@dwr
In my experience, best practices for strong remote cultures:
1. Works way better for high % of employees as eng / design; very hard to build strong ops culture remote
2. Hire few people, minimize timezone span
3. Hire more senior people (if possible), senior people are less likely to view "work as social life"; nothing wrong with wanting that (I met my future wife at work many jobs ago), but extremely hard to deliver on that in a fully remote culture
4. Short, daily stand up on Slack Huddle to sync everyone
5. Disciplined use of tools like Slack, default nearly any conversation to open by using a post in a channel + discussion in thread
6. Onsite / in-person 2-3x a year
To be clear, you won't get the same type of culture that you would get from an in-person startup in SF (when it goes right it's pretty magical) but you can still get something great AND you can hire from a wider pool of talented people that don't want to live in SF.
* ymmv and you should ask Merkle folks if they think the culture is "strong"
https://x.com/lucacseth/status/1966227627234271631
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