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From YouTube: SXSW Sessions Online - Darren Murph & Savannah Peterson
Description
In early March, you heard from Sid Sijbrandij and Savannah Peterson as they discussed how remote organizations are building the infrastructure for long term opportunities. Since then, the world has gone wholly virtual in response to the COVID-19 pandemic. With remote transitions saving companies millions on real estate and office expenses, it’s unlikely we’ll return to tradition.
Which decisions have helped teams, and which changes have thrown communications into disarray? What mindset shifts are required from leadership? And what does the future look like when we have the option to return to the office or remain remote? Join GitLab's Head of Remote, Darren Murph, as he sits down with Savannah Peterson to discuss the next phase of work, and how society will benefit from widespread flexibility.
About SXSW:
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A
Everyone,
my
name,
is
Casey
Slater
and
I.
Am
a
senior
conference
programmer
here
at
South
by
Southwest,
welcome
to
another
virtual
session
with
special
guest
Savannah
Peterson,
a
savvy
millennial
and
Daren
Merv
head
of
remote
at
gate
lab
in
today's
session?
Savannah
and
Daren
will
discuss
the
future
of
the
workplace
and
how
society
will
benefit
from
widespread
flexibility.
A
Now,
before
we
get
into
this
conversation,
just
one
thing,
there
will
be
a
live
Q&A
in
the
later
half
of
this
session.
If
you
have
questions
at
any
time
for
Savannah
or
Darren,
please
include
them
in
the
slider
platform
on
your
screen.
Once
the
question
has
been
approved,
it
will
be
uploaded
for
all
participants
to
vote
on.
The
questions
with
the
most
votes
will
be
given
priority
during
the
live
Q&A.
Now
with
no
further
ado.
Here
is
Savannah
Peterson
in
Denver
good.
B
B
Now
before
I,
introduce
you
to
Darin
I
want
to
give
you
just
a
tiny
bit
of
background,
because
he's
uniquely
poised
to
help
us
navigate
this
new
this
next,
this,
whatever
the
normal,
looks
like
in
the
future,
so
darren
has
been
ahead
of
the
hype
curve
for
over
a
decade,
the
man
is
a
Guinness
world
record
holding
blogger.
He
used
to
work
for
an
Gadget
when
I
met
him.
He
was
working
at
Dolby.
B
He's
also
worked
at
the
points
guy,
so
he
knows
everything
there
is
to
know
about
travel,
about
working
from
unique
locations
and
he's
currently
at
gitlab.
Now,
for
those
of
you
that
haven't
read
the
news
or
the
hype
about
gitlab,
they
have
over
1200
employees
and
they
are
all
remote
and
last
I
checked.
Their
valuation
is
over
three
billion
dollars.
So
there
are
one
of
the
first.
If
not
the
first,
all
remote
unicorns
and
this
head,
this
was
a
choice
that
the
company
had
made
before
Cova.
Before
all
of
this
craziness.
B
It
was
a
discussion
we
were
planning
to
have
at
South
by
Southwest
in
Austin
two
months
ago.
We
actually
did
a
panel
two
months
ago
as
well
too,
the
onset
of
this
to
help
prepare
us,
but
today
we
need
to
really
talk
about.
What's
worked,
what
hasn't
we're
already
working
from
home,
but
but
what
does
it
all
mean?
Is
this
what
remote
work
is
normally
like,
and
and
what
can
we
expect
from
the
future?
B
So
when
I
mentioned
that
Darren's
been
ahead
of
a
curve,
he
actually
wrote
a
book
about
remote
work
five
years
ago
living
the
remote
dream.
Can
you
believe
that
five
years
ago,
that's
how
I
had
he
was
and
conveniently
he's
been,
creating
all
of
the
content
and
a
lot
of
the
library
forget
lab
in
terms
of
their
resources?
B
If
you
haven't
checked
those
out
make
a
note
right
now
to
go
check
them
out
after
this
presentation,
get
lab
has
done
some
of
the
best
documentation
for
remote
work
that
I've
ever
seen
and
without
further
ado
I
would
love
to
introduce
you
to
the
author
of
that
content.
Ladies
and
gentlemen,
please
welcome
Darren
Murph
Darren.
Thank
you
for
joining
us.
B
Okay,
we've
lost
Darrin
temporarily
and
I'm
gonna
go
ahead
and
keep
chatting
for
a
moment.
Like
I
said
my
name
is
Savannah
Peterson
you're,
welcome
to
stalk
me
at
Savannah,
Peterson,
calm
or
savvy
millennial,
and,
to
give
you
a
little
bit
of
a
recap
on
how
I
think
Darrin
is
going
to
frame
this
day,
for
us
is
initially,
everyone
ran
home
and
we
didn't
know
how
long
it
was
going
to
be
for
we
didn't
know
what
the
future
was.
Gonna
look
like
we
didn't
know
if
we
were
gonna
ever
go
back
to
work.
B
He's
been
educating
the
public,
get
labs,
basically
keeping
us
together
for
free
with
all
of
their
resources.
So,
while
we're
dating
while
were
dating
while
we're
waiting
for
Darrin
to
rejoin
us,
if
necessary
by
all
means
pop
over
to
get
lab
comm
and
make
sure
that
you
download
they're
all
remote
resources,
they
are
absolutely
fantastic,
something
that
I
would
love
to
get
rolling
while
we're
waiting
for
Darrin
is.
This
is
a
live
Q&A,
so
feel
free
to
start.
B
Dropping
questions
into
slide,
Oh,
we'll
make
sure
that
we
address
everything
that
we
can
throughout
the
course
of
this
panel
and
I.
Think
that
you
know
it's
gonna
be
really
interesting,
fun
fact,
I,
don't
know.
If
you
all
know
this,
only
5%
of
work
was
done,
remote,
pre
Kovan.
Now
my
company
is
much
smaller
than
get
lab.
B
We
had
97
percent
of
the
population
in
some
sort
of
shelter
in
place
and
we
had
a
you
know
and
probably
more
people
working
from
home
forever
I
just
heard
from
Darren.
It
looks
like
he's
gonna
be
back
in
here
in
about
three
minutes,
so
please,
just
roll
with
me
down
this
stat
train,
another
fun
fact
actually
and
I'm
happy
to
post
all
the
sources
for
these
it's
a
little
clunky
with
zoom,
but
another
fun
fact
that
I
recently
learned
about
remote
work
is
that
per
every
part-time
employee.
B
Even
one
half
time
employee,
you,
companies
save
eleven
thousand
dollars
a
year,
so
that
can
essentially
be
twenty
two
thousand
dollars
a
year.
This
is
not
a.
This
is
not
even
including
the
real
estate
side
of
things
depending
on
the
city
that
you're
in
and
I,
don't
know,
I'm
curious
to
hear.
If
you
have
any
predictions,
let
me
know
on
Twitter
I'm
at
savvy
savvy
if
you're
listening
right
now.
Let
me
know
your
predictions
for
the
future.
What's
gonna
happen,
do
you
think
we're
gonna
work
from
home
forever?
B
Do
you
think
this
is
gonna,
be
a
trend?
Do
you
think
that
we're
gonna
be
doing
some
sort
of
hybrid
model,
I
think
that
could
get
a
little
bit
messy?
Do
you
think
that
we're
gonna
be
go
straight
back
to
the
office
as
soon
as
possible?
Are
we
gonna
be
as
comfortable
next
to
our
peers?
Shirley
get
out
me.
B
What
do
you
think
is
gonna
happen
to
salaries,
because
I've
heard
a
lot
of
interesting
discussion,
I
should
say
I,
don't
think
we
know
what
the
answer
is
yet,
but
I'm
super
keen
to
know
what
y'all
think
is
gonna
happen
to
salaries,
because
on
on
one
hand,
I
think
we
should
be
paid
a
certain
amount
for
a
job.
