Remotive’s Post

💼 Flexibility over finances? 70% of tech professionals would trade salary for more remote work options. Find out what's shifting in the tech job market and what it means for you. Download the 2024 Salary Guide now: https://lnkd.in/ebhVWqs6 #RemoteWork #FlexibilityFirst #TechJobs #SalarySacrifice

🌏 Did you know that Plane offers a *free* Remote Compensation Tool? Our global database lets you search for #remote salary ranges by country and role and is designed for both employers and remote workers. Exploring which countries you want to hire in? See a comparison with other countries in nearby timezones with similar salaries and employment costs. Are you a #remoteworker? See how your salary compares to other salaries for that role in your country (and if it’s time to ask for a raise). You can also see what salaries companies like Buffer offer for certain roles. ➡ Learn more at https://lnkd.in/gSxJz43J #remotework #remotecompensation

🌏 Did you know that Plane offers a *free* Remote Compensation Tool? Our global database lets you search for #remote salary ranges by country and role and is designed for both employers and remote workers. Exploring which countries you want to hire in? See a comparison with other countries in nearby timezones with similar salaries and employment costs. Are you a #remoteworker? Check out how your salary compares to other salaries for that role in your country (and if it’s time to ask for a raise 💰). You can also see what salaries companies like Buffer offer for certain roles. ➡ Learn more at https://lnkd.in/gSxJz43J #remotework #remotecompensation

What should employers do about salary differentials for out-of-state remote workers? Here’s our take: You’re paying for the work that is being done, not the location. When you’re open about salary on the front end, you’re more likely to get the right candidates whose expectations fall in line with your range. Whether your remote workers are based in a rural area or city, they deserve to be paid equitably for the work they’re doing. #RemoteWork #PayEquity

🧑🏻💻 When crafting your remote compensation policy, you'll want to consider three main areas: - ⚖️ your company's values - 💰 your company's finances - 📜 legal requirements The best #remotecompensation policy for your company will occupy the intersection of these three areas. In our remote salary guide, we chatted with #remotework experts about what to consider when it comes to these factors, and we also went into the nitty gritty of other considerations like: - How do you benchmark data for remote roles? - How do you figure out salary data for roles where there's no data? - What about stock options? 👉 Learn more in our remote salary guide: https://lnkd.in/gjgm8AdU #remotesalary #salarybenchmark

Hey All, Just a reminder “remote” does not mean “can work from anywhere” it means “does not need to report to office” and many cases companies, especially smaller ones, only have a payroll center entity within 1 state. Double and triple check job description listings to ensure to what jurisdiction of remote work is available

Hey All, Just a reminder “remote” does not mean “can work from anywhere” it means “does not need to report to office” and many cases companies, especially smaller ones, only have a payroll center entity within 1 state. Double and triple check job description listings to ensure to what jurisdiction of remote work is available

No surprise here. The biggest benefits of remote work (or "smart-working" as it is called here in Italy) are also the biggest risks. Not having to commute to the office and saving on travel costs is a huge savings for an employee... so why should the company compensate you for the gas you are not using? Not physically in the office when you slip and fall? Why pay for insurance coverage? If you take a long term vision, remote workers are slated to become second class employees. We are already seeing this when layoffs come around, next will be pay scale differentiation. You can't have your cake and eat it too. #remotework #smartworking #thinkahead #backtotheoffice https://lnkd.in/dt9yit4n

Remote work has transformed our living choices, compensation structures, and societal norms. Explore the impact on the economy with the latest insights from the Today at Work Report. 📰 Download the report here: [Link to Today at Work Report] #Remote #work #compensation

It's been really interesting to see the evolution of remote working since COVID, only to see firms reverse their stance on this and require employees to be in office 5 days a week, now more than ever. Getting back to speaking to candidates every day and getting to grips with what they value more has been interesting; Money vs Flexibility? Typically, the younger demographic prefer in office and will sacrifice flexibility for earnings, makes sense if you're starting off your career, be surrounded by people who know their trade, learn and earn. As of Jan 2024, 29% of all paid workdays were still worked from home. The reality is, if firms are 5 days in office, they're just going to have to pay more - ironically, to "incentivize" employees to rock up to the office every day of the week. This is probably why Big Tech did so well during the pandemic, higher salaries/stock packages, fully remote - it left financial services firms having to play catch up and compete more than they ever have financially. I do believe that firms who are in office 5 days a week have to sell their value proposition/USP harder to attain and retain the best talent. Curious to see how this plays out this year and to hear your thoughts... https://lnkd.in/gZUxs3ei