IRL+

This is The Nonlinear Project, a newsletter featuring hand-curated remote roles, interviews with hiring managers, career tips on getting ahead & being productive, and thoughts on the future of work. Many roles in the round up aren’t featured on other job boards. If you enjoy the content, please give it a like and share it with friends.


Putting out content is hard. Doing so when you have a full-time job is very hard. I’ve struggled to get out an edition of the newsletter out over the past couple months as I got my feet under me in a new role. But The Nonlinear Project is still here.

In my current role, we’ve talked about connecting with others, external to the company, who can help us level-up. And so I intend to feature interviews with interesting people, at mostly remote companies, who can help me, and hopefully you, level-up, get better at work, navigate the macro uncertainty of your career, and the micro uncertainty of day-to-day decisions.

The next edition of this newsletter will feature an interview with Kevan Lee, formerly VP Marketing at Buffer, and who is now at Polly.


IRL+

I’m reading INSPIRED by Marty Cagan and I came across this line:

"All other things being equal, a co-located team is going to substantially outperform a dispersed team. That's just the way it is.”

I suspect this view to is going to become more popular as we head back to normal, post-Covid life.

While I don’t believe that remote work is infallible, I think the question is really about trade-offs, not absolutes.

Some thoughts on this view:

  • If we’re working 50-60+ hours per week, another 5-10 hours is time that could be used more effectively. Startups are about speed, so more time equals longer runway. That commute time also cuts into time that employees could be using to exercise. Employees that spend more time working out are probably more productive, which contributes to the long-term success of the company.

  • Remote offers the possibility of designing work environments that get the best out of multiple personality types. e.g. introverts can turn off their camera during a meeting and feel more engaged.

The goal for most startups is acquisition or IPO. I think the question is which approach, in-office or remote, helps you get to that goal more efficiently? To me, more time and the possibility of work environments that get the best out of different personality types tilts the advantage towards remote.

Both of these points for remote work are examples of how remote can be better than real life. How it can be what Phil Libin, Co-Founder and CEO of mmhmm, calls IRL+.


Thoughts on leading

I’m a first time manager at Shakepay. I lead our small but growing Comms team and my overarching goal is to develop organic digital content strategies that help move our customers, and folks hanging on the periphery, closer to the brand.

One of the things that I’ve been thinking about over the past few months is how to lead within a company that’s growing, and changing, quickly. Leading within a company breaks down to two different things, in my mind:

  • How do you motivate, inspire, and get the best out of the people that you oversee?

  • How can you affect change across the organization?

These are some own incomplete thoughts, inspired by High Output Management and some other readings:

How to get the best out of your team:

  • My approach to this question is servant leadership. When someone joins my team the first thing I like to tell them is that I’m invested in their success beyond the role that they’re in now. My goal is to try to find ways to make them better.

Affecting change across the org:

  • This, to me, is the area that seems much more difficult. Part of this is in investing in relationships. Admittedly much more difficult in a remote work environment but I think it’s important to schedule time with people from across the company regularly. Get face time with as many people as you can. Build relationships.

  • Build social capital.

  • Get early wins.

  • Tell the story of your wins but also what you’re learning.


The Job Board

This is the best remote job round-up you’re going to find. What you’re looking at when you click the Notion link is a cohort of companies that recently raised Venture Capital and some of the most recent openings made public by those companies. No one is paying for these jobs to be here. They aren’t thoughtlessly aggregated from other job boards. When I had been looking for a role, this is the job round up that I wish existed. Job board with 138+ remote roles.


Links

Unplanned time, or slack, as catalytic ingredient for change and reinvention.

From Web 2.0 to Web 3.0: “For the first time, we have the reason and the ability to tear down the feudal castles that control our online experience.” 

“[S]ocial media is just one piece of an interconnected game that spans online and offline spaces. The way you play in one area unlocks opportunities in others. Sharing ideas on Twitter might get you invited to a Discord, your participation in that Discord might get you invited to work on a new project, and that new project might make you rich.”