If
that's
what
we,
what
we
value
it
to,
what
that
that
job
is
worth
and
then,
on
the
flip
side,
we've
got
cost
of
living
in
major
cities,
that's
very
different
and
other
rural
and
less
urban
areas.
B
I
can
totally
understand
the
argument
for
both
and
I.
Think
I
think
that's
actually
going
to
be
one
of
the
hotter
topics.
I
love,
how
a
lab
does
it
have
a
very
transparent
calculator
that
that
factors
in
your
role
and
the
city,
the
cost
of
living
in
the
city
that
you're
in
and
and
fairly
sets
your
salary,
which
I
think
is
a
really
great
way
of
doing
it.
B
That's
I
value
their
work
and
and
I
mean
the
rates
comfortable
for
the
cities
that
they
live
in
now
in
New,
York
and
London,
but
if
they
moved
I
I
personally
as
a
founder,
couldn't
see
myself
paying
them
less
just
because
their
cost
of
living
went
down
just
because
you
become
a
more
savvy
business
person.
I,
don't
know
that
you
should
have
to
suffer
that
way.
So
I'm
curious
what
your
thoughts
are.
If
you
were
a
founder
and
you're
listening
right
now,
if
you're
a
business
owner.
B
What
are
you
thinking
about
if
your
team
goes
all
remote?
How
are
you
gonna
handle
that,
for
you
know,
we
didn't
have
real
estate.
We've
never
had
a
storefront,
so
it's
a
little
bit
different
for
us,
but
I
think
it's
gonna
be
a
really
unique
challenge
for
folks,
as
as
we
move
forward
a
few
other
fun
stats
for
you,
so
I
feel
like
zoom
has
now
become
a
verb.
B
It's
kind
of
an
action,
an
an
actionable
thing
that
we
do
now
it's
an
activity,
and
did
you
know
that
between
February
and
March
there
was
a
thirteen
hundred
and
thirty
percent
increase
in
zoom
downloads?
That's
insane
I,
don't
think
I've
ever
seen,
numbers
like
that.
Even
more
compelling
this
one's
crazy,
I
hadn't
read
this
until
yesterday
on
March
31st,
so
shortly
after
we
would
have
had
our
time
together.
B
B
Think
that
when
this
all
started,
I'm
wondering
if
we
all
student
having
all
of
a
sudden
a
whole
bunch
of
meetings
to
make
sure
that
we
were
okay
and
almost
excessively
me
defying
ourselves
or
was
it
that
there
was
some
sort
of
have
we
relaxed
now.
Have
we
optimized
this
meeting
flow?
I
know
we
talked
a
lot
about
zoom
fatigue.
We
talked
a
lot
about
getting
headaches.
B
There's
there's
a
lot
to
it
and
I
I
think
that
we're
really
at
a
unique
juncture
where
we're
gonna
settle
into
new
patterns
and
really
figure
out
what
works,
because
what
happened?
What
worked
in
the
office
is
not
necessarily
gonna
work
from
home
and
the
amount
of
time
that
we
have
to
be
on
camera,
whether
it's
ad-libbing
during
a
panel
with
some
technical
difficulties
or
whether
it's
on
a
zoom
call
with
your
entire
team.
B
There's
there's
there
is
something
to
be
said
for
this
type
of
communication
as
different
from
say
the
water
cooler
or
from
a
formal
meeting.
So
there's
a
really
great
article
actually
on
the
next
web.
If
you're
looking
for
a
resource
that
explores
this,
that
just
came
out
last
night,
it's
absolutely
fantastic.
The
title
is
a
click
on
this.
B
So
maybe
I'm
curious
to
see
if
those
minute
stats
go
up
on
Zoom
or
or
on
on
Microsoft
teams,
for
example,
as
we
continue
to
go
through
this
or
if
we
sort
of
level
out
and
Plateau
and
I
think
that,
hopefully
we
have
Darren
here,
it's
been
a
few
minutes
yeah.
So
we've
got
a
lot
of
a
lot
of
interesting
stats.
B
I
actually
read
something
and
I
wanted
to
ask
duh
Darren
about
this,
but
we're
starting
we're
starting
to
hear
that
they
we
might
see
50%
of
teams
roll
remote
now
I
want
to
hear
some
stat
predictions.
Actually,
let's
see
if
you
all
are
chiming
in
on
Twitter.
I
want
to
I
want
to
see
what
you're
saying
right
now
so
I'm
real
curious
to
see.
What's
going
on,
oh
hi,
hello,
loving
y'all
here
and
in
the
comments
anyone
has
any
predictions
though
well.
B
Another
thing
that
I
know
Darrin
would
absolutely
be
talking
about.
Is
tools
and
I'll
just
go
ahead
and
share
some
of
the
advice
that
I
know
that
he
would
share
if
he
was
sitting
in
here
right
now
with
us,
and
that
is
that
slack
is
a
no
productivity
zone,
I'm,
not
sure
if
you're
all
familiar
with
asynchronous
communication,
but
I
think
that's
become
really
important
right
now
during
this
pandemic.
This
this
belief
that
we
have
to
get
an
instant
response
from
everyone
on
our
team.
B
B
Maybe
they
didn't
have
a
work
set
up
an
office
set
up
within
their
space
and
most
people
can't
about
roommates
people
got
a
lot
of
things
going
on
and
one
of
the
things
that
I've
really
learned
from
Darrin
and
from
the
gate
lab
team
from
Sid
the
CEO
get
lab
is
every
response
and
slack
we're
trying
to
answer
every
question
with
a
link
that
should
go
to
some
sort
of
documentation
or
some
tool
and
when
you
adopt
asynchronous
communication,
definitely
recommend.
You
read
a
little
bit
more
about
this.
B
B
Think
we've
created
this
with
all:
it's
called
the
joel
economy,
the
jolt
media
side
of
things
and
where
anytime,
you
get
a
push
notification,
you're
expected
to
respond
anytime.
Somebody
hits
you
up
in
slack,
you're
expected
to
respond
and
I
think
if
we
could
just
balance
all
that
hey
Darren's
great
to
see
you
I
see
you're
coming
back
in
on
the
audio
side,
fantastic
we've
got
you
in
maybe
the
wrong
mode.
Now
it
looks
like
you're
in
do.
B
You
need
that
you
need
to
we're.
Gonna
need
to
rotate
you,
but
you
know
it's
come
so
nice
to
see
you
all
right.
Ladies
and
gentlemen.
Well
after
that,
15
minute
ad-lib,
with
some
stats
to
get
y'all
warmed
up.
Please
give
the
fabulous
ends
and
famous
and
notorious
and
brilliant
mind
of
all
remote
work.
Darren
worth
a
very
warm
welcome.
Darren.
Thank
you
for
making
it
happen.
I
know
thanks.
C
B
C
B
Was
done
beforehand
and
I
I,
just
I?
Let
them
know
that
happen.
We
talked
about
2.7
billion
teams,
meeting
minutes
by
Microsoft
on
March
31st.
Although
we're
seeing
some
of
those
numbers
come
down
a
little
bit
as
people
have
less
meetings
so
and
we've
sort
of
done
a
little
bit
of
that.
Ideation
what's
happened,
but
from
you
Darren.
Where
are
we
now?
What
what's
going
on?
What
are
the
trends
you're,
seeing
you're
right
on
the
pulse
example.
C
Yeah
yeah,
so
we
are
in
the
midst
of
what
I'm
calling
the
great
remote
migration.
So
overnight,
the
world's
global
embrace
of
remote
has
been
accelerated
by
ten
years
and
folks,
like
you
and
I,
that
have
worked
remotely
for
essentially
our
entire
career
and
then
knew
this
was
coming.
