33 startup companies that are currently hiring remote workers

A man working from home with a dog on his lap
In amidst of The Great Resignation, 33 companies are rising as the top startups to work for remotely

  • More people are looking for jobs with flexibility to work from home amid the ‘Great Resignation.’
  • LinkedIn recently released its 2021 Top Startups list featuring businesses that are hiring remotely.
  • From Daily Harvet to Cameo, here are 33 companies hiring with remote work availability.

Looking for a new gig? You’re not alone. 55% of us are planning to find a new job this year, according to a recent Bankrate survey, and the phenomenon even has a name: The Great Resignation. One big reason why many employees are looking to make a change is the need for flexibility – both in terms of hours and working location. Remote jobs typically offer both in spades, and who doesn’t love being able to put on a load of laundry between conference calls?

LinkedIn just released its 2021 Top Startups list, ranking companies that are providing the benefits and perks employees want most now.

“In addition to remote and hybrid models, many of the companies are supporting their workers with WFH stipends, increased mental health benefits, virtual trainings, and upskilling opportunities to help people succeed in this new normal,” said LinkedIn Senior Editor at Large Jessi Hempel.

The majority of the startups listed are embracing remote and hybrid roles. Of the 50 startups, 33 are actively hiring remote roles, and some companies have quite a few jobs available.

One of them is Gemini, a next-generation cryptocurrency platform currently hiring more than 325 remote roles. “We see hiring remote employees as an opportunity not only to expand our talent pool but also to expand diversity of background in the crypto industry as a whole,” said Gemini’s Director of Talent Acquisition Jonathan Tamblyn. “By hiring for skills, knowledge, and potential first rather than geography, we are able to hire employees that represent the populations we want to empower through crypto – particularly women and minorities – who have traditionally been underrepresented in the industry.”

Another company is Gong, a revenue intelligence platform based in Palo Alto, California, that has more than 425 remote roles open now.

“Hiring remotely has enabled our team composition to reflect the diversity of our customers and hire in communities where talented residents want more opportunities to shine professionally,” said Sandi Kochhar, chief people officer at Gong.

Here’s a look at all of the companies from the recent LinkedIn Top Startups list that are hiring remote positions. Good luck! You got this!


Better is a fintech company located in New York City aiming to improve the home buying and financing process. Remote jobs available include mortgage underwriter, senior UX writer, and creative designer.


Glossier is a makeup and skincare company based in New York City that was started by beauty editors and is primarily direct-to-consumer but has a growing physical footprint. Remote jobs include lead front end engineer and creative operations project manager.


Brex is aiming to be the “all-in-one” finance option for businesses – offering high-limit credit cards, business accounts, a rewards program, expense tracking, and more. Small office hubs are located in San Francisco, New York City, Salt Lake City, and Vancouver, B.C. Remote jobs include art director and manager of social and community support.


Attentive is a personalized text messaging platform built for innovative e-commerce brands based in New York City. Remote jobs include mid-market sales manager and web marketing manager.


Outreach is an integrated business-to-business platform helping companies drive sales based in Seattle. Remote jobs include corporate counsel, and product and senior email deliverability specialists.


Gong is a revenue intelligence platform based in Palo Alto, with more than 425 active remote roles. Remote jobs include senior user researcher and in-house counsel.


Based in New York City, MikMak is a digital platform for consumer product companies that enables multi-retailer checkout by shoppers and insights solutions to help brands better understand customer behavior. Remote jobs include VP of sales operations and director of product marketing.


Located in Alpharetta, Georgia, Gravy is a “virtual retention” startup helping subscription-based businesses retain their customers through remedying failed payments. Remote jobs include account manager and sales development representative.

Daily Harvest

Daily Harvest is a plant-based meal delivery service providing a range of smoothies, flatbreads, desserts, snacks, and more through a subscription-based model. (You may have seen their mouthwatering ads on Instagram recently!) The company is based in New York City. Remote jobs include software engineering manager and senior strategic analytics associate.


Based in Chicago, Cameo is a video-sharing platform where celebrities and public figures send personalized video messages to fans. Remote jobs include QA automation engineer and lifecycle marketing lead.


A tech wellness company in Los Angeles, Therabody is best known for the “Theragun,” a popular massage-therapy device intended to reduce muscle tension and accelerate recovery. Remote jobs include a quality manager and a copywriter.


Ramp is a corporate credit card company based in New York City that helps business owners save money via expense management, savings opportunities, receipt matching, and other services. Remote jobs include demand generation lead and product and regulatory counsel.


GitLab, a DevOps platform, helps companies deliver software faster and more efficiently from its headquarters in San Francisco. Remote jobs include backend engineering manager, pipeline execution, and senior technical content editor.


Based in Palo Alto, Medable is a global platform aiming to get effective therapies to patients quickly, minimizing the need for in-person clinical visits. Remote jobs include HR systems manager and android developer.

Guild Education

Based out of Denver, Colorado, Guild Education works with employers to help them provide strategic education and upskilling programs for employees. Remote jobs include vice president of operations and technical marketing operations manager.


Drift is a conversational marketing platform based in Boston that is designed to enhance the digital buying experience, including features like an AI-powered chatbot and customizable live chat widgets. Remote jobs include onboarding manager and manager of conversation design.


Headquartered in New York City, Ro is a health care company that provides virtual primary care services by connecting telehealth, diagnostics, and pharmacy delivery. Remote jobs include associate director of member experience, systems and platforms, and associate manager of offline marketing.


BlockFi is a financial services company where clients can buy, sell and earn cryptocurrency, based in Jersey City, New Jersey. Remote jobs include manager of retention and loyalty marketing and director of program management.

