Entry-Level vs Executive Remote Roles: Salary, Scope, and Skills

When people think about hiring remotely, the first thing that often comes to mind is hiring a Virtual Assistant (VA). And while there’s absolutely nothing wrong with that, it’s not always the role your business actually needs.

In fact, about 75% of employers have made a wrong hire at some point. That’s why it’s so important to pause and ask yourself: What kind of role does my business really need right now? Are you looking for someone who’s just starting out and ready to learn and grow with you? Or do you need someone with the experience and confidence to step in and lead from day one?

In this article, we’ll walk you through the difference between entry-level remote jobs and executive remote roles. We’ll also help you figure out how to match your needs with the right kind of hire.

Let’s dive in.
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What’s the Difference Between Entry-Level and Executive Remote Roles?

There are jobs that you can hire anyone just starting their careers, as long as you’re willing to train them. There are also leadership roles that require seasoned professionals, where minimal to no supervision is required. 

Let’s break down what makes entry-level and executive remote roles different; in this case, we’ll focus on the remote work setting.
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Entry-level remote roles

Entry-level remote roles are ideal for individuals just starting out in their careers. This might include recent graduates who are looking for their first job, professionals who are making a career switch, or people entering an entirely new industry. And while they may not have a long list of experiences yet, what they often bring to the table is a strong willingness to learn, grow, and make meaningful contributions.

You won’t be surprised to find that these candidates are usually full of fresh ideas and motivation. And that drive doesn’t go unnoticed! According to studies, 53% of employers say they’ve hired fresh grads based on how well they did during interviews, not just what’s on their resume. This shows how much potential employers see in someone who shows up eager and ready to learn.

Although entry-level remote job hires may need a bit more guidance initially, with the right support, they can quickly become valuable team members.

Here are a few examples of typical entry-level remote roles you may hire for:

• Customer Support Representative: Responds to customer inquiries, troubleshoots basic issues, and helps ensure a positive customer experience.
  
  
• Junior Data Entry Specialist: Enters and maintains data in spreadsheets, CRMs, or databases, ensuring accuracy and consistency.
  
  
• Content Assistant or Junior Copywriter: Helps write blog posts, product descriptions, or social media captions under supervision.
  
  
• Marketing Assistant: Supports the marketing team with scheduling posts, tracking campaign metrics, and helping with basic research or content editing.
  
  
• eCommerce Support: Manages order tracking, updates product listings, or assists with inquiries.

These roles play a big part in keeping daily operations on track. Even though they might not require deep industry experience, they make sure everything runs smoothly behind the scenes.

To add to that, because entry-level roles are typically more budget-friendly, they’re also a smart way for businesses to grow their remote teams. You receive the support you need to handle everyday tasks, while also allowing new professionals to build experience and grow into leadership roles.
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Executive remote roles

Executive remote roles are best suited for seasoned professionals. These are individuals who have spent years building their experience and honing their leadership skills to drive a business forward. They get things done, guide others, set direction, and make sure the whole team is working toward the bigger picture.

But here’s something worth noting: leading a remote team is not the same as leading one in an office. In fact, research shows that remote managers find it almost twice as hard to hit team goals compared to those working on-site. That’s why when hiring for executive remote roles, you’re not just looking for experience. You need someone who knows how to lead effectively from a distance.

Unlike entry-level roles that focus on task execution, executives are trusted with the heavy lifting, such as: 

• Overseeing major projects
• Setting company-wide goals
• Solving complex challenges
• Steering long-term strategy

They don’t need hand-holding or detailed instructions. They’re used to working independently and making tough calls. Whether it’s restructuring teams, managing a large budget, or making high-stakes decisions across departments, executive hires are expected to move the business forward without constant oversight.

Because of this, executive roles come with more responsibility—and typically, a higher cost. But that investment often pays for itself!

Here are a few examples of executive-level remote roles:

• Chief Marketing Officer (CMO): Develops high-level marketing strategies, leads marketing teams, and drives brand growth across multiple channels.
  
  
• Chief Technology Officer (CTO): Oversees the company’s technology and development strategies, ensures systems are secure and scalable, and leads tech teams.
  
  
• VP of Operations: Manages day-to-day business operations, builds efficient workflows, and works closely with different departments to improve overall performance.
  
  
• Head of People or HR Director: Leads talent acquisition, employee engagement, company culture, and organizational development.
  
  
• Chief Finance Officer: Handles financial planning, budgeting, forecasting, and ensures the company is financially healthy and compliant.

When hiring for leadership roles, ensure that you onboard individuals who can take an idea, turn it into an actionable plan, and rally a team to make it a reality.

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How to Match the Right Expertise to What Your Business Actually Needs
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Want to hire someone who doesn’t just look good on paper? It’s all about ensuring that the skills and experience align with what your business truly needs and what it will need in the future. 

Let’s talk about how you can figure this out step by step.
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Define the problem you’re solving

Before you start looking for someone to join your team, take a step back and get clear on why you need them. What specific challenge are you trying to solve? Perhaps you want to attract more customers, streamline your order process, enhance your online presence, or increase your sales.

Whatever it is, knowing exactly what you need help with will make it much easier to determine the kind of person and the level of expertise you should hire. Without that clarity, you might end up bringing someone on board who’s not really the right fit, costing your business more than you’ve bargained for.
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Audit your current team’s strengths and gaps

Have you taken a good look at the team you’re working with right now? Do you know what each person is great at—and where they might need support? Maybe it’s time to consider a bit of upskilling or reskilling. Asking these questions helps you spot what’s missing and what you need to improve on as a business.

Your team reflects how your business runs. If you’ve got two people doing the same tasks, that’s a sign of inefficiency. And if no one’s managing the workload or keeping things on track, things can start to feel messy and disorganized. That’s why it’s important to bring in someone who truly fills the gap—someone who brings something new to the table and helps your team do better, not just repeat what someone else is already doing.
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Consider the complexity of the role

Not all jobs are created equal. Some roles are pretty simple and others are much more complex.

That’s why it’s important to think about how challenging the role really is and what kind of experience it needs. If the tasks are routine and easy to follow, you probably don’t need someone with years of experience. But if the job calls for decision-making, leadership, or specialized skills, you’ll want someone who’s done it before and can hit the ground running.
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Think long-term scalability

Will this role stay the same over time, or will it grow as your business does? If there’s a chance the responsibilities will increase, it’s smart to hire someone who’s open to learning and ready to take on more down the line.

Bringing in someone who can grow with your business helps you avoid having to rehire later. So when you're reviewing candidates, look for those who are not just a fit for today. Look for someone who can also handle what’s coming next.
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Factor in training and management bandwidth

And finally, don’t forget that every new hire needs some level of support to get up to speed. According to Gallup, it can take up to 12 months for a new employee to become fully productive. That can be an issue, especially if your team is already stretched thin.

So ask yourself: Do you or your current team have the time and capacity to train someone right now? If not, hiring someone who needs a lot of guidance might slow things down more than you expect.

In that case, it could be smarter to bring in someone with more experience. The goal is to make a hire that helps move your business forward, not one that adds more weight to an already full plate.
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Find the Right Expertise to Match Your Business Needs 

Hiring the right person takes time, energy, and a whole lot of decision-making. From figuring out what role you actually need to sorting through resumes and setting up interviews, the process can quickly become overwhelming.

That’s where MultiplyMii comes in.

MultiplyMii is a remote staffing company with over a decade of experience helping businesses hire smarter and scale faster. Whether you’re looking for entry-level remote job hires or high-level executives, our team is ready to help you find the perfect fit.

Book a call with our team today for a FREE consultation!

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