The
remote
future
was
always
something
that
was
ahead.
The
technology
was
there,
people
were
more
culturally
adapted
to
communicating
digitally,
but
there
was
still
a
lot
of
norms
and
traditions
connected
to
seeing
people
in
the
office,
and
there
were
a
lot
of
managers.
C
C
The
side
effects
of
kovat
19
is
that
it
turns
out
the
technology.
Is
there
and
people
actually
can
do
what
they
need
to
do
remotely
and
business
continuity
can
be
had
remotely.
So
what
we're
seeing
is
everyone
going
remote
and
figuring
out
at
the
same
time
now,
when
a
cow
stop
by
saying
what
we're
experiencing
is
not
intentionally
designed
remote
work?
This
is
very
much
crisis
induced
work
from
home,
it's
very
easy
to
conflate
with.
So,
if
you
ask
someone
right
now,
hey,
how
are
you
liking
work
from
home?
C
B
C
Sure-
and
it's
still
going
on
and
I
just
wanna
say:
if
that's
you,
if
you
cannot
figure
out
why
you're
exhausted
you're,
not
alone,
there's
a
lot
of
other
external
factors
that
are
going
on
that,
even
if
you
were
back
in
the
office
or
wherever
your
normal
workplace
was
there's
a
lot
of
other
factors
going
on.
So
that's
yeah
I
mean
that's
that's
happening.
Oddly
enough,
we
had
a
good
lab
we've
seen
overall
productivity
tick
up
and
we're
we're
actually
yeah.
The
only
thing
we
can
figure
is
that
people
are
home
all
the
time
now.
C
It's
really
easy
to
just
jump
back
into
work
and
honestly
work
can
be
a
distraction
from
everything
else.
That's
going
on.
So
a
good
lab
we
actually
may
first
be
designated
as
a
family
and
friends
day
was
Friday.
We
said,
hey
we're,
shutting
the
whole
virtual
office
down
everybody
just
go.
Have
a
long
weekend
do
something
with
your
family
and
we
actually
had
a
slack
thread
where
people
would
share
photos
from
around
the
world
of
things
they
were
doing
with
their
day
instead
of
working
and
that
that
went
a
long
way.
C
Taking
the
intentional
approach
to
making
sure
people
were
considering
health
and
well-being
and
mental
health
and
just
being
open
about
it,
instead
of
kind
of
looking
the
other
way,
that's
really
important
for
leadership
if
you're
a
suddenly
remote
leader,
it's
really
easy
to
get
fixated
on
all
right.
What
do
I
need
to
do
to
just
make
sure
there's
business
continuity,
but
remember
you're,
dealing
with
real
people
and
they
have
real
lives
and
they're,
essentially
their
entire
existence.
C
B
C
The
toughest
thing
for
leaders
who
have
led
in
a
co-located
space
using
the
typical
command
and
control
I
can
see.
I
can
judge
you.
A
lot
of
subjectivity
has
leaked
into
praise
and
promotion
over
the
years,
whether
we
want
to
admit
that
or
not-
and
this
is
kind
of
a
moment
of
reckoning
for
leaders
who
have
used
that
path
to
get
them
to
where
they
are
in
their
career
and,
frankly,
the
best
remote
leaders
don't
use
micromanagement
and
command
and
control.
C
They
use
servant
leadership
and
going
from
one
extreme
to
the
other
in
an
instant
with
all
of
this,
going
on
can
be
really
jarring
and
disorienting
and
it
kind
of
feels
counterintuitive.
But
what
I
like
to
say
is
the
further
your
team
is
physically
from
you,
the
more
you
need
to.
Let
go
the
more
you
need
to
allow
them
the
space
to
be
on
autonomous
and
do
what
they
need
to
do
so.
Managers
in
this
time
should
really
be
a
sounding
board.
You
should
be
open
to
feedback.
You
should
ask
for
feedback.
C
C
What's
what's
happening
and
frankly,
your
employees
are
in
the
best
place
to
map
out
the
priority
list
of
what
communication
gaps
do
we
need
to
build?
What
are
we
not
thinking
of
that?
We
need
to
be
thinking
of
in
this
remote
setting
they're
dealing
with
it
they're
on
the
receiving
end
of
this
every
day,
so
allow
them
the
space
to
feed
that
back.
Yeah.
B
B
Mean
we're
alone
together,
we're
strong
any
other
rice
together,
they're.
Really
there
really
is
a
lot
to
this
and
I
think
that
something
that
we've
talked
a
lot
about
is,
is
employee
feedback
and
really
being
open
to
that
and
being
candid,
you
know,
I
think
leadership
has
an
opportunity
to
be
really
honest
right
now
and
say:
hey
like
even
you
just
did
or
like
I
just
did:
I
probably
had
the
least
productive
for
weeks,
as
maybe
my
crew.
Quite
honestly,
at
the
beginning
of
this,
like
March
21st,
April
15,.
B
C
B
C
Was
just
gonna
say
it's
interesting,
because
the
topic
here
is
on
on
the
future
of
what
this
means
and
I
think
what
you're
seeing
is.
Managers
have
to
realize
that
they're
now
asking
things
of
employees
who
are
in
their
homes
and
I'm
just
going
to
be
honest,
when
you
ask
someone
to
do
something
in
an
office,
and
then
you
ask
someone
to
do
something
and
they're
in
their
home.
C
It
just
hits
different,
so
you
have
to
be
aware
of
the
fact
that
you're
asking
someone
to
do
something
and
they're
in
their
own
home
and
even
if
subconsciously,
it's
like
it
just
feels
a
little
weird
to
be
told
to
do
something
when
you're
in
your
own
home.
So
the
approach
has
to
be
completely
different
and
you
have
to
be
cognizant
of
things
like
that,
but
I
to
your
point.
What
we're
uncovering
here
is
that
this
great
remote
rock
migration
is
democratizing
this
in
a
massive
way
and
I
think
going
forward.
C
C
What's
your
stance
on
workplace
flexibility,
because
post
covin
19
every
company
will
have
to
have
an
answer
to
that,
and
it
will
not
be
out
of
out
of
line
whatsoever
to
ask
for
that
so
I'm
looking
forward
to
that
future,
because
so
many
people
have
wanted
to
ask
that,
but
they
essentially
acquiesce
and
don't
bring
it
up,
and
then
they
sacrifice
a
lot
of
their
life.
They
sacrifice
so
much
time
with
family
in
the
name
of
a
commute
for
what,
if
their
job
can
be
done,
some
other
way
I.
B
Right
I,
like
it's
a
little
bit
about
employee
trust,
I
mean
I,
know.
Sid
doesn't
agree
that
it's
a
trust
thing
when
we
talk
about
it
because
you
have
process
and
you
have
KPIs
and
you're,
measured
against
your
activity
to
me,
I
actually
I
firmly
believe
there
is
a
little
bit
of
trust
and
I
think
when
people
won't
allow
this
to
happen.
It's
because
they
don't.
They
don't
trust
their
employees.
And
my
question
is:
what
did
you
hire
like
if
your
employees
up.
C
B
I
mean
that
could
be
because
you
didn't
support
them
or
whatever,
but
on
the
flip
side,
like
I
trust,
my
employees
that
2:00
in
the
morning
with
a
baby
on
their
arm
and
their
left
hand
on
their
keyboard.
You
know
just
as
much
as
I
trust
them
at
10:00
a.m.
in
the
morning
with
a
coffee.
It
doesn't
it's
not
about
any
of
that
and
I
think
I.
Think
for
you
and
I.
B
This
has
been
really
fun
because
we've
always
we've
intersected
around
the
world
in
a
lot
of
different
ways
and
I
think
people
are
finally
going
to
have
that
opportunity
to
truly
have
the
their
own
self
empowerment
to
optimize
their
work,
environment
and
and
leaders
can
do
the
same.