Scale AI

Scale Al, which is based in San Francisco, is a platform that helps machine learning teams process their data faster and accurately and helps companies supercharge their artificial intelligence efforts. Remote jobs include an IT operations manager.

Hawke Media

Hawke Media is a marketing consultancy working to grow brands of all sizes, industries, and business models in Santa Monica, California. Remote jobs include content editor, social media, and influencer marketing manager.

Boom Supersonic

Based in Denver, Boom Supersonic is developing a high-speed airliner built to transport passengers at twice the speed of traditional planes. Remote jobs include senior creative director and recruiter.


From Bend, Oregon, dutchie is a technology platform that enables cannabis dispensaries to set up e-commerce operations. Remote jobs include strategic finance associate and manager of database reliability.

Lyra Health

Lyra Health is an online mental health counseling platform based out of Burlingame, California, that provides therapy and mental health services. Remote jobs include event marketing coordinator and product design manager.


Getaway is a hospitality company in Brooklyn that offers modern cabin rentals that are two hours from major urban centers. Remote jobs include reservations manager and head of growth.

Catalyst Software

Based out of New York City, Catalyst Software helps sales and customer teams connect the various tools they use into a centralized data-driven view of how a client is doing. Remote jobs include engineering manager on the customer success intelligence team and sales development representative.


Rubrik is a cloud-based platform based in Palo Alto that helps companies with data management. Remote jobs include professional services consultants.


Gemini is a cryptocurrency exchange in New York City, that enables users to buy, sell and store digital assets. The more than 325 remote jobs available include engineering manager for credit cards, associate director of technical accounting, and senior software engineer.


ClickUp’s app combines task management, goal setting, calendars, to-do lists, and an inbox so that teams can be more productive. Headquartered in San Diego, remote jobs include program coaches and professional services consultants.


Superhuman, out of San Francisco, wants you to have a better, faster email experience, and they are “re-imagining the inbox” to make it more efficient. Remote jobs include senior mobile engineer and product marketing manager.


Based in San Francisco, Innovaccer curates the world’s health care information to make it more accessible and useful for providers and organizations. Remote jobs include platform data architect and senior director of healthcare AI.


Flowcode allows users to create customized, advanced Quick Response (QR) codes that never expire, making it easier for companies to directly connect their customers to digital resources. Based in New York City, the company is hiring for a remote product analyst.


Based in Palo Alto, Jerry helps car owners save money on vehicle insurance. Remote jobs include associate editor and writer/editor.


Headquartered in Atlanta and London, OneTrust helps companies manage privacy, security, and governance requirements through its compliance software. Remote jobs include UI architects.

Read the original article on Business Insider

Starting a side hustle on top of a full-time job can be tricky. Here’s how to balance both – and make sure you don’t get fired.

Woman working on computer
Make sure you read the non-compete rules of your full-time job contract before starting a side gig.

  • Before starting a side hustle, read the non-compete clause in your job contract to make sure it’s allowed.
  • Don’t work on your side gig during your regular work hours – this could be considered “stealing” from the company.
  • Be honest with boss and coworkers and set healthy boundaries around your job and side gig.
  • See more stories on Insider’s business page.

At some point over the last few years, were you inspired by an Insta-worthy screen printing t-shirt business, or women who made hand-sewn masks or purses, and thought to yourself: I could do that. And you did.

Or, maybe for the last decade you’ve been doing social media consulting on the side, or freelance blogging. These days, some 37% of US workers are running some sort of side hustle alongside their full-time job, according to a new study from Bankrate.

Side hustles let us explore our passions and creativity in a way that our full-time jobs don’t always allow, and they are an important source of income – sometimes the money we make from a side gig will be the very thing keeping our budgets afloat from month-to-month, and sometimes they become so lucrative that we’re able to turn it into our full-time position. But until we’re ready to make that leap, we don’t want to risk losing our primary job by focusing too much on our side gigs.

Typically, our full-time jobs will be where we have health benefits, retirement benefits, and financial security – things we should never risk, no matter how passionate we are about our ‘lil hustle. Balance and boundaries are key – learning them just takes a little practice.

Check your non-compete clause

Most companies have very clear “non-compete” rules in the contract that you signed before working there, or in the employee handbook that you were given. (Just because you don’t remember seeing this warning about doing something competitive doesn’t mean it’s not there!)

Here’s an example: If your full-time gig is working as a designer at a jeans company, it’s likely that the non-compete for your company includes design for all other forms of clothing and accessories – in other words, you can’t go out and start your own line of handbags while working there. Likewise, if you run social media for a healthcare brand, you’re probably restricted from offering social media consulting to other companies in the health, wellness, or medical space.

No matter the industry, companies don’t want their best people moonlighting in a way that takes their own trade secrets and uses them to someone else’s advantage. So, to be on the safe side, make sure your side hustle is always distinctly separate from your primary job’s industry. You never want to face that awkward call from your boss (or worse, your boss’ boss) asking if the business you created is taking clients away from them. On that note, even if you’re in the clear on the separate industries thing, make sure you build your client base from the ground up – never use your full-time job’s connections to generate clients or interest. As long as the professional network and goals don’t mix, then you’re all set!

Work when you are off the clock

Only spending your own (personal, non-working, time-off) hours on your side hustle is one of the best things you can do to keep your side hustle from infringing on your job, says Nick Loper, chief side hustler at Side Hustle Nation.

