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.
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.
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.
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 alot 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:
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.
The number of economies entering the post-industrial phase is increasing. Manufacturing jobs are being replaced by knowledge work and with this shift, physical presence and productivity have begun to decouple from each other for the first time. As knowledge work has evolved, particularly in combination with advancements in technology, we have reached a point now where many knowledge worker jobs are able to be completely location-independent, resulting in the rapid progression of remote working.
Knowledge work, however, is heuristic by nature compared to manufacturing. This means that outputs vary more with the natural rhythm of the person and the environment they are in compared to the algorithmic output of manufacturing.