You
don't
have
to
be
the
first
one
in
the
office
and
the
last
one
out
and
there's
nothing
to
be
proven
by
that
sort
of
like
hustle
culture.
So
so,
since
we're
talking
about
this
Darrin,
what
decisions
have
you
seen?
B
I
think
you
guys
have
handled
this
very
well
and
we'll
talk
specifically
about
get
lab,
I
think
in
a
little
bit,
but
in
terms
of
since
you're
kind
of
watching
the
whole
market.
What
are
some
decisions
that
you've
seen
work
extremely
well
in
the
last
two
months?
And
what
would
you
really
not
advise
folks,
student
right
now,
yeah.
C
So
what
has
worked
well
is
executives
getting
out
of
the
office
and
planning
to
stay
out
of
the
office
in
their
work
Ovid
even
before
Cove
in
nineteen,
when
clients
would
come
to
us,
and
they
would
say
how
do
we
do
remote
write?
My
first
piece
of
advice
is:
get
your
entire
executive
team
out
of
the
office
for
a
full
quarter
now,
just
a
week
or
two
where
you
can
kind
of
band-aid
it
together
a
full
quarter
where
it
forces
you
to
build
some
remote
fluency.
It
forces
you
to
build
remote
muscle.
C
But
it
forces
you
to
do
things
different
and
it
forces
you
to
document
what
is
working,
what
isn't
working
and
that
becomes
your
priority
list
of
what
infrastructure,
to
build,
to
make
sure
that
the
business
can
operate
and
people
can
interact
regardless
of
where
they're
sitting,
and
that
is
evermore
true
right
now,
because
this
is
an
amazing
time
where
you
have
this
gift
of
everyone
being
remotely
at
once.
It's
almost
like
you
couldn't
you
couldn't
invent
this
beta
test.
This
is
an
amazing
business.
C
Beta
test,
don't
waste
it
and
I've
spoken
with
some
leaders
who
say:
I
can't
wait
for
the
office
to
open
back
up
I'm
going
to
be
the
first
one
to
run
back
in
there.
That's
a
terrible
approach.
If
you
want
to
support
remote
properly,
there's
a
big
difference
between
allowing
remote
and
supporting
remote
and
people
follow
as
their
lead
and
if
they
see
their
executive
team
flock
right
back
to
the
office.
C
The
message
it
sends
is,
if
I
care
about
my
career
I'm,
going
to
go
back
to
the
office,
because
that's
where
the
epicenter
of
power
is
and,
of
course,
all
of
our
communication
dynamics
and
workflow
dynamics
for
going
to
center
around
the
group
of
people
physically
sitting
in
the
office
and
the
only
way
to
force
that
not
to
be
a
part
of
your
culture
is
to
stay
out
the
thing
about
what
not
to
do
don't
waste.
This
time.
C
B
C
Everyone,
the
same
coffee,
you
can,
you
can
get
creative
with
that,
but
if
you've
let
your
office
culture
be
defined
by
vanity
metrics.
Essentially
it's
a
it's
time
to
write
down
what
your
culture
is,
and
so
it
get
lab
we're
an
all
remote
organization.
Our
cultures
are
our
values.
If
you
go
to,
if
you,
google,
get
lab
values,
you'll
see
our
six
core
values
within
thousands
of
words,
underneath
of
them
that
explain.
C
How
do
you
live
out
a
value
and
a
remote
setting
it's
time
to
write
that
down
and
here's
the
big
thing
I
want
people
to
remember:
you're,
only
gonna,
remember
one
thing
from
this
and
you're
a
leader.
Remember
that
your
offices
and
your
headquarters
are
simply
a
building
that
you
go
to
to
work
remotely.
C
C
We
were
cool,
but
they
choose
to
work
for
my
spare
bedroom
cool,
but
it
doesn't
disrupt
the
fabric
of
what
makes
your
company
your
company
and
that
great
decoupling
of
identity
from
these
four
walls
that
you're
used
to
going
into
to
something
very
different,
is
the
great
challenge
of
our
day
and
I.
Think
it
will
be
the
litmus
test
of
the
companies
that
really
lean
into
this,
and
do
it
well
versus
those
that
just
kind
of
hope.
We
can
go
back
to
the
office
and
pretend
this
never
happened.
Yeah.
B
B
Women,
careers
and
running
a
company
names
that
we
millennial,
I
kind
of
take
the
piss
on
this
a
lot
but
I
think
there's
something
to
that,
though,
is
is
it
won't
just
you
can't
have
wanted
to
go
to
one
hacker
way
to
go
work
at
Facebook
you're
not
going
to
have
that
definition
right
now,
I
am
for
me
as
a
speaker
and
professional.
Does
this
I
missed
the
stage?
There's
no
stage
for
me
right
now,
there's
this
stage,
but
it's
weird
and
it's
different
and
I
totally
understand
and
I.
B
B
C
You're
gonna
get
a
combination
of
those.
What
you're
gonna
get
is
just
more
honesty,
so
you're
gonna
find
out
some
people
really
love
going
to
the
office
because
that's
where
they
love
to
work,
you're
gonna
find
out
some
people
that
you
thought
loved
the
office
actually
wanted
to
be
a
nomad.
It
looks
somewhere
different.
Every
waiting,
you're
gonna
find
out
some
leaders
kind
of
fall
apart
when
they
don't
have
the
rigidity
of
the
office.
C
B
C
Mm-Hmm
we
support
remote
and
then
there's
gonna
be
different.
Actual
experiences
of
support,
remote,
there's
gonna,
be
some
companies
where
employees
will
say.
Hey
my
company
told
me
they
supported
remote
I
uprooted,
my
family.
We
moved
back
home
because
we
wanted
better
air
quality,
better
schools
for
our
kids.
What
have
you,
but
the
experience
was
very
substandard.
It
was
very
much
a
two-tier
system
where
people
in
the
office
got
this
experience.
C
The
people
outside
of
the
office
got
this
experience
and
there
wasn't
a
lot
of
effort
put
on
trying
to
level
that
some
companies
they're
gonna
go
above
and
beyond
that
are
going
to
try
to
make
the
experience
of
the
company
work.
Well,
no
matter
where
people
are
and
then
if
people
choose
to
go
to
the
office,
it's
just
another
slice.
They
go
to
work.
That
I
think
is
going
to
be
the
defining
line,
because,
right
now
everyone
just
kind
of
has
a
pass
on
it.
It's
like
look
we're
all
working
from
home.
C
The
situation
is
weird
as
long
as
we're
together
we're
making
do.
This
is
a
success,
but
fast-forward
six
or
eight
months
from
now
people
are
gonna.
Look
closely
at
what
is
the
remote
experience
and
who's
doing
it
well
and
hybrid,
where
some
people
go
into
the
office
and
some
people
don't
is
the
hardest
thing
to
get
right.
All
remote
is
relatively
easy
because
everyone's
on
a
level
playing
field
by
default,
it's
impossible
to
miss
out
on
something
that
happens
in
a
hallway,
because
there
are
no
hallways
right.
A
C
Why
I
recommend,
if
possible,
if
you
only
have
one
office,
two
offices,
unwind
and
now
get
out
of
them
now
your
life
will
be
way
easier.
You
don't
have
the
administrative
burden
of
looking
after
an
in
office.
Culture
versus
a
remote
culture,
but
hybrid
is
obviously
going
to
be
the
most
popular,
because
too
many
companies
have
offices
that
they
can't
quickly
get
out
of
so
you're
gonna
need
to
put
a
lot
of
intentional
effort
on
getting
that
right
and
I'll
make
one
final
projection.
C
B
B
And
for
those
of
you
listening
if
you're
curious,
exactly
what
Darren's
job
looks
like
or
if
you're
looking
to
hire
a
head
of
remote,
he
is
actually
authored
an
excellent
resource
on
get
labs
specifically
about
his
job.
