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Embracing a Remote Workforce - Our Practices for Global Productivity and Communication

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Today, 37% of Americans work from home part-time. And the trend is spreading throughout organizations across the globe. From day one, Auth0 – a fast-growing identity platform – has welcomed geographical diversity. After-all, co-founders Eugenio Pace and Matías Woloski created the company while on two different continents. They believe in hiring the best person for a role, regardless of where they reside, and now have 200 employees spread across 25 countries. While there are many benefits to a work-from-home lifestyle, there are also a unique set of challenges, including the need to have buy-in from the entire company for a remote culture to work.

In this session, Eugenio will discuss best practices for creating and supporting a remote workforce like how to effectively manage distributed projects and run global meetings. You will leave with specific, practical steps to communicate deliberately, create processes, and utilize tools to work productively from anywhere.

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Embracing a Remote Workforce - Our Practices for Global Productivity and Communication

  1. 1. Practices for Global Productivity and Communication Embracing a Remote Workforce
  2. 2. platform 2013
  3. 3. Auth0 Global by the Numbers 285K Sent by Auth0 in July of 2017. Slack messages/month 30 200 employees 30 countries 6 continents Countries 65% percent of Auth0 are full time remote. Remote Workforce 65 % 1 per Year 2017 was in Cancun, MX Annual Offsite 1
  4. 4. Rethink Identity. Think Auth0. Auth0 simplifies the most complex identity challenges with a powerful, secure, extensible, and easy to integrate platform that’s powered billions of logins
  5. 5. Remote Workforce by the Numbers $78M 680M43% Global Remote Workforce Gallons of Gas per Year Saved Saved with Remote Workers 2017 GOING GREENAETNA Source: https://remote.co/10-stats-about-remote-work/
  6. 6. WHY GO REMOTE? #1 Talent - hire the best person regardless of geography. #2 Competition - avoid competitive hiring metro areas. #3 Diversity - supports diversity in culture, language, etc. #4 Culture - creates a culture of respect and trust.
  7. 7. Cultural Pillars HIRE THE BEST. REGARDLESS OF GEOGRAPHY. GIVE FEEDBACK. WE ALL MAKE EACH OTHER BETTER. NO JERKS. TALENTED, BRILLIANT JERKS DO NOT BELONG HERE. USE DATA. MAKE DECISIONS ON DATA, NOT OPINIONS. RESULTS MATTER. WE VALUE RESULTS OVER HARD WORK. CUSTOMER VALUE. ALWAYS COMES FIRST.
  8. 8. CHALLENGES YOU WILL FACE HIRING COMMUNICATION & COLLABORATION CULTURE & LEADERSHIP
  9. 9. HIRING. ENGAGEMENT LOGISTICS Hire as contractor or as employee? As self-employed or company? Open an office? How to pay? Do we ship hardware or buy local? Use a Private Employer Organization (PEO) as you grow into new countries.
  10. 10. HIRING. COMPENSATION What should we pay in each location? What currency should we commit to? Do your research, no shortcuts (currency exchange, inflation rates).
  11. 11. HIRING. FINDING CANDIDATES How do I find and attract the best talent worldwide? WW job boards (“we hire remote” note, “remote-first” culture)
  12. 12. COMMUNICATION & COLLABORATION. TIMEZONES With a distributed team it’s hard to find a time that works for all. Embrace It - not all problems solved with meetings => asynchronous communication to share information.
  13. 13. COMMUNICATION & COLLABORATION. COMMUNICATION CHANNELS Certain types of collaboration are more effective through different types of communication channels (debate over email). Flexibility and Pragmatism: There is no “silver bullet” tool.
  14. 14. COMMUNICATION & COLLABORATION. KNOWLEDGE SHARING How to avoid silos of one and prevent the same problem from being solved more than once within a team? Experimentation! Promote sharing information between team members. INTERNAL SITE
  15. 15. CULTURE & LEADERSHIP DEVELOPMENT. CONNECT How to ensure everyone feels connected and part of the greater team, especially those who work remotely? Interactive tools, annual offsites and weekly 1:1s are ways to keep connections alive & healthy.
  16. 16. CULTURE & LEADERSHIP TRAINING. DEFINE How to ensure clarity of what the Company Values ‘look like’ and how they impact and influence Culture? Lead by example 24/7. Leaders drive Values. Values drive Behavior. Behavior drives Culture. Culture drives Performance.
  17. 17. CULTURE & LEADERSHIP TRAINING. ALIGN How to build a common foundation for all Leaders as they join with varying levels of experience? A high performing culture starts at the top. All leaders play a key role in shaping and sustaining the culture.
  18. 18. Key Takeaways - PEO as you grow into new countries. - Compensation research. - WW job boards. - Embrace different TZs. - Flexibility and Pragmatism: one tool does not fit all. - Experiment! - Include all team members input. - Provide examples of non- acceptable behaviors. - Monthly manager training sessions. HIRING COMMUNICATION & COLLABORATION CULTURE & LEADERSHIP TRAINING
  19. 19. Questions? www.auth0.com

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