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5 skills to master for landing your dream remote job

Do you yearn for an intellectually stimulating job without the over-stimulation of life in Silicon Valley, London, or Tokyo?

Have you had a taste of working from home and are ready to trade in your suit and office commute for pajamas and Zoom meetings?


Continue reading “5 skills to master for landing your dream remote job”

Spoiler alert! Not every remote structure is the same

So you’re on your way towards working remotely. But you realize that every company offers a different structure: remote, distributed or hybrid.

So Which One to Choose? 🙄

First off, well done! We’re always very excited to see new employees embracing remote work.

Now back to the question.

Making the switch to remote is often the most difficult step (and that in itself is a very big accomplishment).

But what follows is just as important, and that is deciding on which remote structure works best for you.

In this blog, we’ll explore the various types of structures and their respective idiosyncrasies, while also giving real-life scenarios and how they play out depending on the chosen structure.

We don’t want to make the decision for you – simply present you with the options.

Before we dive in, let us get comfortable with some essential terminology. This won’t take long, we promise.

Distributed, Remote and Hybrid.

Those are the three most common terms used when talking about working outside the traditional confines of an office.

Key similarities shared between all 3 are:

  • It involves employees working from different locations (and in some cases across multiple time zones).
  • All three also rely heavily on online tools in order to work and communicate with one another.

Let’s Look at Some Differences (this is the interesting part 😉)

  • Distributed operations by nature do not have an office, whereas remote and hybrid usually do – but even then the ratio of remote employees vs in-office may vary.

We have actually talked about the key distinctions between these terms before in our blog, ‘It’s time to get comfortable with the Remote Lingo’.

There we concluded that the main difference between all three lies in the presence of a Central Office.

Picking the right structure for you

Now that we’re up to speed with the terms, let’s start picking the right remote structure for you😎.

Choosing the right structure depends almost entirely on personal preference, but make sure to also consider the type of business that the company is currently running.

For example, if the company you’re looking at has customers that are spread around the world.

This would mean that you might be part of a customer success team which is also spread across the globe, in order to attend to customer needs no matter the time zone.

In this case, you would be choosing to work in a fully distributed team, since it offers a degree of flexibility higher that of remote or hybrid.

However, you and your team doesn’t need to be spread around the world if you want to be distributed. It works just fine if your company wants to keep its operations more localized, maybe within the same or a couple of time zones.

Additionally, and this is more of a suggestion:

If you’re not too keen on being too far away maybe consider working in a distributed team that works in only a couple of time zones.

Now, what if you genuinely enjoy working in the office, instead of working fully remote?

Well, then you’re looking at a Hybrid Team. A static hybrid team to be more exact, where people who enjoy staying in-house always stay in-house and those who like to be remote are always remote.

Before deciding on any structure, it’s crucial that you ask yourself:

“What works best for me?”

It might be helpful to make a list of pros and cons for each structure and always reference it to your personal needs and wants. That way you’ll be able to reach a much more in-depth and structured decision.

As always, BE TRUE TO YOURSELF!

  • Take the time to seriously consider your options.
  • If you love the idea of working remotely and want to stay remote, then you should prioritize a company that caters to that.

Similarly, if being in the office is your thing, then choose a company that provides a hybrid structure.

This one is for the company! But you might want to take a peek 😉

As a remote company, you need to ensure that:

  • Those who work in the office still operate in a way that they think of themselves as remote.

This is to avoid certain pitfalls, like office-cliques which can be highly detrimental to the business.

Building further on the scenario above, where there’s a mixture of remote and office workers. As a leader, you need to be aware of things that remote workers miss out on, such as physical meetings and decision-making processes.

Things such as career development and visibility are often overlooked or mismanaged when it comes to remote workers.

Also more trivial things such as body language and interpersonal connections, which are easier to spot in a physical office.

Just before you go, have you heard of Oyster Bridges?

No? Well you’re in for a treat 😊

As you know, at Oyster we pride ourselves in being able to bridge the gap between talented people and growing companies around the world.

We are committed to our vision of creating a world in which every talented person can have a fulfilling career – no matter where in the world they live.

With that in mind, welcome to Oyster Bridges – OUR BIGGEST EVENT THIS YEAR!