So
go
go
google
that
check
it
out
again,
can't
tell
you
how
many
I
can't
tell
you
enough
throughout
the
course
of
this.
How
valuable
get
labs
resources
are
so
so
go
check
them
out,
they're,
all
free,
there's,
no,
there's
no
weird
spammy
MLM
catch
here
you
can
it
just
download
the
goods
and
learn.
B
I
have
personally
learned
an
incredible
amount
from
from
that
resource.
Stack
and
I
do
I
agree
with
you.
I
think
that
you
know
I
think
that
how
do
I
think
that
remote
leader
is
kind
of
like
community
leadership,
has
happened
with
community
management,
we're
starting
to
see
these
two
kind
of
crop
out
or
it's
like
it's,
not
just
one
siloed
function,
but
how
can
you
both,
educate
and
empower
and
and
create
the
gel
that
helps
sort
of
foster
culture
and
I?
Think
both
of
those
roles
actually
really
really
play?
B
Well
that
so
speaking
of
holy-moly
Frijole?
Thank
you
to
everyone.
If
you
are
thinking
about
submitting
questions,
do
we
have
over
30
questions
in
the
queue
right
now,
which
is
absolutely
amazing?
Don't
don't
think
that
this
means
you
can't
ask
a
question.
We're
gonna
ask
most
of
the
ones
here
that
are
most
uploaded,
so
go
in
and
get
your
votes
in
right
now.
Also,
though,
I
will
probably
throw
in
some
wild
cards
because
I
have
a
tendency
to
shoot
from
the
hip.
B
So,
although
you
probably
already
saw
that
with
our
intro
I
like
this
question
from
Becca
Becca,
thank
you
so
much
for
submitting
this.
This
is
something
that
I
wanted
to
ask.
You
ask
you
to
Darren
so
so,
going
off
of
the
whole
culture
front.
How
and
and
and
I
know
it's
I
know,
there's
documentation.
I
know
it's
about
taking
it
seriously.
But
how
does
culture
house
culture
impacted
by
this,
and
and
how
do
we
replace
that
sense
of
belonging
that
we
did
have
by
the
water
cooler
or
at
the
pizza
party
yeah.
C
It
requires
intentionality.
If
you
look
at
get
labs
handbook.
We
have
an
entire
page
on
informal
communication
and
our
people
group
is
actually
responsible
for
working
with
leadership
and
departments
to
create
ways
to
create
the
atmosphere
for
people
to
communicate.
So
I'll
give
you
an
example.
We
recently
had
a
marketing
talent
show,
so
we
had
100
thirty
people
across
six
continents
yeah.
So
we
just
had
people
group,
we
threw
a
calendar,
invite
on
everyone's
calendar
two
weeks
out
had
a
Google
Doc
agenda
attached
to
it.
Sign
up
here,
bring
your
talent.
C
C
No
yeah,
no
I'm,
like
first
time
by
we're
gonna
spec
to
it,
but
yeah
we
had
just
fascinating
stuff.
We
had
someone
do
sign
language
with
their
dog
and
then
their
dog
reacts.
We
had
someone
like
in
their
kitchen
very
Gordon.
Ramsay
asked
flames
flying
everywhere,
just
spectacular
a
spectacular
show
and
we
had
a
panel
of
judges
and
actual
prizes.
So
there's
some
real-deal
competition
happening
yeah.
C
Goes
to
the
scarcity
versus
abundance.
Mindset
don't
be
upset
that
you
don't
have
the
office.
Think
of
what
you
do
have
at
your
disposal.
Now
that
you
don't
have
the
office,
you
can't
have
a
hundred
and
thirty
people
do
a
talent
show
with
with
elements
like
that
in
an
office.
It's
never
gonna
happen.
So
we
do
things
like
that.
We're
doing
scavenger
hunts,
we're
doing
trivia,
bi-weekly
trivia,
I'm
telling
you
the
competition
gets
intense,
which
is
which
is
awesome,
and
none
of
this
is
difficult
to
set
up.
C
All
it
requires
is
a
calendar,
invite
and
a
Google
Doc
agenda
attached
to
it,
but
it
takes
intentionality.
The
one
other
thing
that
I
think
it
lab
does
is
very
unique.
That
I
love
is
that
we
expire
our
slack
messages
after
90
days
and
immediately
people
are
like.
Well,
what
do
you
use
slack
for?
Well,
we
don't
want
to
use
it
for
work.
We
use
it
as
a
forcing
function
so
that
work
begins
and
ends.
Gonna
get
that
issue.
C
We
want
people
to
use
our
asynchronous
collaboration
tool
to
get
work
done,
that
free
slack
up
to
be
an
amazing
tool
for
informal
communication.
So
we
have
slack
public
channels
in
slack
around
hiking
mental
health,
parenting,
just
general
topics
where
people
can
just
go
and
converse
as
humans,
not
about
work.
The
parenting
one
has
been
blowing
up
of
late.
We
have
parents
all
over
the
world.
They're
like
oh,
my
kids
are
at
home.
I
have
to
be
a
home
school
teacher
as
well.
Does
anybody
have
any
tips,
so
that's
been
really
fun.
C
That
is
actually
spun
off.
Something
called
juicebox
chats
where,
if
we
have
open
hours
in
our
calendar,
parents
will
just
turn
their
zoom
cams
on
and
kids
from
six
continents
will
get
this
thing
together
play
together.
So,
although
they're
isolated,
they're
being
brought
together
in
a
way
that
without
this,
which
I
love
to
see
that
innovation,
so
you
you
just
have
to
be
intentional,
like
nothing
I'm
saying-
is
very
groundbreaking.
Anyone
can
do
this
with
a
webcam
and
a
calendar.
C
Invite
you
just
need
a
group
in
the
company-
and
this
goes
back
to
the
mention
on
how
to
promote
thinking
about
these
things
and
thinking
about
bringing
it
together.
I
want
to
say
one
more
piece
on
this
and
it's
a
little
bit
philosophical,
so
bear
with
me
I
think
for
a
really
long
time.
We
have
allowed
our
personal
identities
to
become
very
tightly
entwined
with
our
work,
identities
and
I.
Think
for
a
lot
of
people.
C
This
is
a
really
interesting
introspective
moment
where
they're
starting
to
question
Who
am
I
when
I
don't
walk
into
these
four
walls.
Each
day
have
I
allowed
my
social
quota
to
be
completely
filled
by
work
relationships
almost
to
an
unhealthy
degree
where
I
have
may
be
ignored,
community
and
neighbors,
and
even
family
in
favor
of
that
and
we've
kind
of,
especially
in
America,
we've
allowed
that
run
unchecked.
The
hustle
culture
that
you
mentioned
it
super
American.
C
Now
now
is
the
time
to
ask
yourself:
is
that
balance
out
of
whack
for
you?
Should
you
be
getting
some
of
that
social
quota
from
something
outside
of
work?
And
of
course
you
don't
have
to
go
from
a
hundred
back
to
zero,
but
maybe
the
ratio
looks
a
little
different
coming
out
of
code,
maybe
there's
some
really
close
friends,
neighbors
and
community
that
you
haven't
called
in
a
really
long
time,
and
maybe
you
should
now's
the
time
to
do
that.
C
B
Really
glad
that
you
said
that
Darren,
because
I
think
you
know,
there's
there's
a
lot
of
hustle
point
out
there
right
now,
there's
a
lot
of
suggestions
to
learn
every
activity,
but
for
me,
I've,
actually
dedicated
minimum,
and
this
is
maybe
generous
for
some.
