Remote(ly) Better Than Before
summary
Claims that remote isn't one-size-fits-all and a 40/40/20 split of preferences drives concrete practices: hiring without time-zone limits, measuring work by OKRs and KPIs, and using a public handbook plus async docs to give context. Companies give global perks like WeWork global memberships and reimbursements, run twice-yearly in-person meetups, use a Slack pairing plugin to build bonds, and report hiring faster and broader reach; Sourcegraph highlights code intelligence as the core product that scales this model.
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chapters (11)
- 0:00The state of remote work
- 1:11Flexibility and geography
- 3:50Balancing autonomy and office
- 5:46Asynchronous communication
- 7:26Maintaining team connection
- 9:28Supporting junior talent
- 11:29Market shifts and trust
- 14:41Remote hiring strategies
- 16:42Measuring productivity
- 21:03Growing pains of remote work
- 23:24Future of global opportunity
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