Remote reviews

- Async = desync + dysfunctional most of the time - 'Flexible PTO' - you can hear sentences referencing studies done that prove 'people take less PTO if PTO = infinite' from leadership; loop holes behind taking PTO rendering almost impossible to go on PTO unless you really need it and want to put your colleagues at risk of being even more overworked - Leadership is mostly comprised of people without the proper experience in leading teams of such a size + most of them aren't a good fit for the vertical they're leading (some came from completely irrelevant backgrounds with no subject matter expertise) - Leadership is imposing a passive culture onto the company (assertiveness isn't welcomed and leads to people that work hard suffer the most due to no action being taken for others that completely abuse the flexibility they're offered) - I completely agree that some people from the leadership teams should PR check their statements before making them public (a lot of 'jokingly said' stuff that could basically be considered mobbing if the 'joke' part would be taken out + no one's laughing, they're intimidated so good job, I guess) - Awful prioritization of things in general - leadership is pushing for completely irrelevant things that no one asked for. Neither users nor employees internally; 'transparency' non existent - as it was said, it's more of a 'we tell you the bad news 2 hours before they're commenced to happen' - SO many operational problems and dysfunctionalities between the teams, that are painfully obvious even to more junior hires at the company - Extreme disbalance between some salaries, even for people in the same team - Candid feedback isn't welcome, full stop - may have been better a year ago, not today. Mostly the reason behind 'anonymous' feedbacks being prioritized as of late (the People team seems to have realized how people actually feel about transparency and feedback) - Completely subjective promotion structure; no meritocracy and straight up bad choices being made in this context (and often)

I used to believe Remote could salvage its mission and turn things around, but it has become painfully obvious that nobody in Remote leadership actually cares about the rank-and-file employees and the middle managers who do care are scared into subservience to executive leadership. The only people who are happy at Remote are the people who’ve been there less than 6-12 months. • Exploitative: As a previous employee of the talent team, I’ve seen firsthand how Remote’s decision to hire only from low cost regions, specifically to save money and take advantage of cheaper labor costs, backfired. Remote clearly doesn’t believe its own mission of “the best person for the job could be anywhere in the world” because they actively avoid hiring in higher cost regions even if that’s where the best candidate resides. • Compensation issues: Pay raises and promotions are rare, creating a lack of motivation and career growth opportunities. Previous salary adjustments were essentially “undone” by exempting employees who were adjusted from annual increases, greatly restricting promotions, and seemingly managing out employees who were at or near the top-end of their salary bands and/or in higher cost regions. • Toxic, unhelpful leadership: Mid and senior management are unhelpful and often add to employees’ workloads without providing support. Leadership sets unreasonable expectations, requiring late-night work and sometimes actively discouraging work-life balance, which is corroborated by the introduction of the new “Intensity” value and sudden limit to “unlimited” PTO. • Unhealthy work culture: Remote started shifting to a“high-performance” culture, which is nothing more than a justification for overworking employees, disregarding their efforts, and demanding round-the-clock availability. This is demoralizing and unsustainable. It also then gives Remote ample excuses to manage employees out or deliver unfair feedback that ultimately leads to termination in most cases.