Here we are—the final stretch in our series on building great remote teams. This part is all about tackling the tricky stuff: trust, hiring, and legal considerations. From our experience at Tunga, we know these details can make or break a team. They’re not just theory—they’re what we’ve learned firsthand while connecting global developers with businesses that thrive on collaboration.
Remote work is no longer a novelty—it’s a necessity. But how do you create high-performing teams when distance separates your people? In this second part of our three-part series, we explore lessons drawn from Tunga’s experience, offering practical insights on managing reliability, bridging cultural gaps, and fostering connections. These stories reveal the importance of setting clear expectations, addressing team dynamics early, and leveraging global talent effectively.
At the beginning of the final quarter of 2024, we got together in the same room with about 15 CEOs, CTOs, COOs, and professionals involved in hiring for and managing technical projects in the Netherlands and the USA. The intention of this auspicious gathering hosted by our CEO, Ernesto Spruyt, was to discuss hiring the right people for remote technical teams and how to successfully work with and manage a team of technical people in different locations.
Ernesto’s induction into the startup world began in the fall of 2014 at a Netherlands-based venture in the platform payment space. Although he recalls the experience as one he would do again, given the fun and experience gained whilst there, he knew after two years that it was time to look forward to how he would build out his future.
Scaleups, startups, and SMEs hire tech talents abroad to save money but end up burning cash more often than not.
Sounds familiar?
Then you must read this chat between Website Planet and Ernesto Spruyt, CEO at Tunga.
Tunga Interview with Dan Jourdan: The Next Frontier in Talent Acquisition
Tunga’s collaboration with Siglar Carbon, Norway
From Nigeria to Norway; A Tunga Developer’s Journey
