posting a job?

Accepted Answer

Yes, you can browse our talent directory to see the quality and range of professionals available. You can filter by skills, experience level, hourly rate expectations, location, and availability. This helps you understand the talent pool before committing to a job posting.

Question 4

What types of roles can I hire for?

Accepted Answer

You can hire for any remote position including developers, designers, virtual assistants, customer support, marketing professionals, project managers, content creators, and more. PandaDesk supports both full-time and part-time positions, as well as contract-based work.

Question 5

How do I post a job?

Accepted Answer

After creating your employer account, click "Post a Job" from your dashboard. Fill in the job details including title, description, requirements, salary range (optional but recommended), and whether it's full-time or part-time. Your job will be visible to all job seekers on the platform once published.

Question 6

Should I include salary information in my job posting?

Accepted Answer

While optional, including salary ranges significantly increases application quality and quantity. Candidates can filter by salary expectations, so transparent pricing helps attract talent within your budget. It also saves time by avoiding mismatched expectations during negotiations.

Question 7

How quickly will I receive applications?

Accepted Answer

This varies based on the role, requirements, and compensation offered. Popular roles with competitive rates often receive applications within hours. Specialized positions may take longer. You can also proactively search and contact candidates instead of waiting for applications.

Question 8

Can I contact candidates directly without posting a job?

Accepted Answer

Yes, you can browse the talent directory and send direct messages to candidates whose profiles match your needs. Many employers prefer this proactive approach for urgent hires or specialized roles. Candidates with visible profiles are open to direct opportunities.

Question 9

How do I filter and search for the right candidates?

Accepted Answer

Use our advanced search filters including skills, experience level, hourly/monthly rate expectations, location, time zone availability, languages spoken, and verification status. You can save searches and get notified when new matching candidates join.

Question 10

How does the interview process work?

Accepted Answer

Once you receive applications or contact candidates, you can message them through PandaDesk to schedule interviews. Most employers conduct video interviews via Zoom, Google Meet, or similar platforms. You manage the entire interview process independently - PandaDesk provides the connection but doesn't mediate the hiring process.

Question 11

What should I look for in candidate profiles?

Accepted Answer

Review their work experience, skills, portfolio (if applicable), hourly/monthly rate expectations, availability, time zone overlap with your team, and verification status. Verified profiles have completed ID verification, adding an extra layer of trust. Also check their profile completeness and how recently it was updated.

Question 12

How do I make an offer to a candidate?

Accepted Answer

Once you've selected a candidate, make your offer directly through messages or video call. Discuss terms including salary/rate, working hours, start date, and payment method. We recommend documenting agreed terms in writing. PandaDesk doesn't handle contracts - you'll need to manage this independently or use your company's standard agreements.

Question 13

Can I hire candidates from any country?

Accepted Answer

Yes, PandaDesk has talent from countries worldwide. However, you're responsible for understanding and complying with any legal requirements for international hiring, including tax obligations, labor laws, and work authorization requirements in both your country and the worker's country.

Question 14

How do I pay remote workers hired through PandaDesk?

Accepted Answer

PandaDesk doesn't process payments - you pay workers directly using your preferred method. Common options include PayPal, Wise (formerly TransferWise), Payoneer, bank transfers, or cryptocurrency. Discuss payment methods with candidates during the hiring process to ensure you have a mutually acceptable option.

Question 15

Does PandaDesk take any commission from salaries?

Accepted Answer

No, PandaDesk never takes commission from salaries or ongoing payments. You pay only for platform access and job postings. All compensation goes directly from you to your hired talent without any middleman fees.

Question 16

Do you provide employment contracts or agreements?

Accepted Answer

PandaDesk doesn't provide legal documents. You'll need to use your own employment contracts, contractor agreements, or NDAs. We recommend consulting with legal counsel familiar with international employment if hiring across borders. Many employers use standard contractor agreements adapted for remote work.

Question 17

How do I handle taxes when hiring internationally?

Accepted Answer

Tax obligations vary significantly by country. Generally, when hiring independent contractors, they're responsible for their own taxes. However, if you're hiring employees, you may have tax withholding obligations. Consult with a tax professional familiar with international hiring. Some employers use Employer of Record (EOR) services for compliance.

Question 18

What payment frequency is standard for remote workers?

Accepted Answer

This varies by arrangement. Monthly payments are common for full-time roles, while bi-weekly or weekly payments may be preferred for hourly contractors. Discuss and agree on payment frequency before starting work. Consider time zones when setting payment dates to ensure timely receipt.

