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Before the pandemic, I was convinced that I needed the IRL social aspect of work to be happy. The last couple of years has been an opportunity to reshape this view and pursue my best work life that's async remote.

Knowing what energizes you and helps you get into different zones is a powerful insight to have about yourself. It also empowers you to self-design a workday that is unique and productive to you.

We've created a new way to bring everyone together that aligns with us being async-first, is an effective and meaningful use of our time, and is true to our core values as a company.

This year, we are stepping up our focus on building a best work life culture... which includes giving everyone a week to completely switch off.

If there is one piece of advice I can give for when to hire it is this: Do the job first, and do it until you know someone else could be doing it better.

One of the biggest pitfalls I see with remote work is not committing to it in culture and leadership processes. Effective remote work is built on trust and boundaries.

Asynchronous communication is the default for all team members and all messages at ΢�ĸ���. It's how we're able to manage our time effectively, to do our best work.

Here's how I approached building trust for a team of 10+ engineers working fully remote across eight time zones.

When you're working fully remote and async, keeping the trust battery charged is as critical as it is challenging.

By the eighth week of onboarding, we see team members settled and confident enough to ask questions, make suggestions, and show their personality on Slack—a people ops dream!