RemoteHQ welcomed Clay Kellogg to the Future of Work show to discuss opening the talent pool. Clay is the CEO of Terminal, a platform helping build elite remote engineering teams. Clay recognizes that talent is distributed equally, but highlights that opportunity is not. Terminal helps growing companies access global talent by making it easy to recruit and scale remote teams.
To dive right in, click below to watch the full interview on YouTube.
A product manager turned revenue leader, Clay joined the Terminal team as CEO upon their Series A financing. Believing that physical proximity is no longer vital, Clay urges that remote is no longer temporary. With this mindset ingrained, he has the following advice for teams transitioning and/or adjusting to the remote lifestyle. At Terminal, they call this “remote readiness.”
What remote trends are occurring with COVID-19?
Prior to the national pandemic, Clay stated that teams were either headquartered centric with one to two satellite locations or fully distributed from day one. COVID-19 accelerated the growth in remote teams as companies are now leapfrogging the satellite offices. No longer is the fear of the unknown and losing control holding companies back. They are going directly where the talent is with a pro-employee mentality.
How does Terminal gauge the readiness for a team to go remote?
The main three things Terminal looks for are: 1) Does the company have career paths for their remote employees? 2) Are processes and tooling developed and in place to set remote employees up for success? 3) Has the company created an attractive brand for remote employees? All can be achieved by bringing their office culture remote by merging the two groups of employees into one. There should be no difference in experience for an employee who comes into the headquarters to work versus one who works from their home.
What are the benefits of leveraging global talent?
By opening the talent pool, teams are inherently expanding their inclusion/diversity efforts. It gets outside the bubble of talent who happens to or is able to live nearby the headquarters. With inevitable team diversity when scaling globally, the benefits to the company’s culture and workflow are immense!
What do you see in the future of work?
Remote work is not temporary. Clay states that the shift to flexible work with global teams is just the beginning. He advises teams to begin career planning for their remote employees, prioritizing the team members’ output rather than hours inputted, and dictating a new culture that looks at in-office and remote employees as one.
Those are just a few pieces of advice that Clay had to share. To hear more, watch the full YouTube video here and make sure to follow him on Twitter @claykellogg.
Thanks for tuning in,
Mia & the RemoteHQ team