If you’re getting paid to work your full-time job from 9-to-5, then that’s all those hours can be used for, no exceptions. If you’re answering emails or phone calls from customers to your side hustle during those hours, you’re technically “stealing” from your company, using their time to benefit your other gig. This is absolutely a fireable offense. But apart from the moral concerns of double-timing things, you’re going to find yourself completely stressed out if you’re trying to juggle both during the same hours of the day.

Here’s the fix: Set aside dedicated time before or after work to pursue your side gig. Mornings, evenings, weekends, holidays, and even your lunch break (as long as you’re using a separate phone or computer) can be your side gig time. (After all, how great would it be if your boss is one day rooting for your success, rather than saying, “Oh, so that’s why your productivity tanked.”)

Be honest about your side gig

At a certain point, you may want to tell your supervisor (and your company’s HR department) about your side hustle. Some companies require this of their employees, and at a certain point, if your brand’s presence and social media following gets large enough, your supervisor is going to find out about it anyway. No one wants to be blindsided. Lauren McGoodwin, founder of Career Contessa, a career site built for women, says to put yourself in your boss’s shoes as you approach the open conversation. They have their business in mind, just like you. Something that you could mention to ease the conversation is to discuss how the skills you’re learning with your side hustle can be applied to your job.

For example, perhaps you’re strengthening your social media skills, learning SEO, or gaining a familiarization with Excel. If you can show your boss how this might benefit the company, or your ability to succeed in your role, they will likely have a more positive outlook on your side gig. Whenever you’re ready to have the conversation, approach it with confidence and respect. You got this!

Set healthy boundaries for yourself

In addition to being open and honest with your boss, make sure you’re upfront with your clients as to when you’ll be available. And remember that emails don’t require an immediate response – you can set up an auto-responder that informs your customers that you’ll respond in 24 to 48 hours. Setting boundaries won’t damage your chance of success – you are not obligated to be on-call 24/7. But when you do communicate with clients, make sure you’re thorough. It’s impossible to over-communicate, especially where deadlines + product delivery are concerned. Once you find your rhythm, your side gig flow will become second nature.

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Workers are reporting increasing levels of stress – here are 3 things employers can do to help

stress migraine
Stress can come from many sources, but one of the most common is being overwhelmed at work.

  • A recent Gallup survey revealed that employees are experiencing more stress at work.
  • High levels of stress can hurt productivity, and offering time off isn’t enough to undo burnout.
  • To help employees relieve stress, check in on their needs and work to streamline their workflow.
  • See more stories on Insider’s business page.

Employees are more stressed in their jobs than they were during the depths of the pandemic, according to a new survey released this week by Gallup.

Only 32% of workers polled in August 2021 said they were “completely satisfied” with the amount of on-the-job stress they face, down from 35% and 34% who reported feeling totally fine with their levels of stress in 2020 and 2019, respectively. So in other words, more people in August of 2021 felt either completely unhappy or just “somewhat” fine with their level of workplace stress than in 2020 and 2019. The Gallup poll measured how employees feel about 13 different factors that play into their job satisfaction.

Other factors like promotion opportunities and salaries also received lower marks than in past years. Only 42% of workers expressed “complete satisfaction” with their career opportunities and only 38% were satisfied by their pay. Less than 50% of workers were also completely satisfied with the health insurance offered by their employers.

What’s more, the poll shows that time off and workplace safety did not contribute to workplace stress in a meaningful way. That means, you can’t just throw vacation time at employees and expect their moods to change.

But you also can’t ignore the issue. Whereas higher stress can sap productivity, reducing it can improve it – not to mention overall job satisfaction.

Here are three ways you can help:

1. Pay up and cross train

When you can, pay up. If employees are dissatisfied by their salaries and opportunities for growth, raises and promotions can have a positive effect on morale and stress. Unfortunately, these moves aren’t always feasible – so in those instances, a one-time bonus for workers can be worth the cost, according to BambooHR’s director of HR, Cassie Whitlock. Also, cross-functional job training in different parts of a business can help some employees feel like they’re getting more from their jobs.

2. Go beyond PTO

Prioritizing mental health in the workplace itself has also been a challenge for many companies: Another survey published in August by Vancouver-based workforce analytics company Visier found that a staggering 89% of US employees have experienced burnout in the past year.

According to that survey, increasing time off may not be enough to eradicate burnout – and in Gallup’s poll, 78% of employees were already “completely” or “somewhat” satisfied by the amount of vacation time offered. Instead, it may be more fruitful for employers to make improvements to workflow practices to better optimize employee workloads.

3. Check in on workflow

Employers can relieve some workers’ stress by eliminating “non-value-added work,” Frances Frei, coauthor with Anne Morriss of “Unleashed: The Unapologetic Leader’s Guide to Empowering Everyone Around You,” previously told Inc. They also suggest making priorities clear and demoting some tasks as nonessential. Expressing commitment to employees’ success can also make them feel valued and more equipped to tackle challenges, without increasing stress.

Organizational surveys and one-on-one meetings can give employers a better idea of their worker’s needs, which can enable them to thoughtfully allocate resources (like mental health benefits) and restructure workflows to reduce employee stress – leading to more job satisfaction for everyone.

Read the original article on Business Insider

I hated how I looked on video calls so I tried a clothing subscription service – here’s how it has transformed my morning routine

Katie Nave
Katie Nave sports items she got from Stitch Fix while working from home.

  • Katie Nave is a freelance writer based in Brooklyn, New York who says she often felt unprofessional and messy on Zoom calls.
  • Nave decided to sign up for Stitch Fix and says using it has helped her achieve a more polished look.
  • It may not be a permanent fix, but at least for now, it’s helping her feel more confident at work.
  • See more stories on Insider’s business page.