Question 19

How do I onboard remote workers effectively?

Accepted Answer

Create a structured onboarding process including: company introduction, tool access and training, clear role expectations, initial projects with defined outcomes, regular check-ins during the first weeks, and assignment of a buddy or mentor. Document everything and ensure time zone considerations for training sessions.

Question 20

What tools do I need for managing remote workers?

Accepted Answer

Essential tools include: communication platforms (Slack, Microsoft Teams), video conferencing (Zoom, Google Meet), project management (Asana, Trello, Monday.com), time tracking if needed (Toggl, Harvest), and file sharing (Google Drive, Dropbox). Ensure workers have access to necessary tools before starting.

Question 21

How do I track productivity and hours?

Accepted Answer

This depends on your agreement. For hourly contractors, time tracking tools provide transparency. For salaried employees or output-based contracts, focus on deliverables and deadlines rather than hours. Establish clear expectations and regular check-ins. Trust and clear communication are more important than surveillance.

Question 22

How do I handle time zone differences?

Accepted Answer

Establish "overlap hours" when team members should be available for meetings. Use asynchronous communication for non-urgent matters. Record important meetings for those who can't attend. Be mindful of scheduling meetings at reasonable times for all participants. Consider using tools that show team members' local times.

Question 23

What's the difference between hiring contractors vs employees?

Accepted Answer

Independent contractors typically have more autonomy, use their own equipment, can work for multiple clients, and handle their own taxes and benefits. Employees generally work exclusively for you, follow set schedules, use company equipment, and may be entitled to benefits. Classification rules vary by country - misclassification can result in penalties.

Question 24

Do I need to provide benefits to remote workers?

Accepted Answer

For independent contractors, typically no benefits are required. For employees, benefit requirements depend on the worker's country of residence and local labor laws. Some countries mandate certain benefits for employees regardless of the employer's location. Research requirements for each country where you hire.

Question 25

How do I protect my company's intellectual property?

Accepted Answer

Use comprehensive contracts that include IP assignment clauses, confidentiality agreements, and non-disclosure agreements (NDAs). Clearly state that all work produced is "work for hire" and belongs to your company. Consider jurisdiction and enforceability when hiring internationally. Limit access to sensitive information based on need.

Question 26

What are the data privacy considerations?

Accepted Answer

When hiring from the EU or other regions with strict data privacy laws (like GDPR), ensure compliance with data protection regulations. This includes how you handle personal information during hiring and employment. Use secure communication channels and limit access to personal data. Have clear privacy policies and obtain necessary consents.

Question 27

Can I terminate remote workers?

Accepted Answer

Termination procedures depend on whether you've hired contractors or employees and the applicable laws. Contractors can typically be terminated according to contract terms. Employee terminations may require notice periods, severance, or specific procedures depending on local laws. Always document performance issues and follow your agreement terms.

Question 28

How does the messaging system work?

Accepted Answer

Our built-in messaging system allows you to communicate with candidates directly. You'll receive notifications for new messages. All job application responses and direct messages are consolidated in your inbox. You can share contact details to move conversations to your preferred communication platform once you're ready to proceed.

Question 29

Can I save candidate profiles for later?

Accepted Answer

Yes, you can save interesting candidate profiles to review later. Create different lists to organize candidates by role, project, or any criteria you prefer. This helps when building a talent pipeline for future hiring needs.

Question 30

How long do job postings stay active?

Accepted Answer

Job postings remain active for the duration specified in your plan, typically 30 days. You can close jobs early once you've found suitable candidates, or extend them if needed. Closed jobs can be reposted if you need to hire for the same role again.

Question 31

What if I have issues with a hired worker?

Accepted Answer

Since PandaDesk is a connection platform and not an employment mediator, disputes should be resolved directly between you and the worker according to your agreement. We recommend clear contracts, regular communication, and documented expectations. For serious issues, consult legal counsel in the relevant jurisdiction.

Question 32

How can I get support from PandaDesk?

Accepted Answer

Contact our support team at support@pandadesk.pro for technical issues, billing questions, or platform guidance. We typically respond within 2 business days. For urgent matters, include "URGENT" in your subject line. We're here to help with platform-related questions but cannot provide legal or tax advice.

Frequently Asked Questions for Employers

Getting Started

Posting Jobs & Finding Talent

Hiring Process

Payments & Contracts

Managing Remote Teams

Compliance & Legal

Platform Features & Support

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