<aside> ❗ This handbook applies to internal employees of Remote. If you're employed through Remote for one of our amazing clients, this handbook does not apply to you.
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Check out this blog post written by our President & Co-founder on why you should be working async! We also talk about the expectations for async working in our handbook here.
In short, it means you will:
We’re excited to support Remoter’s in working abroad, with some important guidelines to ensure success and compliance. You can enjoy up to 90 calendar days working from abroad in any full calendar year. To help you focus on learning and ramping up, this benefit begins after your first 6 months of employment. For everyone’s safety and compliance, working from abroad isn’t allowed in prohibited jurisdictions. These policies help us maintain flexibility while setting you up for success.
Read more here! Our leave is flexible, but we generally expect you to take 25-30 days off (with 20 being the minimum), plus public holidays, and not including other times you might need a break from work - like if you are unwell, suffer a bereavement or become a parent. It's important that you are healthy and happy. At Remote, your health and the health of your loved ones (including pets) come before work.
Remote has an employee stock option plan with a 1 year cliff, and after that the stock options vest monthly for 4 years. The exercise window post-departure is 90 days. It’s likely you will receive your Options Agreement after your start date, as options are approved by our Board of Directors once a quarter, and subsequently be issued to you via Carta. The number of options will be stated in your offer letter and the vesting term will be from your start date.
We do not have any all-company meet-ups. This would not be inclusive because in a team so globally distributed, not everybody could reasonably travel to the same country, and not everybody would necessarily be safe travelling to the same country. We do however encourage teams, or Remoters who happen to be local to each other, to meet in person! Read more about our social engagement and co-working budgets here.
It depends on the role, department, and your personal goals in the first place. You can read about our job levels in our handbook but to summarise, we have career paths where you can increase your seniority, responsibilities and pay on both a manager but also an individual contributor track. This means that you don’t need to be a manager to progress.