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&lt;div class=&quot;content-intro&quot;&gt;&lt;h2&gt;&lt;strong&gt;About Remote&lt;/strong&gt;&lt;/h2&gt;
&lt;p&gt;Remote is solving global remote organizations’ biggest challenge: employing anyone anywhere compliantly. We make it possible for businesses big and small to employ a global team by handling global payroll, benefits, taxes, and compliance. Check out &lt;a href=&quot;http://remote.com/how-it-works&quot;&gt;remote.com/how-it-works&lt;/a&gt; to learn more or if you’re interested in adding to the mission, scroll down to apply now.&lt;/p&gt;
&lt;p&gt;Please take a look at &lt;strong&gt;&lt;a href=&quot;http://remote.com/handbook&quot;&gt;remote.com/handbook&lt;/a&gt;&lt;/strong&gt; to learn more about our culture and what it is like to work here. &lt;strong&gt;Not only do we encourage folks from all ethnic groups, genders, sexuality, age and abilities to apply, but we prioritize a sense of &lt;a href=&quot;https://www.notion.so/people-Belonging-Diversity-Equity-Inclusion-DEI-4990e36a7d7b4d52a78ca3efb23d718b&quot;&gt;belonging&lt;/a&gt;.&lt;/strong&gt; You can check out independent reviews by other candidates on &lt;a href=&quot;https://www.glassdoor.com/Overview/Working-at-Remote-EI_IE3871683.11,17.htm&quot;&gt;Glassdoor&lt;/a&gt; or look up the &lt;a href=&quot;https://www.notion.so/people-Candidate-Experience-Surveys-17d595a88b7548148593792a8072235f&quot;&gt;results of our candidate surveys&lt;/a&gt; to see how others feel about working and interviewing here.&lt;/p&gt;
&lt;p&gt;&lt;strong&gt;All of our positions are fully remote. You do not have to relocate to join us!&lt;/strong&gt;&lt;/p&gt;&lt;/div&gt;&lt;h2&gt;None of our open roles feel like a fit?&lt;/h2&gt;
&lt;p&gt;If you’re interested in joining any of the teams at Remote but don’t see an open role that interested you now, you can still send us your details here! We’ll keep your information on file for 1 year and be in touch if we see a match in that time.&amp;nbsp;&lt;/p&gt;
&lt;p&gt;We also welcome you to sign up to our &lt;a class=&quot;c-link&quot; href=&quot;https://remoteonwork.substack.com/&quot; target=&quot;_blank&quot; data-stringify-link=&quot;https://remoteonwork.substack.com/&quot; data-sk=&quot;tooltip_parent&quot;&gt;newsletter On Work&lt;/a&gt; to hear from our team about how to thrive in your career.&amp;nbsp;&lt;/p&gt;&lt;div class=&quot;content-conclusion&quot;&gt;&lt;h2&gt;&lt;strong&gt;Benefits&lt;/strong&gt;&lt;/h2&gt;
&lt;div class=&quot;p-rich_text_section&quot;&gt;Our full benefits &amp;amp; perks are explained in our handbook at&amp;nbsp;&lt;a class=&quot;c-link&quot; href=&quot;http://remote.com/r/benefits&quot; target=&quot;_blank&quot; data-stringify-link=&quot;http://remote.com/r/benefits&quot; data-sk=&quot;tooltip_parent&quot;&gt;remote.com/r/benefits&lt;/a&gt;. As a global company, each country works differently, but some benefits are for all Remoters:&lt;/div&gt;
&lt;ul class=&quot;p-rich_text_list p-rich_text_list__bullet&quot; data-stringify-type=&quot;unordered-list&quot; data-indent=&quot;0&quot; data-border=&quot;0&quot;&gt;
&lt;li data-stringify-indent=&quot;0&quot; data-stringify-border=&quot;0&quot;&gt;unlimited personal time off (minimum 4 weeks)&lt;/li&gt;
&lt;li data-stringify-indent=&quot;0&quot; data-stringify-border=&quot;0&quot;&gt;flexible working hours (we are&amp;nbsp;&lt;a class=&quot;c-link&quot; href=&quot;https://www.notion.so/remotecom/Working-Async-at-Remote-80c01cd443ad4c77a8ceaef7c5fba5d0&quot; target=&quot;_blank&quot; data-stringify-link=&quot;https://www.notion.so/remotecom/Working-Async-at-Remote-80c01cd443ad4c77a8ceaef7c5fba5d0&quot; data-sk=&quot;tooltip_parent&quot;&gt;async&lt;/a&gt;)&lt;/li&gt;
&lt;li data-stringify-indent=&quot;0&quot; data-stringify-border=&quot;0&quot;&gt;16 weeks paid parental leave&lt;/li&gt;
&lt;li data-stringify-indent=&quot;0&quot; data-stringify-border=&quot;0&quot;&gt;mental health support services&lt;/li&gt;
&lt;li data-stringify-indent=&quot;0&quot; data-stringify-border=&quot;0&quot;&gt;stock options&lt;/li&gt;
&lt;li data-stringify-indent=&quot;0&quot; data-stringify-border=&quot;0&quot;&gt;learning budget&lt;/li&gt;
&lt;li data-stringify-indent=&quot;0&quot; data-stringify-border=&quot;0&quot;&gt;home office budget &amp;amp; IT equipment&lt;/li&gt;
&lt;/ul&gt;
&lt;h2&gt;&lt;strong&gt;How you’ll plan your day (and life)&lt;/strong&gt;&lt;/h2&gt;
&lt;p&gt;We work async at Remote which means you can plan your schedule around your life (and not around meetings). Read more at &lt;a href=&quot;http://www.remote.com/async&quot;&gt;remote.com/async&lt;/a&gt;.&lt;/p&gt;
&lt;p&gt;You will be empowered to take ownership and be proactive. When in doubt you will default to action instead of waiting. Your &lt;strong&gt;life-work balance&lt;/strong&gt; is important and you will be encouraged to put yourself and your family first, and fit work around your needs.&lt;/p&gt;
&lt;p&gt;If that sounds like something you want, apply now!&lt;/p&gt;
&lt;h2&gt;&lt;strong&gt;How to apply&lt;/strong&gt;&lt;/h2&gt;
&lt;p&gt;Please fill out the form below and upload your CV with a PDF format.&lt;/p&gt;
&lt;p&gt;&lt;strong&gt;We kindly ask you to submit your application and CV in English, as this is the standardised language we use here at Remote.&lt;/strong&gt;&lt;/p&gt;
&lt;p&gt;&lt;a href=&quot;https://www.notion.so/a22e20958ba144ecab95cf411351b479&quot;&gt;See how to convert your CV to PDF here.&lt;/a&gt;&lt;/p&gt;
&lt;p&gt;If you don’t have an up to date CV but you are still interested in talking to us, please feel free to add a copy of your LinkedIn profile instead.&lt;/p&gt;
&lt;p&gt;Need help? Email &lt;a href=&quot;mailto:hiring@remote.com&quot;&gt;hiring@remote.com&lt;/a&gt;&lt;/p&gt;&lt;/div&gt;