A typical pandemic workday finds me juggling back-to-back Zoom meetings and entertaining my six-year-old, often doing an imperfect job at showing up for both.

As a work-from-home single parent, fussing over my weekday wardrobe is low on my priority list. I’ve blossomed from the early quarantine days of sweatshirts and messy buns for the most part, but I wouldn’t say my outfits are boardroom-ready.

I vividly remember sitting on an all-staff call, thanking my generous colleague for her public shoutout, and looking into my tiny square on the screen. This was a moment where I desperately wanted to appear professional, and instead I had on a band t-shirt from college and a zit on my chin (I’m a 37-year-old woman). I hadn’t expected to have to turn on my camera, but I looked like such a mess that even the Zoom “touch up my appearance” feature was at a loss.

I hated how unprofessional I looked on Zoom calls and wanted a change

Katie Nave
Nave’s usual work from home outfit.

Unwilling to live through that moment again, I began to consider my options for how to overhaul my look.
Several of my friends had tried subscription clothing services and said they’d be pleased with how it enhanced their wardrobes. I gathered specific details, along with promo codes, and decided to give it a try.

I decided to sign up for a monthly clothing delivery service

After comparing costs and commitment levels, I landed on trying Stitch Fix. Several friends vouched for its reliability, and I found it to be affordable. The service doesn’t require a subscription and returns are free. You only pay a $20 styling fee per order, and it’s credited towards any of the items you choose to keep. The deal is that you get five clothing and accessory items, tailored to your style, delivered as frequently as you’d like – and you send back what doesn’t work for you.

After signing up for a monthly delivery, I took a survey about my style preferences, sizes, lifestyle, preferred brands, and price points. While I derive no joy from shopping, it turns out that I love sitting on my couch and judging outfits. The app has regular style questionnaires, aimed at determining the pieces that will suit you best and are easy and fun to wear.

Getting my first box of surprise clothing and accessories in the mail was pretty exciting

The box arrived with a lightweight black blazer, a short summer dress, a bralette, a breezy maxi dress, and a basic white sleeveless top. I tried the brand new pieces on, and decided to keep everything, aside from the somewhat frumpy maxi dress. Keeping these items cost me $350.

If you decide to keep the entire box of items, Stitch Fix will credit back the $20 styling fee. If not, the fee goes towards what you do keep. Also, the company has a price-matching program, so if you find any of the items for a lower price elsewhere, they’ll match it.

The claims were true that returns were straightforward and I wasn’t charged for anything I didn’t want. I simply put the items I didn’t like back into the package and shipped them back for free at my local UPS store.

The cohesive wardrobe made my morning routine easier

Katie Nave
A new outfit from Nave’s first subscription box.

As I wore the clothes for the first time for work, I realized the joy it brought to actually wear something new for the first time in a very long time. Plus, I didn’t have to stand paralyzed in front of my closet wondering what look I was going for today – like a college kid preparing for finals or an exhausted mom trying to keep it all together.

Over Zoom, I noticed that I felt better in my skin, more confident and polished, and not horrified at what I saw in my tiny digital square.

It may not be a permanent fix, but at least for now, it’s helping me feel more confident at work

I don’t know how long I’ll keep the subscription boxes coming, as I’m a person who doesn’t do well with a lot of clutter and I’m well aware that making more sustainable choices when it comes to fashion is crucial. So, it’s quite possible this is a short-term solution to the luxury problem of hitting a COVID clothing slump.

Still, signing up for a clothing delivery service is one small perk that makes me feel more professional and is bringing a little joy and ease to my morning routine. Maybe it won’t last forever, but at least for now, I’m not haunted by my workday Zoom fashion statements.

Read the original article on Business Insider

People aren’t going back to work, and I don’t blame them. I left the office 15 years ago and never looked back.

Melissa Petro
Melissa Petro and one of her children.

  • Melissa Petro is a freelance writer based in New York with her husband and two young children.
  • As a working mom, she says she understands why people aren’t eager to re-enter the workforce after the COVID-19 lockdowns.
  • More workers are realizing they shouldn’t have to put up with low wages and abusive bosses.
  • See more stories on Insider’s business page.

Fifteen years ago, I worked my last “office” job before becoming a freelancer. Around six years later, after the birth of our first kid, it was illogical for me to continue working very much at all. Now, even as the economy reopens amid the pandemic, many people aren’t going back to work, and I understand why.

Thanks to unemployment benefits put in place to ease economic fallout brought on by the pandemic, workers are saying no to exploitative working conditions and poverty-level wages. Other employees are refusing to go back into the office, having realized the personal as well as professional benefits of working from home.

In a country that prides itself on productivity, the refusal to sacrifice yourself to the wheel of work may look and feel unpatriotic. But speaking as someone who’s opted out of the 9-to-5: There’s nothing wrong with slowing down, being selective about your assignments, and sometimes just saying no.

Sometimes work simply isn’t worth it

For most of my life, I’d have done nearly anything for cash. Growing up poor meant one service industry job after another. I washed dishes, worked as a checkout girl, and stocked shelves. I worked at Subway and two different Dairy Queens. For a while, I even sold singing telegrams.

All of these jobs were better than working in an office. At my first salaried office job, my boss was downright abusive, constantly hovering over our shoulders and finding flaws. At the second job, I had no responsibilities and zero supervision, which may sound great to some, but was terribly boring.

