In our opinion, the reasons for the perception of remote as the format suitable only for non-core functions are emotional rather than rational. The founders usually have experience working in traditional corporations, transferring this experience to their projects, and of course, they have a standard fear of losing control.
Some are demotivated by investors who are wary of distributed teams, preferring what they can see and touch on their own to make sure. Others fear that the employee will be engaged in another project in parallel, although, in this case, their presence in the office does not guarantee the opposite. But does it matter? In the conditions of remote work, the focus shifts only to the quality of work, delivery, and results. Everything else — how, where, how many hours, what the employee wears — ceases to have any value.
All of this does not exclude corporate culture, team spirit, and employee engagement — which is another fear of distributed teams. Moreover, remote work becomes the basis of corporate culture:The three pillars of Arkency culture are: Anarchy, Async, Remote.
Remote employees value the work that gives them freedom, because there are still less of these offers than the classic on-site-positions. As a result — there's minimum staff turnover, which means that hiring does not last forever. Hallelujah!
Startups still follow the old scenario — first, they register a company and open an office. How else? We offer spending money only on what brings value. It seems that an office, a doormat, and nameplate are no longer among them. People have become more and more valuable while the IT labor market is absolutely candidate-driven. They think globally, no longer seek megapolises, choose comfort, mindfulness, and a high standard of living, instead of racing for a comfortable chair in a skyscraper office. It seems that to succeed in hiring the best candidates, you need to look at the situation through their eyes.
In confirmation, I will give a story of a young family from Ukraine that I know. The developer was invited to the Valley to work at Apple. Sounds great, doesn't it? But a year later, they decided to return, because a great salary in the Valley did not allow them to lead their former way of life: travel, get their children the best daycares and activities, and afford more entertainment and active recreation. They lived, frankly, much better working for foreign projects from Ukraine, being close to relatives, in comfortable conditions for themselves and their children.The world is global, and the fashionability for "American conquest" is rapidly passing.