Hanna Larson is a dynamic entrepreneur and growth strategist with a decade of experience scaling go-to-market strategies and revenue for disruptive SaaS, deep tech, and HR tech companies. She played a pivotal role in building Remote into a $3 billion unicorn, where she led the EMEA team to unprecedented success. Today, Hanna runs Huntrs, helping founders scale revenue, build personal brands, and thrive without venture capital. Her passion lies in empowering individuals to monetize their knowledge and create multiple income streams. She’s also a prolific content creator with a rapidly growing audience on LinkedIn (180k followers) & beyond.
It was a pleasure to ask Hanna some questions about global hiring challenges, digital transformation, and the future of HR. Enjoy!
1. Global hiring challenges
You've worked on hiring talent from anywhere in the world. What are the biggest challenges companies face when hiring remotely, and how can they overcome these barriers to build a truly global team?
Hiring talent globally is like opening Pandora’s box—incredible opportunities mixed with some real challenges. Biggest hurdles? Time zones, compliance, and cultural differences. Imagine trying to coordinate a project with people spread across 10 time zones—it’s chaos unless you have a plan. Companies can overcome these by being hyper-clear about expectations, investing in solid tech tools, and building a culture that celebrates diversity. Hire slow, fire fast, and don’t compromise on communication skills.
2. Digital transformation
From your experience in the digital transformation of HR, what are the key trends shaping the future of remote work? How should companies adapt to these changes to stay ahead?
The future of remote work is here, and it’s digital. We’re talking AI-driven recruiting, virtual onboarding, and remote-first policies becoming the norm. Key trends? Flexibility is king, asynchronous work is on the rise, and the gig economy is booming. To stay ahead, companies need to be agile—embrace new tech, build LEAN teams; a mix of FTEs and freelancers, adapt processes, and never get too comfortable with the status quo. If you’re not evolving, you’re falling behind.
3. Future of work predictions
As remote work becomes the norm, how do you see the role of HR evolving in the next five years? What skills will be most valuable for HR professionals to drive digital transformation successfully?
In the next five years, HR is going to be more tech-driven and strategic than ever. Forget about just being the “people” department. HR will need to be data-savvy, digitally literate, and proactive. The most valuable skills? Data analytics, change management, and empathy. HR professionals will need to be the bridge between technology and humanity—ensuring that while we automate, we don’t lose the human touch.
4. Remote work and company culture
Maintaining company culture remotely can be tricky. From your experience, what are some of the most effective ways companies can foster a strong and inclusive culture in a fully remote or hybrid environment?
Keeping company culture alive remotely is like trying to keep a plant alive in the desert—tricky, but not impossible. I built a team of 90 people across 22 countries, so I know what I'm talking about. It is possible. Regular check-ins, virtual team-building activities, and clear communication are key. Celebrate wins, encourage feedback, and make sure everyone feels heard and valued. Leadership should be visible and approachable. Create a sense of belonging, no matter where your team is dialing in from. Remember, culture eats strategy for breakfast—remote or not.