Talent Community @ Remote 

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With a team of hundreds of people in more than 60 countries all around the world, Remote has tackled every challenge on global compensation and total rewards for distributed teams. In this post, we will outline exactly how we manage total rewards at Remote, including advice from our public handbook.

If you’re looking for a guide on how to create a total rewards program of your own, you may want to check out our post on how to manage global compensation. Think of this article more as an example of what a comprehensive total rewards program should look like. If you are a prospective Remote employee, this article will tell you more about how Remote compensates our global team members and what it’s like to work here!

Remote’s total rewards program has a simple goal: to guarantee fair and unbiased compensation and benefits everywhere we hire. We do not agree with or engage in cheap labor practices, nor do we encourage our customers to do so. We believe people can live their best lives when they are appropriately compensated for the work they do, and our compensation structures are designed with that philosophy in mind.

When we say “total rewards,” we are referring not only to salary, but to the statutory benefits, supplemental benefits, and global perks we offer as a remote-first organization. Understanding total rewards as a more holistic version of global compensation allows us to provide whole-person compensation packages to our international team. 

The people team at Remote uses a paid compensation data application called Kamsa to set a salary benchmark for every position at Remote. This compensation review includes an analysis for equity and fair pay, to ensure everyone at Remote earns a good wage. All salary offers from Remote undergo review from both a role perspective and a gender perspective, as we are constantly evaluating and adjusting compensation to eliminate potential gender pay gaps.

For all roles at Remote, we use geo pay to set salaries. Geo pay is more generous than location rates for salaries because geo pay allows us to set a regional target based on numerous factors including cost of living and benchmark salaries in relation to the US global rate. After accounting for a candidate’s experience, alignment to the position, and geo pay region, we also benchmark salaries at the 65th percentile of the market. This allows us to make the most competitive and informed offers in every area where we hire.

Any mandatory allowances — for example, the 13th month’s salary in Mexico or the 8% holiday allowance in the Netherlands — are included within the gross annual compensation amount to ensure parity among teams and remain consistent with our benchmarks.

