When you think of remote workers, what springs to mind? Freedom, flexibility, perhaps a dose of wanderlust? It’s not just the allure of working in pajamas or the avoidance of rush hour commutes that make remote work captivating. It’s the inherent traits—sometimes silent but always potent—that set remote workers apart.
Harris Kenny, founder of Intro, a remote-first company, has spent a considerable amount of time pondering the intricacies of remote work, especially the qualities of those who opt for it. What he’s uncovered might surprise you—or it might resonate deeply with your own observations. Are remote job seekers fundamentally different?
Kenny has observed that one of the most striking traits among remote job seekers is their inherent independence. When you’re miles (or even continents) away from your peers and superiors, there’s no one peering over your shoulder, reminding you of looming deadlines or correcting minor errors in real-time. The autonomy of remote work demands an innate sense of responsibility and the ability to work unsupervised. This isn’t just about finishing tasks—it’s about navigating the seas of remote work, sometimes stormy and unpredictable, without a captain always at the helm.
Another trait is the willingness of remote workers to be explicit. Unlike in an office setting where facial expressions, gestures, or casual water cooler talks can offer clarity, the digital realm often requires an added layer of communication. Kenny points out that in remote environments, especially text-dominated ones, there’s a need to be painstakingly clear. Misunderstandings aren’t just inconvenient—they can derail projects. The skill of ensuring clarity, of explaining and re-explaining when necessary, becomes invaluable.
Then, there’s the patience that Kenny hints at. Remote work is a different ballgame. Connectivity issues, time zone differences, and the occasional misinterpretation of a written instruction—all these demand a special kind of patience. It’s not just about waiting; it’s about understanding the nature of the beast that is remote work and adapting one’s expectations accordingly.
Another element is the platforms from which companies source remote talent. For Kenny, platforms like Upwork have been instrumental. But it’s not just about the platform; it’s about what choosing such a platform signifies about the job seeker. Being on a platform geared towards remote work or independent projects says a lot about a person’s preparedness and comfort with such a mode of work. It indicates a pre-existing alignment with the remote work mindset.
But amidst all these traits, a crucial question remains: Can someone who’s never worked remotely adapt and adopt these traits? Kenny believes so. He argues that you don’t necessarily need a remote job to land one. Instead, the experiences that instill independence, even outside of a formal job setting, can be foundational. Perhaps you’ve taken on a community project, been part of a global online community, or simply demonstrated initiative in other realms of your life. All these experiences, Kenny suggests, carve out the kind of candidate ready for the challenges and opportunities of remote work.
However, a word of caution: not everyone is suited for this landscape. Kenny’s company had someone on board who craved follow-ups on tasks, a level of hand-holding that remote work can rarely offer. The narrative isn’t about good or bad, but fit. Understanding one’s work style and needs is critical before diving into the vast ocean of remote work.
In reflecting on Kenny’s insights, here’s an actionable takeaway: If you’re considering remote work or hiring for a remote position, look beyond the resume. Ask yourself or your potential hire: Are you truly prepared for the unique demands and freedoms of remote work? Here are more insights on this from Filip Vrnoga, Head of People at Oliv AI.