But
for
me
it
was
a
very
palpable
choice,
at
least
20
hours
a
week
to
connecting
with
the
people
that
I
love
to
make
sure
that
they're
doing
all
right
and
it's
been
a
commitment,
I'm
I'm,
lucky
I,
you
know,
I,
don't
have
children
or
a
lot
of
dependence
on
me.
B
So
I
have
the
luxury
of
that
time
every
week.
But
it's
it's
made
a
real
difference
and
it's
amazing
how
much
better
it
makes
me
feel
sometimes
being
available
and
being
able
to
connect
with
someone
one
question
to
ask
yourself:
so
if
you're
wondering
how
to
gauge
whether
or
not
you've
figured
this
out
or
you
have
balance
the
question
that
always
works
for
me-
and
this
is
a
really
giant
moment
for
me
in
my
career
a
few
years
ago-
someone
I
respect
a
lot
professionally
asked
me.
We
were
talking
about
work
and
I
said:
okay.
C
B
Was
embarrassed,
I
was
deeply
mortified
and
subsequently
now
I
can
say
that
my
hobbies
are
space.
My
how
I
have
a
lot
of
other
things
that
I
love
doing
that
I'm,
really
passionate
about
and
and
content
like
making
launching
a
podcast
I'll
pitch
you
all
later
and
now.
I
feel
that
I
have
I
can
answer
that
question
and
I.
Don't
I,
don't
want
to
say
this
because
it's
not
like
you
need
to
learn
a
new
language
during
a
freaking
global
pandemic.
I'm
not
I'm,
not
suggesting
that.
B
But
what
is
in
fact
people
who
do
those
are
just
meanings:
don't
don't
listen
like
legitimately
just
meanies,
but
I
think
what
I
have
found
that's
been
really
nice
for
me
is
even
if
I
take
20
minutes
during
a
phone
call
with
a
friend
or
something
to
paint
with
some
watercolors
or
do
a
little
doodle
iír.
It
really
calms
me
down
I'm,
a
terrible
artist.
You're,
never
gonna,
see
my
art
anywhere
cool,
but
it's
it's
a
hobby.
C
B
I,
don't
have
to
do
anything
and
I
think
that
we've
forgotten
I
mean
I
speak
for
myself
as
a
Silicon,
Valley
tech
nerd.
We
have
forgotten
what
it
was
like
to
have
this
time
and
I
know
you're
in
the
same
camp.
You
and
I
travel
a
lot.
Road
Warriors
I
have
known
had
this
much
time
inside
my
home,
and
it
is.
It
is
wild,
but
it's
also
been
nice
about.
It
is
after
we
shook
off
that
and
I
mean
trust.
B
Me
I
still
get
frustrated
if
y'all
frustrated
we're
all
frustrated,
it
happens,
but
I
think
once
I
strip
that
off
I
feel
like
I've,
been
able
to
really
I.
Don't
know
like
I'm
embracing
this
other
creative
spirit,
I'm,
letting
myself
be
a
little
Messier
and
I
suspect.
Is
there
anything
actually
curious
for
you,
daring,
because
you
know
you're
kind
of
a
pro
like
this.
Is
there
anything
you've
taken
up
that
you
hadn't
done
really
pre
koban,
any
any
fun
joy
hobby
that
you
have
yeah.
C
For
sure,
well,
first
one
and
Travis
by
saying
people
are
quick
to
say:
hey
I
want
to
get
back
to
normal.
Maybe
we
want
to
get
back
the
freedoms
that
we
had,
but
don't
be
so
quick
to
say
we
just
want
to
get
back
to
the
way
it
was
like.
This
is
your
moment
to
consider
was
I
out
of
balance
in
any
way.
Maybe
you
want
to
use
this
moment
to
fundamentally
do
something
different
going
forward.
B
C
Is
no
I
mean
you
can
see
these
these
instruments
right
here
for
far
too
long,
they
had
just
hung
on
the
wall
like
art
and
now
I'm,
actually
getting
them
down
and
using
them
and
creating
and
writing
songs
and
that
that
has
been
super
therapeutic
and
really
awesome.
It's
like
I
have
the
instruments
here.
Why
are
they
collecting
dust?
It
can
be
something
as
simple
as
that
or
you
know,
Regis
tree
committing
to
doing
something
that
used
to
bring
you.
B
B
A
B
B
Alright,
well,
thank
you
for
that
and
I'm
happy
to
hear
that
music
is
bringing
you
joy.
It's
beautiful,
music
helps
us
all,
so
speaking,
just
real,
logistically
and
popping
back
in
for
some
more
these
questions
again,
thank
you
to
everyone,
who's
listening.
We
love
it
say:
hi
I'm,
savvy,
savvy
at
dare
and
mirth
on
Twitter.
If
you
want
to
continue
this
conversation
because
there's
absolutely
no
way,
we
can
get
to
29
questions
in
the
next
few
moments,
but
we
will
get
to
as
many
of
them
as
we
can
post
check.
B
C
For
a
remote
company,
you
got
to
be
intentional
about
this.
You
got
to
pay
for
people's
internet,
you
don't
want
them
skimping
on
Internet,
please
reimburse
their
internet,
so
they
don't
get
the
cheapest
package
and
then
none
of
their
video
calls
work
like
please,
please
give
them
that
you
know
they
have
a
massively
great
fiber
optic
connection
in
the
office.
Give
them
give
them
that
I
get
lab.
We
allow
people
to
spend
money
on
their
office
if
they
need
an
ergonomic
workspace.
C
If
you
have
a
disability
and
you
need
an
office
that
works
out
a
certain
way,
you
have
to
be
cognizant
of
that.
So
for
companies
that
have
been
really
tight
on
the
purse
strings
when
it
comes
to
expenses
on
equipment,
now's
the
time
to
release
those
a
little
bit.
You've
got
people
working
in
one-bedroom
apartments
with
significant
others.
C
So
I'm,
pretty
sure
your
employees
aren't
going
to
cost
you
that
much
remotely,
but
of
course,
if
you're
paying
for
both
it
makes
it
tough
but
now's
the
moment
to
start
unwinding
that
office,
but
yeah
don't
make
sure
people
have
what
they
need
to
get
work
done.
You
got
to
understand
their
office
today
is
definitely
not
what
they
had
and
then
ties
back
to
productivity.
So
it's
it's
smart
from
a
business
perspective
to
it.
B
C
C
You
may
have
some
extraneous
circumstances
if
they're
designed,
they
might
need
a
certain
monitor
that
can
cost
more
than
a
thousand
dollars,
for
example,
but
there
will
be
a
lot
of
a
lot
of
chaos,
kind
of
shuffling
all
of
that
out
but
start
somewhere.
You
know
I
wanted
to
say
this
earlier,
but
remote
is
very
much
a
process.
It's
a
journey
of
iteration.
It
is
not
something
that
you
go
from
zero
to
mastery
overnight.
So
please
don't
hold
yourself
to
that
standard.
C
Just
commit
to
iterating
just
put
something
out
there
as
a
new
expense
policy
and
then
iterate
on
it
like
it
might
not
be
perfect
and
it's
totally
okay,
part
of
being
remote,
is
being
ok
with
things
not
being
perfect
the
first
time
and
it
get
lab.
We
encourage
people
to
ship
things
in
draft
and
get
them
out
early,
so
you
get
feedback
early
and
you
can
course
correct
early.
C
B
I
think
that's
that's
great
and,
as
you
know,
I'm
a
big
fan
of
thinking
like
a
designer,
so
it's
all
about
prototyping
and
iterating,
and
it's
okay
to
just
iterate
right
out
of
that
little
path
that
you
decided
to
try
in
any
given
time.
So
I
think
ya,
know
I.
Think
I
think
that's
it's
important!
I
think
you
know
something
that
I
just
want
to
stay
here.
Cuz
I
know
you
and
I
really
believe
in.