The pandemic has made a strong professional network more important than ever.

“[I]t's about identifying what comes most naturally to you, and then capitalizing on that, rather than identifying what has come naturally to other people, and trying to teach yourself those skills in order to mimic and recreate their genius. 

“Questions are your best weapon against inertia.”


Who am I?

I lead Comms at Shakepay. We’re a platform for Canadians to buy and sell Bitcoin. We recently passed 600k customers and $3B in lifetime transaction volume. The Comms team is expanding and I’m hiring a Copywriter and Comms Manager, Twitter. Both roles are open to remote within Canada.

Chris

Twitter, Linkedin, Slack

Feedback

Like this newsletter? Click the heart icon.

Back from a hiatus (+181 remote roles)

This is The Nonlinear Project, a newsletter featuring hand-curated remote roles, interviews with hiring managers, career tips, and thoughts on the future of work. Nearly all roles on the job board are from companies that have recently raised Venture Capital. If you enjoy the content, please give it a like and share it with friends.


Back from a hiatus

The newsletter is back from hiatus. Thanks for being here!

Back story: I landed a new role and I’ve been getting up to speed. I’m now leading Comms at Shakepay, a platform for Canadians to buy and sell Bitcoin, as well as Ethereum. I’m hiring a Social Media Manager and there’s many open roles across the company (remote across Canada).

Moving forward: I think it’s time for a schedule that you can rely on. Moving forward, you can expect to see this newsletter once a month in your inbox. You’ll receive it the first Sunday of the month. The next one will be April 4th.

Between editions, we’ll have a community call for members where we’ll talk career tips, connect, and run some Q&As. I’ll run these on Icebreaker because of the collaborative format. The first one will be Saturday March 20th at 12pm EST. Spaces might get capped, so it’s a first-come-first-served situation. If you’re interested in joining, drop your email and a short bio here (open to members).

Questions or comments about any of this? Shoot me an email.


One the things that I’m interested in, as it relates to work and the pandemic, is how things are changing. What are we losing? What’s filling that space? Who is deciding on what’s filling that space? What forces are shaping our work and personal lives?

On the things we’re losing front, participation in the labour force from people with disabilities as a result of the pandemic and an entire category of relationships, acquaintances.

On the things we’re gaining front, wellness apps and Google Street View.

The handful of people that I check-in on from time to time on Twitter who talk about working from home always seem to describe it as a panacea. As an elixir to the problems of office life. As an attainable utopia.

The reality seems much more complicated and nuanced.

About mid-way through that NYT piece on how people with disabilities have been disproportionately impacted by the pandemic, there’s this paragraph:

“Disabled people have been asking to work from home, and it was always no, absolutely not,” she said. “Now that it’s for everybody, it’s OK. You know how many times I’d say, ‘Could I do this meeting on Zoom so I don’t have to find transportation all the way across town?’ and they’d say no?”

It’s heartbreaking that we couldn’t make those types of accommodations before the pandemic.

There’s probably more room now, more so than in the past, for the individual, to crave out professional and personal spaces that work for them.

I’m optimistic that our work and our relationships are changing for the better. But it’s still messy. And that space, that room that currently exists, might not, probably won’t, exist forever.


The Job Board

With over 2k of you on the general list, I just wanted to say something about the job round up.

When I had been looking for a role, this is the job round up that I wish existed. Nearly every company on this list has raised Venture Capital recently. No one is paying for these jobs to be here. They aren’t thoughtlessly aggregated from other job boards. Pound for pound what you’re looking at when you click the Notion link is a cohort of companies that has raised capital very recently to hire and expand, and some of the most recent openings made public by those companies. If you’re interested in working at startup and working remotely, there isn’t a more timely or relevant round up that I’ve found.

Job board.


Q&A: Brady Stevenson, Senior Recruiting Manager, Virta Health

Did this Q&A a little while back. These Q&As are a great opportunity to learn a bit more about how companies that are hiring remotely think about the interview process and what success looks like. Hopefully it can help you craft a stronger pitch when applying or learn which companies you would be a stronger fit at.