Oyster Bridges is set to change the remote working status quo by giving high-quality talent from under-represented countries and communities access to top tier career opportunities, and we could not be more excited.

If you’re a professional and interested in exploring new job opportunities make sure to sign up here ➡️ www.oysterhr.com/bridges

Make sure to follow us on our LinkedIn and Twitter page, we’re constantly posting stuff and we wouldn’t want you to miss it!

Introducing Quote Calculator

We are excited to share the Oyster quote calculator, a simple and transparent way for companies to understand the cost of employment globally. 

The quote calculator provides the total cost of employment for a given gross salary. We are currently providing real time quotes in 60+ countries. We plan to expand the coverage to 100+ countries this year. 

When you enter a gross salary and country for your hire, we use this to calculate the employer taxes & contributions, local employment costs and the Oyster fee. This gives you the total cost of employment.

Continue reading “Introducing Quote Calculator”

It’s time to get comfortable with the Remote Lingo – a look into remote and distributed work

Welcome to the remote club (or if you’re still in the process, hang in there). Being part of this growing community, means you’re pretty comfortable with the everyday remote lingo. Right?

Do you know, let’s say, the key differences between ‘remote” and ‘distributed‘?

…not that easy? Don’t worry you’re not alone 👍

In this blog, we will help explain the key differences between both terms, and share with you which one Oyster chose and why.

Some background

Remote work has become a hot topic ever since the world was thrown into working from home earlier this year. As people continue to discuss potential impacts this change might have on the workplace, many terms are being thrown around. Words such as “remote” and “distributed” are constantly being used. People use them without much thought. But at Oyster, we say it’s worth taking a minute to look at the key differences between these terms. As you will see, adopting one over the other can have a significant impact on a company’s operations and culture.

Continue reading “It’s time to get comfortable with the Remote Lingo – a look into remote and distributed work”

3 key reasons why your remote work strategy failed (and what to do about it)

Photo by Iris Wang on Unsplash

It’s hard to deny the role COVID-19 has played as the main catalyst for remote work worldwide.

A global survey conducted by Gartner, Inc. found that 88% of business organizations around the world mandated or encouraged all their employees to work from home as the virus started to spread

Another study shows, 74% of companies plan to permanently shift to some type of remote work post COVID19, as seen with Facebook, Twitter, and Coinbase.

Yet, the desire for remote work is split down the middle, with 41% of people surveyed in a Gallup panel poll wanting to “return to working at your office as much as you did previously.”

Now as offices begin to re-open, it begs the question how successful was your remote work strategy in the first place?

Continue reading “3 key reasons why your remote work strategy failed (and what to do about it)”

The (Remote) Future of Talent Acquisition

More Remote Working Means More Remote Hiring

It’s clear that remote working is working well for companies of all types and sizes. And they’re not just ditching their offices, they’re thinking differently about talent. With good reason. The behavioral shift from the pandemic has also enlarged the remote talent pool. LinkedIn reported a 2.8X increase in the volume of new remote jobs being added to their platform, between March and July. Behind that dramatic increase in newly-created remote jobs there are probably a lot of recruiters and talent acquisition specialists who’ve never hired somebody remotely before. So it’s a great time for recruiters to broaden their talent horizons and knowledge when it comes to remote talent acquisition.

With them in mind, we put together our first “Oyster Hour” webinar series, titled “The (Remote) Future of Talent Acquisition”. It’s all about how to attract and hire great remote talent into your organization. This live conversation series features some of the smartest and most experienced folks in matters of remote work and remote talent. We broke down the conversation into three areas:

Continue reading “The (Remote) Future of Talent Acquisition”

Remote Brains don’t have to Drain

The wide adoption of remote working means talented individuals don't have to leave their home countries to have a great career in their chosen field.

Rethinking Human Capital Flight in a post-Coronavirus World

In the wake of Coronavirus, we are equipped with a new perspective and have a fresh opportunity to tackle the global problem of brain drain.

By whatever name, ‘brain drain’ has existed from the beginning of civilization. Talented individuals have always relocated from the towns and villages where they happened to be born, to the bigger towns and cities where opportunity was thought to exist.

There, in a nutshell, is the genesis story of every big city in the world.

Continue reading “Remote Brains don’t have to Drain”