It
is
ask
your
team
how
they
want
to
be
thanked.
B
One
of
my
one
of
my
top
performers
really
wanted
an
expensive
pair
of
headphones
and
guess
what
he
got
a
little
coat
care
package
and
they
were
in
there.
But
it's
you
know
you
ask
people
what
they
mean.
You
know
for
me:
I
want
to
bottle
a
nice
bourbon
like
it's,
it's
pretty
straightforward,
but
it's
you
know
it
all.
B
Just
depends
on
where
your
and
you
can
it's
amazing
what
you
can
do
for
morale
and
how
those
little
moments,
just
by
being
receptive
to
someone's
whether
it's
their
work
set
up
logistically
speaking
or
how
they'd
like
to
be
given
a
high-five
when
you
can't
go
over
and
give
them
a
shout
out
or
drop
down
their
desk.
You
know
mail
is
still
working
in
the
United
States
leverage,
the
mail
send
a
tree
say.
Thank
you
to
your
people,
get
them
something
silly.
B
Something
that
we've
been
doing
is
I've,
been
sending
random
desk
tchotchke
to
to
my
team
so
that
we
all
have
the
same
things
on
our
desk,
something
very
simple,
but
it's
a
lot
you
know,
creates
a
tiny
little
bit
of
culture,
kind
of
tiny,
little
sense
of
whatever,
but
anything
that
you
need
to
do.
I,
love.
C
B
C
B
A
B
A
B
C
The
boss
to
write
down
what
they
expect
of
you
if
your
metrics
have
not
been
written
down,
so
you
don't
know
what
results
look
like
ask
them
to
write
it
down,
put
the
burden
back
on
them
to
articulate
what
you
need
to
do
to
be
a
success,
because
that
will
D
couple
geography
and
results.
That's
your
entire
goal
convince
them
to
decouple
geography
and
results.
B
C
Have
to
get
everybody
on
the
same
page.
On
a
communication
front,
people
need
to
know
where
to
communicate
about
work
where
to
communicate
informally.
If
you
have
pieces
of
projects
and
slack
and
notion,
and
Google
Docs
and
email
you're
gonna
have
a
nightmare
experience
trying
to
bring
people
together.
So
at.
B
C
C
One
new
tool
that
I'm
really
excited
about
is
called
Kona
from
a
company
called
psych
insights.
Si
ke
insights
check
this
out.
It's
a
slack
plugin.
It
helps
build
empathy
and
rapport
and
understanding
amongst
teams,
you're
kind
of
builds,
a
readme
of
who
you
are
and
how
you
like
to
be
thanked.
How
you
like
to
be
communicated
with
so
when
you're,
interacting
with
people
for
the
first
time
yeah.
It
gives
you
kind
of
this
bird's-eye
view
on
hey.
Who
is
this
person
kind
of
a
myers-briggs
within
slack,
so
check
it
out?
Kona.
That's.
C
B
C
Infrastructure
around
telecommunications,
as
Biggs
and
I,
think
you're
gonna
see
a
lot
of
small
and
midsize
talents.
Invest
in
let's
get
fiber
to
every
home,
that's
gonna,
be
really
big.
You're
gonna
need
to
think
less
about
how
many
skyscrapers
can
we
bring
here
and
more
about
how
many
like
services
can
we
bring
here,
and
you
look
at
programs
that
are
being
run
by
the
state
of
Vermont
as
well
as
Tulsa,
or
look
at
that
as
the
blueprint
of
what
cities
need
to
do
to
bring
people
in
and
say
this
is
a
place.
C
A
B
A
C
C
Here's
the
tip
on
every
calendar,
invite
what
I
do
is
I
will
say:
here's
a
zoom
link,
but
also
here's
my
phone
number.
If
you
hit
zoom
fatigue
for
the
day,
please
feel
welcome
to
just
call
me,
and
it
proactively
gives
people
permission
to
call
you
if
they're
they've
hit
their
fifth
zoom
for
the
day
and
they're
like
I,
cannot
look
at
a
webcam
anymore.
So
it's
a
small
thing,
but
it
shows
empathy
in
proactive
care.
Yeah.
B
B
C
C
C
That's
that's
a
good
way
to
burnout.
Just
get
the
webcam
for
eight
straight
hours.
You
know
it's
not
required,
but
no
I
mean
I
kind
of
say
that
tongue-in-cheek,
but
for
people
that
aren't
aware
like
it's,
okay,
it's
okay!
You
don't
you
don't
actually
have
to
do
that
and
for
other
people
in
the
company
make
sure
you
tell
them
to
yes.
B
C
B
C
B
C
This
one
is
gonna,
look
different
for
every
company,
but
you
got
to
understand
that
some
of
it
is
shifted
back
to
you,
but
some
of
it
is
sunk
costs
like
your
HVAC
is
probably
gonna
run
yeah.
You
might
spend
a
little
bit
more
on
it.
A
little
bit
more
energy
champa
also
have
to
think
about
what
you're,
saving
and
commute
that's
time
as
well
as
like.
Maybe
you
don't
even
need
a
vehicle
now
and
then
the
gas,
the
insurance
and
all
of
that
it's
a
balance.
C
And,
frankly,
if
that
doesn't
matter
at
all
to
you,
if
you
love
your
commute
or
your
commute
doesn't
bother,
you
just
keep
going
to
a
co-located
role.
There's
nothing
I
could
say
to
make
you
go
remote
if
it
doesn't
matter
to
you,
but
for
people
that
value
autonomy
and
flexibility
as
much
or
more
than
salary.
B
Totally
failure
that
this
is
something
that
I
wanted
to
ask
you
and
thank
you
John
for
asking
this
question
in
the
audience
interested
in
your
perspective
on
the
potential
downsides
of
remote
work.
How
you've
addressed
it?
Is
there
inherent
value
to
working
in
proximity?
My
follow-up
is
my
kind
of
more
dramatic
version
of
this
is
what
will
never
be
replaced
when
we
leave
the
office
forever.
C
Office
politics
happy
to
leave
behind
it's
like
what
are
the
downsides:
Ramon
yeah
there's
some
downsides.
It
might
be
isolating
at
first,
but
remember.
Work
from
home
and
remote
are
different,
so
you
can
get
unlaid
it
as
a
remote
worker.
We
have
people
that
get
land.
They
go
to
a
co-working
space
every
day
when
we're
not
in
the
middle
of
a
global
pandemic.
So
you
can
go
find
community.
It
just
might
not
be
with
the
people
right
beside
you.
C
The
big
thing
here
is
take
advantage
of
remote
yeah
if
you're
paying
an
exorbitant
amount
of
money
for
a
one-bedroom
apartment
in
Los
Angeles
to
work
on
note
from
that's,
probably
not
maximizing
remote.
What
you
should
do
is
move
further
away
from
the
headquarters
get
to
a
place
that
enables
you
to
live
a
much
better
lifestyle
unlock
your
imagination,
be
near
something
you
want
to
be
near.
That's
when
remote
starts
to
really
hit
home
from
people
like
don't
be
in
a
place.
You
don't
want
to
be
just
to
work
from
your
home.
B
C
B
This
is
kind
of
a
fun
random
one
hi
Amanda.
Thank
you
for
your
for
your
question.
I'm
kind
of
sifting
through
here
at
the
end,
what's
your
advice
for
for
college
students
right
now
who
are
thinking
about
getting
a
remote
job,
maybe
they're
finishing
their
classes
that
whole
demographic?
What's
what's
your
what's
your
student
advice,
if.
C
You
want
to
get
a
remote
job,
one
of
the
best
ways
to
do
it
is
to
take
a
co-located
role,
prove
yourself
in
the
role
and
then
propose
to
your
manager
that
one
of
the
perks
you
want
is
to
some
work
from
home
flexibility
or
she
will
vote
flexibility.