Being remote sometimes means different things to different companies. What does being remote mean for Virta Health?

Remote work is part of our company DNA; we’ve had remote employees since the company was <10 people. For us, being remote signifies that you can make an impact and contribute to the Virta mission--to reverse type 2 diabetes in 100 million people--from wherever you are. 

The power to create immense value, regardless of physical location, is apparent every day when serving our patients. Our groundbreaking type 2 diabetes reversal treatment has been delivered virtually since day 1, and the remote care model is a big part of what makes our treatment so successful in serving patients in all 50 states. We are no stranger to creating connections and enabling productivity through a screen on a device! 

In fact, since we serve customers and patients across the country, it’s often even more important to look to remote workers who can help us connect with and better serve those who live in regions outside our physical offices. Of course, the COVID-19 pandemic has greatly broadened the swath of employees that work remotely, and we’re continuing to find ways to create the most supported, enjoyable work experience for both our temporary and permanent remote employees. For instance, to continue facilitating connection across time zones, our fantastic People team has created a variety of events, from a virtual 3-day offsite to Zoom happy hours and morning coffee meet-ups. We’ve also banned meetings outside standard business hours on either coast. These are the types of practices that foster a really strong remote company culture, and are ones that we plan to foster even after the pandemic.  

What does a stand out candidate during the application process look like? What most impresses you about a prospective hire?

Generally, we value skills more than pedigree, and our skills-based interview process is designed to bring that to the forefront. We also value candidates with diverse backgrounds, and it stands out when applicants can show how their experiences translate to the skills of the role.Also, Virtans on the whole are really passionate about what they do. We value the importance of working for a mission-driven company that saves lives and is fundamentally changing healthcare. When a candidate shares that same excitement, it gets us excited. It shows they’re motivated to make a big impact at Virta.

What are some common traits amongst the most successful candidates after you've hired them?

Our most successful hires exemplify our core values, which can be found on our Careers Page. These aren’t just marketing materials -- they truly guide our behaviors and help us make key business decisions. Although all of our values are important, if I had to choose one, “People First” stands out most. It means we take care of ourselves, our peers, and our patients equally.

Virta Health just raised a round of capital. What types of roles do think you’ll be looking to fill over the next 6-12 months as a result of that capital raise?

Our most recent fundraise will fuel growth in all areas of the business, and help bring Virta’s transformative diabetes reversal treatment to even more people. As such, we’re growing teams across the board! 

Coming up, there will definitely be a focus on hiring for technical roles within our Software Engineering, Data Science & Analytics, and Product teams. Our Commercial team will also need to grow considerably as we accelerate our Sales, Marketing, and Customer Success efforts. And last but not least, our Clinical Operations team, composed of Health Coaches and Enrollment Advisors, is also expanding to keep up with our growing patient panel.

What do unsuccessful candidates didn’t make it past the initial resume screen have in common?

Typically, if a candidate doesn’t make it past the resume screen, it means they were not able to show how their skills translate to the duties and level of the role they are applying for. Including a cover letter or tailoring your resume to the specific role you’re applying to is always advised.

Same question but for the interview process. What do unsuccessful candidates that didn’t make it past the interview process have in common?

Our interview process is designed to evaluate a candidate’s skills relative to the most important skills of the role, so if a candidate didn’t get the job it usually means they a.) don’t have the most important skills for the role to the degree we need or b.) weren’t able to communicate them to us in a way we could understand. Communication skills are really important when trying to explain complex topics in a short time frame, so we always encourage candidates to practice behavioral interview questions at home so they are prepared to talk about their experience. 

Offering stock options cross border is often difficult because of local regulations. Does the company offer stock options to remote employees? And if not, is it that web of local regulations that’s holding the company back?

Yes, we offer stock options to every full-time employee at Virta, regardless of where they are located. Stock options are an important part of working at a startup as it aligns the success of the company with that of the employee.

