Comment by 0xB31B1B

I’m a CTO at a small startup, not forcing RTO on anyone BUT the vibe I get in my peer group is that managers don’t know how to manage remote teams, don’t want to do real performance management, and they personally have some loneliness issues they solve by working from the office. I work from an office with my cofounder 1 day/week, and it has been great for my mental health to leave my living room. I think broadly speaking that the path of building and managing a remote team successfully is different than in person in that (1) it should be more transactional, less relationship based, and you should be more comfortable and active in routinely cutting the bottom performers. Remote work does genuinely change the labor relation to be a step or two closer to the contractor model (extremely transactional and performance based, not culture/family etc). Remote work gives power to capital/management and it seems like most managers who graduated Stanford/MIT and learned to run teams in a zero interest rate env are not comfortable exercising this power on behalf of the companies they represent. (2) Managers should be hiring in low cost areas, you don’t need a team in NYC/SFBA for most things. There are great engineers in Latam. You can find very committed senior talent in latam for 120-160k, the US equivalent would be 180-250k, and the latam folks are less likely to job hop or negotiate a higher comp in month 12. (3) a lot of senior leaders don’t want to learn a new playbook (remote management). They have a playbook that worked, they used it for 10-15 years, and they want to turn the clock back to that time. Even if 30% of senior leaders at a company feel this way, that’s usually enough to “roll back” to how things were. The remote enthusiasts who haven’t taken on the new management style whole hog don’t have any wins to show, so the revanchist old managers are winning the hearts and minds of CEOs. The companies who mastered remote and learned how to do it right aren’t doing RTO BUT remote done right definitely is not paying a globally average Bay Area engineer locally competitive salaries for globally average work.