For directors, VPs, and c-suite executives, salaries are benchmarked at a minimum of 80% of the US global rate. This allows Remote to make highly competitive offers to senior leaders all over the world as we scale our business.

Does Remote publish exact employee salaries?

Remote does not publish the salaries of our team members. The data we use to set salaries includes confidential and proprietary information, which means we cannot share exact figures outside Remote. However, we do encourage pay transparency for open roles, so we share pay ranges in job listings where possible. We are exploring further methods to improve compensation transparency for prospective hires around the world.

Remote offers two potential tracks for employees: an individual contributor track and a management track. We further differentiate these tracks between engineering and non-engineering roles.

Individual contributors do not manage any other employees. At Remote, we have eight levels for individual contributors, extending from Role 1 (interns) through Role 8 (senior principals or senior fellows). For engineers, Role 1 includes junior engineers, while Role 8 includes lead principal engineers.

Roles are matched to levels in Kamsa to determine salaries. Role 1 is IC1, Role 2 is IC2, etc. 

Managers at Remote are responsible for managing other employees in addition to performing other duties. Manager roles start at the Role 5 level for both engineers and non-engineers. Director roles start at Role 7, with VPs at Role 9 and c-level employees at Role 10.

For more information on levels at Remote, view the corresponding section in our public handbook.

A geo pay range, or geographic pay differential, is a set of ranges used to adjust salary rates for employees based on where they work. Factors including cost of living, cost of labor, and current market rates are all considered when establishing geo pay ranges.

Geo pay ranges tend to be substantially higher than in-country rates or flat cost-of-living adjustments, which means employees at Remote tend to earn more than their local peers for similar positions and experience levels. Remote uses geo pay to ensure fair and equitable pay across regions with similar costs of living. You can view the geo ranges at Remote at any time. Note that these ranges are always subject to change.

Remote regularly reviews compensation for all employees to ensure all employees continue to receive fair and equitable compensation. We perform these compensation reviews in two phases.

The first phase is a market check-in. This review is linked to performance and addresses any employees positioned below the minimum of their applicable salary band, our top performers, and any applicable exceptions.

The second phase is our annual review. This review looks at all eligible employees in the company and is also performance based.

Promotions at Remote do not have to occur within a review cycle. A person can be promoted at any time, provided certain criteria are met.

First, the company must require the role be filled. We call this “role readiness.” Anyone seeking a promotion at Remote should be promoted within one of our career tracks, and the new role should come with an increased impact on the team and the business as a whole.

Next the individual must demonstrate readiness for the new responsibilities. Individuals seeking promotion should have shown great performance for at least 9-12 months prior to being promoted. 

Any promotion should be to the next level in the individual contributor track or into the management track. Employees should not move more than one level ahead in a single promotion unless extraordinary circumstances are present. Promotions are not retroactive, and all promotions require approval one level up from the promoted employee’s line manager. Promotions normally include an increase in compensation between 5-10%, depending on the employee’s current compensation and benchmarking.

People working at Remote become eligible for promotion after spending 9-12 months in their current role. This does not mean everyone receives a promotion every year, but high performers are eligible to be promoted within this time range.

Performance evaluations at Remote take place prior to both compensation cycles each year. These reviews are not supposed to be surprises but should be transparent feedback sessions between employees and their line managers regarding their growth at Remote.

Remote operates using a simple three-point scale for performance reviews: exceeding role expectations, meeting role expectations, and developing in the role. This simple scale allows us to reduce complexity in the review process and make it easy for employees and managers to understand how they are performing in their roles.

To account for performance in compensation, Remote uses compa-ratios. These ratios help us ensure we reward our best performers well while leaving room for newly promoted employees and new hires to develop in their roles.

When setting salaries, Remote uses 65th percentile positioning instead of 50th percentile. This allows us to base our salaries above the market medians, ensuring people at Remote receive great pay for their work.

Compa-ratios are multipliers applied to the base salary to adjust compensation based on performance. Employees who consistently exceed expectations receive a compa-ratio of 1.00-1.20. Employees who consistently meet role expectations receive a compa-ratio of 0.90-1.00. Employees who are still developing in their roles receive a compa-ratio of 0.80-0.90.

For employees who meet or exceed a compa-ratio of 1.20, we may consider whether a promotion to the next level would be appropriate. Our compa-ratios are designed to provide space within the salary band for future compensation reviews based on employee performance. Most new hires at Remote are onboarded within the lower compa-ratio to allow space for performance-based increases, as are newly promoted employees who have entered a higher salary band.