What timezones/geographies do you hire in?

We hire in the United States, in all time zones--come join us!


Some questions for you, dear reader:

  • What have you found to be effective at becoming someone influential with your organization?

  • How do we think about building the political capital required to bring your ideas to fruition?

  • If you feel even mostly adept at this skill, how did you learn it? What tips do you have for others to improve?


Links: No one knows when to keep talking or stop. From The NYT: “Disabled people have been asking to work from home, and it was always no, absolutely not,” she said. “Now that it’s for everybody, it’s OK.” Lockdown is making people love Google Street ViewAcquaintances are a casualty of the pandemic. The rise of wellness apps.


Chris

Like this newsletter? Click the heart icon.

The great wealth transfer expected by 2030

+ 198 Open Remote Roles

This is The Nonlinear Project, a newsletter featuring hand-curated remote roles, interviews with hiring managers, career tips, and thoughts on the future of work. Many roles in the round up aren’t featured on other job boards. If you enjoy the content, please give it a like and share it with friends. If you are interested in being a part of our community, I’d love to have you join the membership.


This newsletter is brought to you by me, Chris DeLuca.

I’m in need of a haircut and wondering if it’s wise to travel, even if by car, to a small family gathering for Christmas. I’m tired of Covid and I can’t be bothered to properly capitalize its name or include the hyphenated numerical suffix.

I briefly thought about letting my Spotify membership lapse but then they released Spotify Wrapped, a personalized end of year list with your most played music, and I was lured to stay and learn things about my myself, things I, admittedly, already knew.

If you’re looking to glean something new about the person that puts together these emails, you can listen to my most played song of 2020 while you read on or skim through.


The great wealth transfer

If you’re like me, and you’ve found gratification—bordering on addiction—in an endless stream of TikTok videos, you’ve probably come across a range of socialist/anti-capitalist memes. 

For a while, I’m not exactly sure how long, I’ve realized, probably like you, that there’s greater appetite amongst Millennials, compared to previous generations, for wholesale systemic change. This is not a comment on the merit of that appetite, only that it exists. That AOC is on the cover of Vanity Fair. That there’s something in the zeitgeist.

I’ve also known for a while, probably like you, that baby boomers (hi mom & dad!), have been able to amass vast amounts of wealth. “Adjusted for inflation, the median American household 55 and over has gotten richer since the end of the 1980s, […] while typical households in younger age groups have gotten poorer in the last three decades,” according this Bloomberg piece.

What I hadn't fully considered is how these two things might play off of and inform each other.  

Anyways, this piece from the NYTimes makes mention of a pretty significant event that's going to happen over the next decade: by 2030, we're expected to see the largest wealth transfer in history, from The Silent Generation and Baby Boomers to their Millennial heirs, totalling $30tr. A three, followed by 13 zeros.

That seems like a pretty big event that's going to reshape how an entire generation thinks about work and their place in the world. 

Will Millennials who inherit large sums be motivated to drop out of the workforce and make things on their own? Will the newfound financial security, for many, provide a level of confidence and zen when dealing with office politics? 

At the same time, not all Millennials will have families with wealth to transfer. How will witnessing peers, colleagues, and friends inherit large sums affect their approach to work? How will this event affect a growing movement toward universal basic income (UBI)?

What I think is interesting is that we won't have to wait until 2030; it won't happen all at once on January 1st, 2030. It'll happen slowly, over the next decade. Attitudes will start to change. And, a potential generational rift, in how we think about work, and our place in the world, could emerge. 


Community Q&As

This past Friday, December 4th, I spoke with Gabe Grayum in the #community Slack channel about his career and working remotely. Gabe is a Product Designer with EverTrue. Gabe talked about how he sees the difference between the UI/UX Designer role and the Product Designer role.

UX Strategy is a very senior role some companies use. For me the distinction is maybe that Product design is more aware of product thinking, KPI's, etc, and UX is more about the customer journey. Many companies just use product designer as a replacement for UI designer today, which I'm not happy about.

