[justonepost]

Bingo: "My current theory about this is – as long as I work on a team with a lot of other remotes, everything will be fine. "

reality is, if your team is 80-90% not remote, forget about career advancement. People who show up have two things, a) they want to advance their careers so will use proximity to their advantage and b) don't understand why they can't be working remotely.

Plus of course processes and culture aren't going to be tailored to remote folks.

The only time I've ever been able to make this work was when the manager was also remote.

[plekter]

> reality is, if your team is 80-90% not remote, forget about career advancement.

That's quite a sweeping statement - and doesn't resonate with me at all. I fit that statistic, but I work in a company that has a mature process for career advancement and that also has multiple sites scattered across the world. I cannot claim that remote work has held me back career-wise. That is, I'm still quite early in my career, maybe the wall comes later.

It has, however, likely steered my career away from management (and thus towards the technical track), which I'll happily admit does not bother me in the slightest :)

[justonepost]

In rare instances it'll work if you're incredibly in the top 5% of gifted. But, the thing with that, is only 5% of engineers are in that group.

[plekter]

So you see it as a general career progression impediment - even the gifted gets "slowed down" progression wise?

Are you talking from personal experience, or guessing? I strongly suspect a lot of this depends heavily on how the talent review process works in the company this takes place in. A gifted engineer will likely get recognized anyways, but an average engineer will need the review process to look beyond face value.