Sex work was flexible, and I made a decent wage. But the difficult work was made near-impossible by stigma, and so I became a school teacher. After I lost my teaching job in 2010, I was back to cobbling together gigs and I built a successful career as a freelance writer. Writing is my passion; still, if you think the sex industry is exploitative, try hassling an editor for a $150 check six months after you’ve turned in the assignment while simultaneously caring for two young kids.

Some employers and lawmakers have suggested that people refusing to work are lazy, and living high off entitlements. But there’s a key word in there: entitlements.

In other countries it’s a given: Citizens are entitled to things like adequate housing, healthcare, and food. In other parts of the world, childcare is deemed a necessity. In this country, even gainfully employed folks can’t afford to pay their bills, or hire someone to watch their children while they give their best to their employers.

People aren’t refusing to work – they’re refusing to work jobs that don’t work for them.

Jobs where you’re treated poorly by bosses and customers. Low wage jobs with unpredictable schedules in areas with unaffordable housing. Jobs on top of the unpaid job of watching their kids.

We’re realizing we don’t have to work shitty jobs, and our jobs shouldn’t make us feel shitty

A recent study found the majority of respondents would look for a new job if the work from home policies put in place during the pandemic were rolled back. Only 2% of people surveyed said they’d want to go back to their cubicles full-time.

As a formerly full-time work-from-home employee, I understand completely. The freedom and other benefits I discovered when I stopped commuting to an office were innumerable. I’d sooner go back to singing telegrams than work a traditional 9-to-5.

For the past year and a half, pandemic unemployment assistance has meant additional freedoms. Our economy relies on childcare and so, the way I see it, this is money I should’ve been getting all along. When I work – like I’m doing right now, writing this article – it’s because I choose to. That’s the way it should be.

Read the original article on Business Insider

How to ask your boss if you can keep working from home as offices reopen

student working from home
There are benefits to working from home, but make sure you don’t just want to escape.

  • As business leaders call teams back to the office, many employees are hesitant to give up WFH.
  • If you want to ask your boss for a flexible work schedule, be clear about how it will benefit you both.
  • Also consider if staying home is really what you want – and what’s best for your career advancement.
  • See more stories on Insider’s business page.

The email from your boss that you’ve been dreading has finally landed in your inbox. It’s the message announcing the date everyone in your company is expected to be back in the office full time. So, what’s the problem? You don’t want to go. The past year has shown you that work-from-home life is the life for you. You’ve come to love the freedom and flexibility and you’re convinced you’re now a better employee, too. The question is: How do you convince your boss?

You may be tempted to drop an ultimatum and say, “If you make me go back to the office full time, I’ll quit.” But your company could call your bluff, and if you enjoy your job and you’re paid well, walking away may not be the answer.

So how do you ask your boss for a flexible work schedule without looking like you’re asking for special treatment?

First, remember that you’re not asking for something outlandish.

“I think a lot of leaders know we don’t want to go back, and many corporations have had flexible or hybrid work environments for a long time,” said Kimberly Cummings, founder of the professional development company Manifest Yourself. “So don’t feel like you’re being a diva or asking for too much.”

Read more: 7 things you should do when negotiating a work-from-home agreement with your boss – and 4 things to avoid, according to a negotiations expert and MBA professor

Do your homework

You must lead the conversation about a flexible work schedule with a discussion of what you bring to the table, not just what you want and why you want it.

“The biggest thing that people forget is that you’re negotiating based upon value, not overall desire,” Cummings said. “Think about what you’ve accomplished over the past year. Think about how you’ve proven that you’re able to work remotely.”

Approach the conversation armed with evidence, too.

“Show examples of how your productivity increased and how having a flexible work schedule made you a better worker,” said Martha Underwood, founder of ExecutivEstrogen, a mentorship program for women in corporate America.

Maybe you work in customer service and your flexible schedule allows you more time to research complex issues and give customers a more thorough response to their questions.

The goal is to show your employer how a flexible work schedule would benefit them as much as it helps you.

The work-from-home boom will lift productivity in the US economy by 5%, according to one study. A recent survey by PwC found that 83% of employers say the shift to remote work has been successful for their company.

Underwood says it won’t hurt to present findings like these to your boss, too.

“And so many women have dropped out of the workplace that it benefits employers to allow the flexibility to keep strong women talent in the ranks,” Underwood said.

When asking your boss for a flexible work schedule, clarity is key.

“Give a full proposal about what your schedule will look like,” Cummings said. “Are you looking to never come back or are you looking to only come back when there are important meetings?”

If you’re open to coming back into the office for some meetings, say so.

“Bosses want to have a sense of a team,” Cummings said.

Is working from home the best option for you?

Before talking to your boss about keeping your work-from-home life alive, do some soul searching to be sure it’s the best fit for you.

“Were you OK working remotely? A lot of people were not,” Cummings said. “As a people leader myself, I 100% agree why some leaders want their team to come back. A lot of workers like flexibility, but they took advantage.”

If you were at the bar with your friends before the workday was done – and before your work was complete – you may want to start by proposing a hybrid schedule of working from home just a couple of days per week.

“Offer to do a trial of this for 90 days and then reassess if it works,” Cummings said.

Superstar employees need to also weigh the pros and cons of remote work.

If you have your sights on promotion opportunities or if your job has a relationship-driven company culture, being out of the office all the time could hinder your advancement.

“You have to know the culture of your organization and if it would be beneficial for you to pop your head in sometimes just to make sure they see your face and you have some of that in-person connection,” Cummings said.

There are ways to stand out even when working from home. Ask great questions in virtual meetings. When a meeting is cancelled or ends early, use that time to hop on a call with a leader at your company.

“You have to be proactive and build those relationships,” Cummings said.