All employees at Remote receive benefits packages to help them grow with the company and live full lives outside of work. Because our employees are located all over the globe, some benefits may not make sense for employees in certain countries (for example, some benefits could create additional tax obligations for employees). In every case, we strive to provide equitable benefits and choices for employees to opt in or out based on their individual and family needs.

Employees at Remote receive benefits packages that include:

Unlimited paid personal time off, with a minimum of 20 personal days off per year

Sick leave, up to seven consecutive working days without a doctor’s note and up to two months with documentation

Care leave, for Remoters who require more than three weeks off to provide essential care to a family member who is ill or otherwise in critical need

Emergency leave, for Remoters who need two weeks or more to deal with an extraordinary situation

Parental leave, up to 16 weeks during the first year of parenthood, for a minimum of four weeks at a time (maternity, paternity, and adoption leave all eligible)

Extended unpaid leave, with manager and people team approval, of up to four months for leave that does not qualify for any of the other categories

All public holidays in each employee’s local region

Quarterly self-care days, on which the whole company takes the day off

Asynchronous hours, allowing employees to set their own working hours

Health benefits, including health insurance and additional benefits where possible, with 100% of employee healthcare premiums covered in countries without robust national healthcare

Learning budget, up to $1,000 per employee per year to pursue development and growth opportunities

Work equipment, including a laptop, a monitor, and peripherals, to be received by the employee before the first workday

Home office budget, toward the purchase of a chair and/or desk

Oculus Quest 2 headset, for each employee to enjoy and use for team activities

Co-working space allowances, up to $150/month for co-working space costs

Mental health support, through our partner Modern Health

Stock options, provided to all employees with the amount depending on the employee’s level

All employees at Remote receive a grant of stock options upon joining. Employees are responsible for their own taxes related to receiving or exercising stock options.

If you are looking for a great remote job at a company filled with kind people, we would love to hear from you — no matter where in the world you might live! Check out our careers page to see all the open roles at Remote.

To view more information about Remote’s total rewards policy, as well as helpful information about our values, working style, interview process, view our full public handbook.

Remote's total rewards policy

How to maximize LGBTQ+ inclusion in the workplace

It’s Pride month, and if you’re like many companies, you want to celebrate your LGBTQIA+ employees and team members. But how do you do so genuinely?

Among the queer community, some businesses are infamous for “pridewashing” — essentially using a monthlong rainbow rebrand to make money without truly supporting LGBTQIA+ people. Not being one of these businesses is the first step to helping your LGBTQIA+ team members feel like they belong.

Even with good intentions and a commitment to getting it right, though, supporting your staff requires more than a positive attitude. How can you develop practical strategies and programs for queer workers and support them in meaningful ways?

It’s important to remember that inclusion is not the same as diversity. You may have many LGBTQIA+ workers, but to move beyond diversity and into inclusivity, you have to be deliberate in how you support and celebrate your people.

Inclusion can seem particularly daunting in a company with remote workers. When not everyone works in the same place, it can be difficult to provide a great experience for all, especially when that experience is meant to promote inclusivity and acceptance. Despite the novel challenges, however, remote workplaces are ideal spots to foster inclusion for queer team members no matter where they live.

LGBTQIA+ inclusion in the workplace means you’ve created a space where your LGBTQIA+ team can feel safe to bring their full selves to work. 

This doesn’t mean all LGBTQIA+ employees will choose to share their sexual orientation, gender identity, or gender expression with the team — nor should you expect that. Put simply, inclusion means you’re not creating an environment that excludes team members. That includes offering the same opportunities to all team members; using language that doesn’t favor hetero or cisgender identities; and adopting a zero-tolerance policy when it comes to homophobic or transphobic languages and behaviors. 

The International Institute for Management Development (IMD) recommends thinking of full LGBTQIA+ inclusion as the needs of the LGBTQIA+ employees being “fully integrated throughout all key systems and processes of the organization internally, visibly represented externally, and when leaders include all aspects of diversity in a transparent manner.” Short of that standard, it’s not real inclusivity.

LGBTQ+ is an acronym for lesbian, gay, bisexual, transgender, and queer. As the US watchdog group GLAAD says, “The Q generally stands for queer when LGBTQ organizations, leaders, and media use the acronym. In settings offering support for youth, it can also stand for questioning.” Adding a + to the end of the acronym acknowledges the limitations of specific labels and welcomes others who may not identify as straight or cisgender.

At Remote, we prefer to use the longer form, LGBTQIA+, which adds intersex and asexual, agender, and aromantic recognition to the term.