It's
really
difficult.
You
just
get
a
remote
job,
it's
a
lot
easier
to
get
a
co-located
one
and
then
work
your
way
into
remote.
C
So
don't
be
afraid
of
going
that
route,
secondarily,
don't
be
afraid
of
taking
a
freelance
gig,
freelance
gigs
are
much
more
amenable
to
remote.
My
remote
career
started
as
a
freelance
contributor
to
a
tiny
website
called
a
gadget.
It
eventually
became
one
of
the
world's
largest
and
I
was
the
managing
editor
there.
The
big
things
have
small
beginnings,
and
that
includes
remote.
B
Absolutely
I
love
that
and
I
think
I
think
that
that's
really
that's
really
crucial
all
right,
so
we
are
down
to
our
final
two
questions
just
to
let
the
audience
know,
while
you
are
still
with
us
I
do
want
you
to
know
that
if
you
scroll
through
the
slide,
oh
right
now,
you
can
find
out
all
the
con
information
for
myself
for
Darren.
We
would
both
love
to
keep
in
touch
continue.
The
conversation,
please
let
us
know
what
you
thought
about
this.
B
If
you've
learned
anything
actionable,
my
goal
with
every
presentation
is
always
to
make
you
laugh
to
make
you
feel
and
to
make
you
learn.
So
hopefully,
we've
managed
to
do
that
together
today
and
and
do
reach
out
to
both
Darren
and
I.
You
just
scroll
down
to
those
questions,
we're
down
there
at
the
bottom,
and
so
so.
Two
last
questions
here:
Darren
for
the
lightning
round.
How
do
you
integrate
new
hires
into
the
company?
Remember.
C
Onboarding
guide,
Google
get
lab
all
remote,
hiring
and
you'll
see
it
there.
We
we
hire
people
that
love
to
read.
I'll,
be
honest!
If
you
don't
love
to
read,
and
you
don't
like
to
document,
it's
gonna
be
a
little
bit
tougher,
but
we
have
people
that
opt
into
the
culture
here
so
makes
it
easier
for
us
I
really.
B
Like
that,
I
think
that's
a
great
answer
and
then
last
question
from
dr.
Tracy
Elizabeth
Teasley.
Thank
you
doctor.
What
advice
do
you
have
for
entrepreneurs
who
want
to
create
a
business
that
has
the
best
of
both
worlds,
face-to-face
and
virtual
now,
I,
don't
know
that
this
has
to
be
a
hybrid
model
necessary.
That's.
B
C
Should
form
an
all
remote
company
and
then
be
very
intentional
about
your
in-person
interactions,
so
a
good
lab,
we
get
the
entire
company
together
for
a
week,
long
excursion
every
single
year.
There's
an
opening
keynote
or
closing
keynote,
and
everything
in
between
is
just
excursions
where
people
get
to
be
together
and
bond
together.
Make
sure
that
we
have
user
events.
We
bring
as
many
people
as
we
can
that
are
geographically
located
nearby,
we're
very
intentional
about
getting
people
together.
C
Also,
there's
an
amazing
company
called
the
co
work
experience
they
design
excursions
for
small
and
mid-sized
teams
to
pick
a
different
city
to
do
some
team
building.
Some
team
bonding
have
a
lot
of
fun,
so
be
all
remote
at
your
core
and
then
plan
the
travel
into
what
people
really
look
forward
to
that.
Oh
I.
B
Think
that
I
think
that
is
absolutely
fantastic.
Darren
Wow,
your
insights
are
always
such
a
treat
I'm
going
to
give
you
an
opportunity.
Would
you
like
to
have
any
closing
remark?
Any
nugget
you
want
to
leave
the
audience
with
were.
According
to
my
tally,
we
are
65
No,
seventy
days
into
isolation,
her
network
from
home
forever
life.
What's
your
nugget
for
us?
What's
your
silver
bullet
unlock.
C
Your
imagination
you're
not
contained
where
you
are
after
coding.
What's
travel
restrictions
are
lifted,
think
about
where
you
want
to
live,
what
you
want
your
life
to
look
like
and
then
integrate
work
into
your
life,
not
the
other
way
around.
This
is
a
great
moment
in
time
too
great
privilege
to
do
something
like
that,
and
so
you
don't
have
to
stay.
Where
you
are
it's
it's
all
on
you
to
unlock
the
imagination.
The
world
is
your
oyster.
If
you
can
work
from
anywhere
so
take
advantage
of
it.
B
B
Well,
thank
you.
Darren
is
always
such
a
pleasure
to
share
time
with
you
and
for
those
of
you
in
the
audience.
If
you've
enjoyed
this
chat,
the
South
by
Southwest
team
has
been
generous
enough
to
invite
us
back
for
a
South
by
Southwest
connect.
If
you're
interested
in
a
more
intimate
roundtable
discussion,
that's
going
to
be
happening
next
week.
I
believe
in
that
is
the
top
question
right
now
in
the
slide.
Oh,
do
hit
up
that
URL
and
say
hi,
Darren
and
I
would
love
to
see
your
faces
this
time
around.
B
It
is
very
interesting
presenting
to
an
empty
room,
so
we
look
forward
to
to
seeing
you
at
our
roundtable
discussion.
Click
wrap
up
on
me
again.
My
name
is
Savannah
Peterson
I'm
at
savvy,
savvy
and
I'm
really
delighted.
This
is
the
formal
announcement
of
our
new
podcast.
That's
about
to
drop
called
nice
show
where
we
talk
to
you
about
nice
jobs
that
you
never
knew
about.
So
all
of
those
cool
hobbies
and
passions
that
you
have.
Perhaps
they
could
be
making
you
money
and
we're
trying
to
tell
the
feel
good
business
stories
during
this
chaos.
B
So
please
do
check
out
there's
a
link
to
sign
up
for
the
announcement
in
the
flat.
Oh
right
now,
I
would
love
to
have
you
on
the
show.
If
you
have
a
sweet
job,
we
are
here
to
showcase
all
of
the
super
cool
stories.
Nothing
is
too
weird
for
us
and,
quite
frankly,
we
are
all
stronger
together.
So
I
hope
that
you
reach
out
to
somebody
that
you
love
today
and
let
them
know
how
lovely
they
are
or
send
a
random
card
to
someone
to
brighten
their
day.
You
never
know
what
it
might
mean.
B
During
this
time
period
we've
had
the
pleasure
of
hearing
from
Darren
Murph
get
labs
head
of.
Thank
you
so
much
again
for
having
us
and
to
the
entire
team
at
South
by
Southwest
who's
been
helping
behind
the
scenes.
Y'all
have
been
so
fabulous.
My
name
is
Savannah
Peterson,
I,
hope
to
keep
in
touch
and
I'm
gonna
sign
off
now
and
send
it
back
to
KC
on
the
South
by
Southwest
team.
A
Hi
again,
everyone
thank
you
so
much
for
joining
us
and
special
thanks
to
Savannah
and
Darren
for
sharing
their
insights
on
the
future
of
remote
work.
If
you
would
like
the
opportunity
to
discuss
today's
topic
further
Savannah
and
Derek,
just
like
Savannah
mentioned,
please
fill
out
the
form
linked
and
slide.
A
Oh
also
note,
our
next
South
by
Southwest
virtual
session
will
take
place
next,
Tuesday
June,
2nd
with
celebrity
chef,
author
entrepreneur,
Rachael
Ray
and
food
writer,
Adam
Royals
in
the
meantime,
keep
up
with
us
on
social
media
at
SXSW,
subscribe
to
our
YouTube
channel
and
listen
to
our
South
by
Southwest
sessions,
podcasts
available
in
all
major
platforms.
Thank
you
again
for
watching,
and
we
hope
you
join
us
soon.