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Personally I'd say 1 and 4 are the most pressing, though 2 raises some other issues. Personally I'd not hire anyone junior for remote work at all (sorry), so 3 is an anti-issue to me. Hiring is hard to begin with, and hiring remotely has additional pitfalls. A company like Triplebyte that would perform additional vetting to prove a candidate's ability to work remotely would be quite welcome. Re 4. VC systems are still awful and both companies and employees aren't willing to invest to the right level, and commit to workflow changes, in order to make it seamless to work remotely. In particular, latency and packet loss is what just kills VC and makes it very apparent that we're not actually in the same room together. The way to solve that is gigabit home-office Internet connections, but $10k to run lines and an additional $500/month, as well as the hassle of using a wired connection at home to take advantage of it, and then a dedicated VC system, is a total non-starter for many, on both sides, employer, and employee. Throw in a timezone difference, and the wrong remote employees can take more time to manage than they're worth. (That's not to say there aren't some really really good, really solid remote employees, just that there are also the wrong hires - same as goes for in-person.) Re. 2. On top of payroll, there are also plain cultural differences between countries that make it more challenging than when there is no difference - holiday schedules, vacation policies, etc, and until you've lived it, it's hard to know what to look for in advance. |