Queer, an umbrella term for those who don’t fit into heterosexual or binary identities, is also sometimes used independently of LGBTQIA+, as not all people who identify as queer identify as LGBTQIA+. It is important to note that while the term “queer” has been largely reclaimed by LGBTQIA+ communities, not everyone is comfortable using the term. When in doubt, it’s best to ask people how they identify instead of guessing.

You cannot have an inclusive workplace unless everyone at your company feels safe and supported to be their full and authentic selves. LGBTQIA+ team members may choose not to come out at work, especially in environments that don’t actively practice inclusion, because of worries about safety, bullying, job loss, and the fear of losing opportunities for advancement. Those fears are, unfortunately, often justified due to the prejudices queer employees face.

Messages from employees' families and cultures may have taught them that the safest thing to do is not to come out to coworkers. The more global the workforce, the more likely it is for some of your employees to live in areas hostile to their identities. According to the Human Dignity Trust, 71 countries criminalize consensual same-sex relationships, while 15 criminalize the gender expression of transgender people. Even in countries without specific laws on the books, cultural forces and norms are often against the LGBTQIA+ community.

In 2013, IBM senior executive Claudia Brind-Woody gave a presentation called “The Cost of Thinking Twice” at a conference in Copenhagen. Brind-Woody, a business leader and lesbian who started working at IBM in 1996, discussed the reluctance to come out that LGBTQIA+ workers often experience in the workplace. 

Staying in the closet at work, however, comes with a steep human cost. Brind-Woody points out that LGBTQIA+ people who are in the closet are constantly doing mental math when it comes to revealing anything about their personal lives. A simple question like, “What did you do this weekend?” can cause a minefield of anxieties. A person who does not feel safe and included must quickly decide how much to mention and how much this colleague already knows about their life.

According to Brind-Woody, the effort of making these constant calculations takes both time and effort, hurting both individual and team morale. Closeted LGBTQIA+ teammates can feel isolated at work. Many avoid places they might see colleagues on their time off. When they are on the clock, some people report being less productive because so much of their energy is spent hiding.

Inclusion efforts are important because they telegraph to employees and job candidates that your workplace is a safe place for them to be themselves.

The more inclusive a company is, the healthier it tends to be. Diverse organizations outperform their competitors on revenue, profits and employee satisfaction. Companies in the top quartile for diversity are 35 percent more likely to be more profitable than other companies in their industries. This is particularly true of companies with diverse leadership: companies in the top quartile of diversity on executive teams are 25 percent more likely to experience above-average profitability than peer companies in the fourth quartile.

Why is diversity and inclusion so good for the bottom line? Research supports the notion that customers are more responsive to companies with LGBTQIA+ inclusive cultures. Truly inclusive workplaces also mean happy workers. If an employee doesn’t have to hide their identity at work, energy that used to go toward guarding against potential threats can instead fuel creativity and innovation.

Perhaps the best inclusion case for diversity is simply that diverse teams are better able to discern and serve the needs of a diverse customer base than a homogeneous team can. The world is a diverse place, and companies should reflect that through their teams. 

LGBTQIA+ diversity and inclusion in the workplace

Chances are you’ve heard the term DEI: Diversity, Equity, and Inclusion. Diversity and inclusion are often used interchangeably, but they’re not the same thing.

Diversity is the presence of differences within a given setting.

Equity is the process of ensuring that processes and programs are impartial and fair to provide equal possible outcomes for every individual.

Inclusion is the intentional practice of including people in the workplace.

All three of these concepts overlap in one key area: belonging. 

At Remote, we believe in building belonging for every individual. To us, belonging is respecting who they are, what they offer, how they contribute, and why they’ve chosen to work with us. Belonging is the feeling of being part of something and mattering to others — the feeling that a team member is able to bring their authentic and full self to work every day. 

It’s important to note there is a lot of work to do around inclusion, and that failing to do that work carries serious consequences for your business. In one study by McKinsey, 50% of LGBTQIA+ respondents “have decided against pursuing or accepting a position because they believed the organization would not be an inclusive place to work.”

Simply having a diverse staff is not enough for a business to enjoy the full benefits of a diverse team. To do that, companies must make inclusivity a top, continuous priority.

Inclusion covers a range of practices that ensure LGBTQIA+ workers feel they belong in your organization. The goal of an inclusive workplace is to ensure that all employees feel:

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Learn more about working remotely at Remote

Remote's total rewards policy

Understanding and supporting LGBTQ+ inclusion in the workplace

What is remote work? Remote work handbook [2022]