Remote | many roles | remote (anywhere) | remote.com/careers
We're making it possible for anyone to hire anywhere, which is incredibly complex! Our company handbook is public, which will tell you more than anything else I can share here: remote.com/handbook
Please apply through the careers page. Feel free to ask me questions on twitter @jobvo
The employee would be employed by the EoR on paper. Hence employer _of record_. But otherwise acts as a normal employee of the actual employer.
> And how is the situation when the employees come in from time to time (commuting across borders) but work the majority of their time in another country?
This is a gross simplification, but:
You must comply with where you spend the majority of your time. Spending a few days/weeks outside of your homebase is normal (see: all business travel) and doesn't make you immediately liable.
That said, this gets really complex and murky when you think about e.g. nomads or people that really split their time between countries.
There are cases and/or ways where you can e.g. hire someone under a local contract without owning a local entity, but that doesn't scale much beyond that, and you'd still need to run local payroll somehow, and be locally compliant.
The one big thing the EU solves is mobility: any EU citizen can work freely from anywhere else in the EU. That's a massive hurdle to cross otherwise.
Beyond that, even between EU countries there are absolutely massive differences in labor laws, standards, etc.
If you hire someone in another country, you (employer) must fully comply with local labor laws, tax requirements, run payroll and pay any local dues in local currency.
This is only solved by either setting up a local office and hire local experts yourself, or working with an employer of record.
Source: I'm the CEO of Remote.com and we do this for other companies across the world, and run all our own entities and compliance.
Can you email me with the needs? I'm sure we can work something out. I don't think the tax accountant is able to be a local liable employer, like we are.
I've been using this one [0], which lays under your mattress and is surprisingly accurate (have many night time wakings due to young kid). It tracks movement, even heart rate and snoring.
You don't have to charge it, nor wear anything, which is why I got it vs. any of the wearables.
Fair question, and I think yes! If you mainly do your meetings remotely (which I do), you want your interactions to be as high-bandwidth as possible.
There is value, and data, in real world interactions that is lost quickly in video calls. The lower latency, the higher the resolution and quality of the audio, the more you approximate a 'real' meeting.
This is way beyond baseline requirements for e.g. remote work, but it's _nice_, just as a slightly bigger screen is _nice_.
We're working on something at Remote. While working at GitLab, I saw the issues they were having, so we're building an alternative to CXC and Safeguard.
Launching a little launch page later today, but feel free to email me if you're in need of some help: job at remote dot com.
I visited CERN once in my role at GitLab. The scale of CERN and the level of people there is really impressive.
Many teams had implemented very complicated pipelines doing all sorts of things. Including using GitLab to design, validate and eventually produce hardware that was used in ATLAS.
When you're working remotely, you have to actively, consciously make an effort to bond, connect with your colleagues. Think regular hangouts where you just have casual chats, casual 1:1 conversations and -if possible- semi-regular meetups in real life where the point is not to work.
That'll feel very unnatural at first, but over time just become part of working remotely.