Department of Management Science

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    Talent Acquisition and Retention Strategies for Remote Teams: A Comprehensive Toolkit
    (Library Information Services, COMSATS University Islamabad, Lahore Campus, 2025) Ayesha Naseem CIIT/SP24-RBA-030/LHR; Dr Imran Shafique; LHR TP 9820
    This MBA project looks at talent acquisition and retaining talent for remote teams, specifically in small businesses in the software sector who tend to have fewer resources. The primary research aim was to understand pragmatic approaches to managing remote human capital, and the project sought to create a helpful, scalable tool both for remote talent acquisition and retention to help in this regard. The project replicated a case study of Devtier, a startup in the US and operates completely remote in Pakistan. It used a qualitative research design case study and a semi-structured interview method to explore the research problem and work with the HR Manager of the organization. The results show that Devtier relies mainly on LinkedIn and personal networks for its recruiting efforts, with a manual shortlisting process and two stage interviewing process. Entry-level hiring is done through a three-month internship program where it is up to performance if they get a full-time role afterward. Although this gives the company flexibility, it is noticeable that their greatest challenge is retaining experienced staff, primarily due to compensation limitations and lack of real HR systems. Their onboarding and performance reviews are informal, and their only recognition is discretionary rewards handed out by the senior leadership. In response, this project presents a straightforward, comprehensive HR toolkit comprising checklists, templates and starter policy documents to assist with recruitment, onboarding, evaluation and engagement in remote environments. Overall, the study found that while Devtier’s flexible, people-centric culture supports the growth of a start-up company, formalized HR process are needed for longevity and employee retention. The recommendations particularly emphasize the importance of structured onboarding, tracking performance, transparency around compensation, and internally branding the company to improve remote management of workers.