We Are Distributed

My dudes, we can't have it both ways. Are we leaning into hustle culture or work/life balance? Do you want me to expand my skills or just focus on the next quarter's worth of work? My side projects ENHANCE my abilities in my regular job - not the other way around.

So first you try negotiate my salary DOWN. And now you don't want me to pursue any extra employment on the side. But you won't consider paying off my debt in full as a benefit package extra? 🙃🙈 I'm going to need to speak to HR pls, tysm.

'Side projects are strongly advised against due to a concern that it will disrupt the regular routine of employment and result in the employee becoming distracted from their work.' Yeahhh about that, there's something already having that effect in my life...

Some companies say I'm not allowed ANY outside pursuit that results in an income. Jeez - I can't even sell my silly little candles in peace? Thanks a lot, corporate greed.

Heard of moonlighting policies? Companies are asking that staff don't pursue any side projects whilst in their employment due to a worry that they won't devote adequate attention to the role. Joke's on them, I only need a good series on Netflix to mess up my sleep routine...

They claim early on that they are 'employee centric'. They're not like other companies. 😏 Don't fall victim to 'corporate virtue signalling'. They say everything you want to hear but it just isn't true. They're just like any other company; they always were.

We feel impassioned to start a movement of honesty, authenticity and integrity. Here, at We Are Distributed, we're working on a workplace grader - where you'll be able to see companies ranked based on our very specific set of criteria that have the global employee in mind.

We have a lot to say about workplace ghosting, we're not a fan. But we don't believe that failing to follow up with a candidate after multiple interview rounds is ghosting - it's straight up sociopathy. Weeks with no response. We guess it was a no? 😬

We get so frustrated when we hear stories from those of you who enter companies that claim to hire globally that go ahead and fudge the process. It is a privilege to hire from anywhere in the world. And not everyone can do it well. You are hiring people. Not machines.

Often, when a clique forms, it's made up of a homogenous group. They are often in a similar position in the workplace hierarchy, they often reside within the same time zones, they average the same salary. Before you know it, they just created a new 'old boy's club'.

When applying for roles, wanting feedback and prompt responses can quickly go from 'polite requests' to being a nuisance. Knowing where the line is, is crucial. I think of it like this: would I act like this in person? If the answer is no, I likely won't fire off that email.

We compensate staff adequately and fairly for the value they have provided our company no matter where they live. We're calling for all companies to adequately compensate their staff for the work and value they provide, location aside. Shout-outs don't pay the bills.

One of the more frustrating aspects of working in tech can be seeing The Old Boy's Club in action time after time. We support talent being hired because they are a great fit for the role and no other reason.

'It is possible to commit no mistakes and still lose. That is not a weakness. That is life.' Yeah, I just quoted Star Trek - what of it? Anyway, when all that rejection is too much - you need an outlet! A great place to start is our community ---> frond.com/wearedistribut…

It is so devastating as a hiring manager to receive an incredible application and have a wonderful initial chat with a candidate only to be given a really rushed, low effort assessment. Zero points.

'After an interview, send a thank you to the person you met with - it'll leave a lasting positive impression on them and shows them you care.' Well, yes and no. Again, I ask myself, would I do this if I were there in person? Keep your cool, guys.

Unfortunately for hiring managers, it's clear that candidates are turning to AI to fill out their applications. As with any tool, our advice is to use it to enhance the skills and abilities you already have. When you start using it in place of your brain, we've got a problem.

When hiring, let's drop our expectations, our judgements, and allow a candidate's work to speak for itself. Sometimes the best hires don't come in the neat, ex-google box we expect them to. Sometimes it's just a person, that's really good at their job. Period.

I'd like to believe that a lack of true diversity in a company isn't down to malicious intent - but I can believe it's often due to a lack of effort. It is what it is 🤷🏽‍♀️ But it's not good enough. We want true progress. Meaningful diversity. Inclusion for everyone.

I'm sure we're all aware of 'the hidden job market' by now. Just a quick Google of the term will tell you that this is a well established and perfectly normalised phenomenon amongst many industries. It's also an ideal scapegoat to perpetuate nepotism in broad daylight.