He also mentioned a common theme that he saw in roles when he was looking for a new one: the lack of strategic thinking involved.

A lot of the jobs I encountered in my search were just looking for someone to make an interface look pretty.

Gabe also touched on how the term “remote-friendly” can mean many different things, which I think is really interesting because the term is used so frequently and there’s no common definition of what’s meant, other than the company isn’t “remote-first.”

'Remote friendly' can mean a lot of different things, but if the company isn't dedicated to remote (as opposed to tolerant of it), it's probably going to be a struggle.

Gabe is a member of the community and landed his current role after connecting with another member, who also works at EverTrue.

I think these Q&As can help connect people together, reveal common pain points in the remote career journey, and, obviously, help everyone build connections at companies that hire remotely.

EverTrue currently has roles open for a Senior Back End Engineer, a VP of Engineering, and in Dev Ops. They'll also probably have Front End and Back End Engineering roles open in Q1, according to Gabe.

Next up, Brian John, Full Stack Engineer at BetterUp, on Friday, December 11th at 3pm EST.

I’ll look to schedule one more Q&A, for Friday, December 18th, before taking a break for a couple weeks for the holidays.


Some questions for you, dear reader:

  • To what extent does your role involve strategic thinking? If you’re in a role where you’re thinking strategically, how’d you get there? Have you made the jump into a role that requires strategic thinking while working remote?

  • How would you define your company’s culture? If your company talks publicly about its culture, to what extent is their alignment with your lived experience? Do you think culture matters?


Housekeeping:

  • Our email career crash course is off and running. It started as a group session and we’ve since broken off and I’m scheduling 1-on-1 sessions with a handful of people. Goal is to land interviews, grow your network, and, maybe, land you a new role. Louis Valenzuela, a UK-based Content Strategist turned Product Designer with experience at companies like BBC Worldwide, Bloomberg Media, SoundCloud, and Tesco, is going to be joining our cold email career crash course (that’s a mouthful) to specifically help designers. If you’re a member and you’re looking for design roles, Louis is here to help. Welcome, Louis!

  • Knowledge base. I’ve been gathering resources that I’ve been sharing and centralizing on this knowledge base. This is very incomplete. But if you’re looking for something this will be the best place for you to find it. I’ll continue to add resources weekly and update you when there’s new things that are added. At the moment, this is available for members.

  • Book section: the knowledge base contains a book section. There is a canon of books that are widely read amongst founders and people in tech. When I was working on PD Reporter, I would often ask founders for their top book recommendations, and the same ones would come up, again and again. Being at least familiar with the broad themes of these texts could help you differentiate yourself in the job interview. You can currently go through the notes that I put together for Zero to One, a widely referenced book for pre-product/market fit startups. More to come.


Links: Remote work might have visible, long-term effects on our mental and physical wellbeing—one projection of what the average remote worker might look like in 25 years. An a16z podcast on Food as Medicine; key takeaway: “eating healthier makes you healthier, even if you start out sick.” Landing 4 product manager job offers after one month of cold emailing; the email career crash course is driven by this idea: “The online application is a hopeless blackhole that you will likely NOT hear back from.” Gumroad announced that it’s paying its staff the same, no matter where they live. Reddit made a similar announcement recently, with comp tied to the salary ranges of high-cost areas like SF or NYC. This seems to be a growing trend—one that I’m likely to write about in the future—and I’d expect more companies to follow; plan accordingly. Finally, the Job board*.

*note: I put a lot of time into hand-curating a selection of remote openings from companies that have recently raised capital; the majority of openings are from companies that have raised capital in the past week. You’ll get that list when you sign up to receive the free email newsletter. For this recent round up (December 8th, 2020), you’ll receive it in the welcome email.


In health & increasing amounts of daylight,

Chris ️// tw

Like this newsletter? Click the heart icon.

Loading more posts…