Take some time to consider why you truly want to work from home, too. Do you simply enjoy the freedom and flexibility or were you miserable at work?

“Make sure you’re not just trying to escape,” Cummings said. Does your job allow you to work according to your strengths, passions, and skills? If not, it may be time to dust off the resume.

Cummings’ new book, “Next Move, Best Move: Transitioning Into a Career You’ll Love,” is all about helping professionals navigate the world of work.

“It is possible to find a career and a job that you love,” Cummings said. “If you can’t find joy in the day-to-day work you have, working remotely may not solve that.”

Read the original article on Business Insider

4 of the best strategies to use when negotiating for a new job offer

young professional working from home on laptop
Negotiating a job offer is all about business, so don’t shy away from asking for what you want.

  • If you’ve been given a new job offer recently, take time to consider the overall compensation package.
  • Be ready to prove your value to an employer when negotiating for higher pay or additional benefits.
  • Understand that negotiation is a compromise, so don’t take low offers personally and stand up for what you’re worth.
  • Visit the Business section of Insider for more stories.

After a year full of swift changes to our working lives, where flexibility was demanded and anxiety was handed out in generous doses, most working professionals are looking forward to brighter days ahead. In some cases, we’re looking for a brand new job that will be more fulfilling, more lucrative, and more exciting. But just as the pandemic has shifted many aspects of how various industries function, it’s also impacted hiring and onboarding.

Now more than ever, employees need to weigh the overall compensation package they’re being offered, and make sure they have a complete understanding of how office policies may shift once COVID is behind us. For example, will you still be allowed to work remotely, work a flexible schedule, or have your home internet or gym membership paid for by the company? It may be that after having spent an extended period of time working remotely or unemployed, your priorities have shifted. And to win your dream job offer, you’ll need to exercise the fine art of negotiation.

We spoke with career experts to better understand the best approach to job offer negotiation. Consider this your 101 guide.

1. Know – and own – your value

First things first: before you can go to battle for what you want in this job negotiation, you need to have a firm understanding of your value. And most importantly, you should be confident in what you bring to the table. Teresa Sabatine, an empowerment and leadership coach, says because it’s a competitive job market right now and many talented people are on the job hunt, having confidence in your abilities is a critical component of getting the gig. In other words, you’ll need to fight imposter syndrome like your job depends on it. (Because it does.)

Sabatine recommends asking yourself these questions:

  1. What have I done to drive business results in the past?
  2. How did I make an impact?
  3. What is unique about me that helped me drive those results?
  4. How does that experience and success translate to the role I am applying for now or that is on offer?

Once you have your answers, back ’em up with stats and proof. “It’s important to have that data and rely on it because when we are in actual negotiations and interviews, we can get in our heads and forget what we bring to the table,” she said. “The people negotiating with you are hoping you know what you are talking about; they want you to be good at what you do and know your value.”

2. Get clear about post-pandemic changes

One of the trickiest parts of new job offer negotiation in the current landscape is all of the unknowns. Right now, you’ll be expected to work remotely, but what happens when offices reopen? Will you be required to come in every day? Do you want to commute again? If you’ll be working from home for the foreseeable future, does the company offer a stipend for your office setup? If not, do you need one – and should you negotiate for it?

When you have an offer, it’s essential to ask specific questions about tactical aspects of the job that are pandemic-specific, according to Christine Cruzvergara, the vice president of higher education and student success at Handshake.

“Explore whether there is a difference in compensation if you’re remote – do they have a philosophy on that, and what it might mean for your pay in the future?” she recommended. “Are there benefits or flexibility that you require in the near term, such as special equipment or unconventional hours, that you want to include in your negotiation? Not only will specific answers help you understand the terms of the negotiation, but it will also make you seem detail-oriented and clear in your communication.”

3. Know your points for compromise

You’re not going to get everything you ask for in any job negotiation, but to give yourself the best shot at walking away happy, Sabatine recommends exploring what matters the most to you, what wiggle room you’re comfortable with, and pinpointing your non-negotiables. Just keep in mind that there’s much more to consider than just your paycheck.

“Businesses may be having to tighten budgets, which means they might be offering non-compensated compensation to get great talent. Maybe they have upped the equity stake you get in the company. Maybe they are offering really flexible work hours in exchange for lower compensation, or there is an option for a robust bonus structure,” she explained.

For example, if your goal was to make $150,000 annually, but a company you love is offering you $105,000 per year to work your ideal job, Sabatine suggests asking yourself what might make up the difference. If the company would offer you a four-day workweek, would that be enough?

“Is it worth that loss in compensation because it means you get to be with your kids or you get to pursue your side hustle?” she added.

4. Don’t internalize the job offer negotiations

Repeat after Sabatine: Negotiating a job offer is all business. All too often, people – women especially – shy away from asking for what they really want out of a job because they don’t want to appear greedy, or as if they aren’t thankful for the opportunity. If that sounds like you, it’s time to shift that line of thinking and remember your worth and what you deserve.

“You are not lucky to be offered a job; you are talented and have something to offer in exchange for payment,” she said. “It’s important to understand the role, the market value compensation for that job, and the results you can get for that company.”

When an offer comes, state what you would like to make, then await the company’s next move. No low-balling yourself, no back-tracking, just confidence. You are worth every penny – and then some.

Read the original article on Business Insider

4 practices for onboarding remote workers to make sure they feel included and prepared

microsoft middle east remote work
Open communication is key for a remote team to operate smoothly.

