We’ve always been remote.

Essential. Our flexible work model enables women with children to be moms and work, i.e. they can work when they want from home or wherever they are in the world.

Flexibility. Many parents would otherwise not be able to work if they had to spend time commuting to an office during “standard” business hours.

A remote work model is cost-effective and enables us to hire a wide variety of talented people from around the world and not be restricted by geography.

People who are very focused and don’t need to be in a “group” environment to be motivated and work hard are ideal for remote work. People who get distracted easily find it more challenging.

I clearly stipulate that our remote culture means that our employees must be self-starters and that our training tools are more limited. Our employees must thrive on working independently.

No. We only check references.

We do have set parameters that we ask people to follow. The more numbers you put around what people should be doing the better. Clear expectations are a critical success factor.

We have sales and other deliverables which are measurable. I think it more difficult to measure the productivity for roles that don’t have clear deliverables with results attached to them.

We do not have a time off limit. However, for it to be worth my while to manage our resources, they have to contribute a minimum amount.

Trust is a big fear and challenge. At the end of the day, as a business owner of a remote team, you aren’t there to babysit what your team is doing and saying … and they are a reflection of your brand. Communication, communication, communication is the only way forward … but even then, this really is a challenge that in some respects is insurmountable. The flexibility benefit, however, outweighs the cost.

Formally. All hires are brought into the company under the premise that they work remotely.

We are in constant communication in email and use Google Docs to share and store ideas. “Team Calls” are essential to ensure that everyone feels like they are part of something larger.

Electronic communication does not replace the value of in-person communication. It’s critical to meet longer term hires who will work for you remotely. Bonds are established in person that support the trust required for successful remote relationships.

We have at least quarterly team conferences calls.

I set clear boundaries regarding work and personal time. This lifestyle means that they are always intertwined, but I do my best to try and make sure that every bucket gets quality time … i.e. family, self, work etc.

Worst: The car on the side of the road.

Best: Any Four Seasons Hotel.