  • Onboarding remote workers in a way that makes them included and productive is essential.
  • Ensure that everyone on the team is warm and welcoming, and schedule regular hangouts and check-ins.
  • Improve communication by having non-work discussions, and make the remote worker feel appreciated.
  • See more stories on Insider’s business page.

As a consequence of the past year-plus, more than half of workers now say they’d prefer that their employers offer a more flexible, hybrid virtual-working model that allows employees to toggle between home and the office. Even so, onboarding remote workers is a tricky affair. It’s essential to bring them on in a way that makes them feel included and sets them up for great productivity. Here’s four tips to help ease the transition.

Read more: Verizon is letting job functions determine if its 133,000 employees should work from home, in the office, or both. 3 staffers shared how their routines will change.

1. Offer a welcome from everyone, not just you

When you bring on a remote employee, you’re not just putting them under you. You’re bringing them into your larger group. If you want them to feel like they fit in, then everybody in the group has to be warm and welcoming, not just you.

As an example, just recently, I brought in a new team member from London. I had everybody shoot her an email to say hello and connect with her. We also sent her a jacket we’d created that had not just the company logo but the logo for the group she was a part of, too. This way, she was able to come into work with something all of us already had. The atmosphere was really supportive, and she felt connected almost right away because of those small gestures.

2. Set up regular meetings between you and the new employee

Staying with my London worker example, I’ve intentionally dedicated about 30 minutes a day to meeting online with her. There are two big reasons you should have these regular check-ins.

First, working remotely can get pretty lonely. Your employee isn’t interacting with others the same way they would if they were coming into the office. So, when I meet with my London hire, I have a great opportunity to break that isolation in a simple but really caring way and make sure she’s at least talking with me.

Second, you want your new hires to get to know you so you can build some trust. During the pandemic, I actually had another employee who’d been onboarded leave our business and go back to the company they’d worked at before. A big reason for that exit was that nobody had really built a relationship with them. The old saying that people don’t leave companies, they leave managers, really struck me as true. I didn’t want to repeat the same mistake, so building a connection with the London employee became a priority for me.

3. Have regular team meetings that aren’t all about work

All your workers are on your team because they bring something fantastic to your business. But they’re also human beings. If you want to understand them and build real connections, then you have to see all of who they are, not just their business side.

I have some team meetings that don’t focus exclusively on work. I get people to ask questions about each other, or I throw out questions just to help people expand their imaginations. It helps me and everyone else see how everybody thinks and operates. It also improves how comfortable we are with communicating in a more authentic way.

4. Give the remote employee responsibility right away

Any new hire is going to need a little guidance before they’re totally off and running on their own. But they still need to feel like they have an important role to play and a responsibility to get work done. This is an especially big deal for remote workers, because if they’re not going to have as many opportunities for interaction, then they need to know beyond any doubt that they’re contributing with purpose and have the trust of the team.

With my London hire, I brought her into conversations with the president of our European branch. She immediately felt connected because we dove right into business. She wasn’t just following someone around. I actually asked for her opinion, and she was able to give it to me.

No matter the role of your remote worker, be truly present with them. Instead of just running from meeting to meeting as they try to figure things out, make sure they’ve got some meaningful work to do right out of the gate. Give them easy ways to contribute, and validate those contributions early.

Remote work has hurdles, but clear strategies can get you over them

It’s still not clear just how many employees will prefer a hybrid work environment or go completely remote in the future. But the likelihood that you’ll have more people on your team who don’t regularly come into your office is only increasing. Approach onboarding your remote workers with a real strategy. If you tackle the challenges of remote environments with intentional effort, then no challenge will be insurmountable.

Read the original article on Business Insider

3 ways to decide if starting a side hustle on top of your full-time job is right for you

woman typing on laptop
Many Americans have taken on side gigs as a way to earn extra money.

  • A side gig is a great way to add extra income or explore your passion outside of a full-time job.
  • Look at your savings and current workload to determine if the gig economy is right for you.
  • Network with other creatives to get a sense of whether or not the financial rewards are worth the extra work.
  • See more stories on Insider’s business page.

Side gigs can be a lucrative way to earn extra cash or expand your horizons – but is it worth the extra stress to have a side hustle and a full-time job?

Although the last decade has seen “the gig economy” blossom and prosper like never before, the concept of the side gig has existed for ages. Anyone looking to earn more money has found that an additional job of some sort is the quickest and easiest way to gain additional financial security.

With the pandemic, millions of Americans began picking up extra “gigs” working for companies including Instacart, Amazon, Uber, and countless other businesses that filled an important niche during COVID. Women were already at the heart of the gig economy long before the pandemic, and many more found themselves starting new side jobs over this last year and a half – perhaps while also holding down full-time positions and caring for loved ones … But working a full-time job and side hustle can be incredibly time consuming, and not always doable with everyone’s schedule. Here’s how to know if doing both may be right for you.

Working “second shift”

Before COVID, many women were likely already working a “second shift” as the primary caregiver for loved ones (such as children and aging parents) and were acting as the caretaker of their home. Once the pandemic hit, millions of women added “teacher” to their list of jobs, and the lines between work life and home life became particularly blurred … Even if your partner worked from home, you most likely continued to do a majority of the domestic work. As a result, it might not be possible to put extra time and energy into a side hustle right now.

And even if you have time for a side gig, taking it on might not be the healthiest option. Over time, it can become just one more ball to juggle rather than a financial relief or a place to put your passion and energy. Finding the elusive “work-life balance” – which, by the way, is a misnomer – becomes even more of a challenge and can take a toll on your mental and physical wellness. In fact, research shows that people who work more than 55 hours a week develop depression and anxiety at a higher rate than those who work standard hours.

We all need to give ourselves a little more grace and realize that working a full-time job, a side hustle, and taking care of a household isn’t always the right choice.

Is the side gig economy right for you?

If you’re deciding whether adding a side gig to your plate is the right move, consider the following:

1. Do you have an emergency fund?

If you have an emergency fund that can cover at least three to six months of non-discretionary expenses, that’s great! And it might mean that you don’t need to take on a side gig for the sole purpose of gaining extra income.

If you don’t currently have an emergency fund – or if it’s not enough to cover the essentials for a few months – then a side gig could be beneficial. Regardless, consider putting your emergency fund in an online account that generally pays higher interest.

2. How much do you have saved for retirement?

Ideally, you should save at least 15% of your net income for retirement. If you have access to a 401(k) through your full-time job and your employer offers a match, try to contribute enough to reach your match – and don’t forget that whatever your employer is contributing counts toward your savings target!

If you don’t have a retirement plan or can’t save 15% right now, that’s okay, too. We’re all at different places with our careers and savings goals. A side job that helps you bring in extra money can help boost your savings.

3. Can you devote energy to a side gig?

Extra money is certainly nice to have, but that is only one piece to consider. A side gig takes a lot of energy, resources, and time. Make sure it’s something you’re passionate about because there will be setbacks and days when you don’t feel like you’re making progress. Research and network with people who have similar side jobs to determine what it will take to add the job to your current load. If it seems like the side gig will add too much stress or unhappiness to your life – and take away from what you’re already doing – it might not be right for you.

Ultimately, it’s important to determine whether the financial rewards of a full-time job and side hustle outweigh the potential downsides. Burnout is real and very prevalent right now as people take on too many responsibilities. It’s important to make sure you have the time and energy not just for work and home life, but for yourself as well. If your side gig becomes successful enough, however, it might just be your ticket to pursuing your passion full time.

Read the original article on Business Insider

Some employees are quitting their jobs over return-to-office policies. A strategic-thinking expert explains how leaders can maintain a flexible approach to keep workers on board.

young workers in office
Some employees are quitting their jobs over inflexible return-to-work arrangements.

  • Some employees are becoming increasingly frustrated with their company’s return-to-work plans.
  • In some cases, they have even quit their jobs over inflexible work policies.
  • As offices reopen, an expert shared the best strategies leaders should use to keep staff on board.
  • See more stories on Insider’s business page.

As the world starts to reopen, return-to-office plans are slowly coming into effect.

Companies, such as Apple, have announced a plan that expects employees to come back to the office three days a week from September. Other companies have not yet posted what their back-to-office plans are.

But for many, a return to office life isn’t a simple transition after so long. In fact, 55% of employees said they would prefer to remain remote at least three days a week, according to a January 2021 study from PWC that surveyed 1,200 office workers throughout November and December 2020.

Most recently, Apple employees revolted against CEO Tim Cook over the company’s new work policy in a letter signaling their frustration toward a three-day office schedule. The letter also addressed a growing concern that the new policy has already forced some of the staff to quit over its inflexibility.

So, how can leaders build flexible work environments and implement return-to-work strategies that retain workers and avoid employee resignations?

Rose Gailey, a return-to-work and organizational culture expert, and partner at Heidrick & Struggles, a management consulting firm focused on leadership and shaping corporate culture, discussed the subject with Insider and shared strategies leaders should adopt to retain their workers in their return-to-office plans.

An empathetic approach

“Employees will not leave a company solely because of the tangibles like pay or return to work – those may be factors, but they are likely to leave if they don’t feel valued, understood, and supported,” Gailey said in reference to a seemingly growing divide between employees and their leaders in some companies.

The leaders that handle this pivotal moment most successfully will be C-suite leaders that lean into their humanity and empathy, she said. “One clear lesson from the pandemic: new models have emerged and companies need to embrace greater levels of flexibility.”

One of the biggest mistakes leaders are susceptible to in their post-pandemic work plans is believing we can return to old models, Gailey said. “Companies should guard against assuming that an arbitrary return date will mean 100% normalcy.”

To address growing concerns around mass resignations as a result of companies’ return-to-office plans, Gailey expanded on the strategies she thinks company leaders should adopt to prevent employee walkouts.

Plan your approach

“Leaders need to approach returning to the office with the same level of planning and importance as the acquisition of a new company or the launch of a new product – clearly focused on executing a strategy through a foundation of a thriving culture,” she said.

Communicate with employees

Communication between employees and company leaders is critical, according to Gailey.

“Recent data suggests up to 47% of workers say their firm has not communicated with them about the return to office plans.” Companies, therefore, must rely on “sensitive, two-way communication, gather feedback [and] reflect it to employees.”

The mantra should then become “iterate, test and learn,” as companies continue ongoing dialogue with employees, she added.

‘Draft a vision for how to live your values’

For Gailey, any return-to-office roadmaps must be future-focused, rooted in culture and performance. “It can’t be about just getting people back into the office.”

She continued: “Draft a vision for how to live your values and challenge leaders to model inclusive behaviors by announcing policies and work structures with both clarity and agility,”

Building a flexible company culture

Authenticity and agility are key to building a company culture that enables flexible-working environments and fosters employee productivity and wellbeing, according to Gailey.

“Leaders have to embrace authenticity, double down on agility, and truly commit to the hard work of building a great culture.”

The past 15 months have accelerated long overdue changes for the American worker, Gailey said, “and have highlighted the idea that culture is not about the place you work – it’s about the spirit of an organization.”

Read the original article on Business Insider