At workwork we know that to be an effective remote worker people need to have the right space to work in. Space that will allow you to work independently and collaborate with your team effectively and also tools that will ensure you stay connected and feel included.

We can help companies and clients with home office setup and recommend the best and most current tools to make the remote experience feel like you are physically in the office.


At workwork we know that despite the sophisticated connectivity options available these days, some candidates can be nervous about working remotely. We can help you to feel even more connected by providing you with a workwork community collaboration experience. So whether you are working a contract or permanent role you will have constant access to a community of like minded colleagues to talk to and share ideas with every day.

How to work remotely

In this day of advanced communication technology, professionals know that there is no real need to have your software people sitting in the office. In fact, studies show that people in certain knowledge industry roles tend to be more productive working from their own home office. They can still be available to collaborate at any time, and can even be on video if you wish. But they also get the time they need to really focus on the job at hand, while also enjoying a better work-life balance.

FAQ’s for hiring remote workers

As the demand for skilled software professionals increases, the talent pool in your geographical area is becoming smaller as you are competing for finite skillsets. If you want an ideal match of technology stack, industry and experience, removing geographical constraints is the best way to do this. Many workers want to be able to work remotely for personal reasons. Remote workers will leave existing roles to come join your company and you get an employee who can make an immediate impact to the team
Similar to geographic constraints experienced by employers seeking talent, employees can also be frustrated by the limited opportunities available in their area to grow or specialise. Additionally, commuting has become an ever increasing challenge with workers spending multiple hours a week commuting that they would prefer to spend on other activities. Workers do not want to be commuting long hours, they want to choose where they live and not be constrained by where to find work, they want to be as efficient with the use of their time as possible, and they are seeking ways to fulfil these desires through remote working opportunities
workwork defines flexi working as those who work in the office on certain days of the week or work to variable time schedules. Employees who travel to the office several times a week are geographically located employees so it does not resolve the constraints of a geographical talent pool. For remote employees, they are expected to be available during the same hours of operation as office based employees, not working to a flexible time schedule. workwork recommended best practice for remote workers is for them to operate full time roles with normal office hours but doing so at home
workwork have done a lot of peer research in the area of remote working and the general consensus is that the best fit are self starters with proven career experience who are looking for a better work life balance. Remote working employees who value work life balance often have social outlets outside of work such as family or time extensive hobbies and are comfortable working in physical isolation for long periods of time. workwork would not recommend remote working for graduates or those with limited work experience in an office and team based environment. With the advent of localised co-working spaces, there are opportunities for remote workers to operate in a group environment if desired but in an area that is convenient for them
The substantive research indicates that, depending on the type of role, remote workers can be significantly more productive than office based workers. Roles that require a lot of individual focus, concentration and limited context switching such as software development are particularly suited to remote working. Face to face time is important for any team but private, deep work involving complex problem solving is better suited to remote than in office
Remote workers are expected to be available on the agreed communication channels at all times during the working day except in the case of reasonable breaks such as lunch time. Employers should ensure that the expectations around communications are clearly set out and agreed in advance in the remote working policy. All communications where possible should be conducted via video. All remote workers are expected to have a suitable workspace that includes a desk, an ergonomic office chair, in a room that has a door they can close behind them. It should be noted that there are significant distractions in the office the same as at home. If desired, there are additional technologies that can be available of to get further insight into the presence of remote workers. This can be agreed between employers and remote working employees. workwork can provide further assistance on this if desired
This would have to be agreed with the individual candidates on a case by case basis but as a baseline, workwork recommends an initial on-site induction followed by scheduled meetups on a quarterly basis. Those that can be more flexible tend to be those that are within reasonable travel time to the office location and there is a risk of incurring geographic talent pool limitations the more on-site presence that is required
workwork only work with Irish and UK based candidates who operate in the same time zone as their employers. Employees are expected to be available during the same hours of operation as office based employees
Many managers have teams that are distributed throughout the office and who are not physically visible for large portions of the day. Others manage distributed teams where groups may also not be co-located together or complete virtual teams. These models have all proven successful for organisations and the usual communication tools used by companies for in office employees also apply for remote workers. workwork can provide further assistance on this if desired
If the organisation relies on more informal communications, then this can easily be replicated via instant messaging and one to one video calls. Management should ensure that there are sufficient team review meetings and retrospectives to allow remote workers contribute to the team on an on-going basis beyond specific work deliverables
HR departments typically tend to be sceptical towards new ways of working and they may need to be taken through the pros and cons of remote working. Evidence from competitors and similar industries can establish new ways of thinking to an organisation and there is a wealth of success stories and data available to back up the justification for remote working. The company should have a solid remote working policy in place before hiring any remote workers. This should be agreed with all remote working employees as part of contract signing. workwork can help you to prepare a suitable remote working strategy and assist the HR team if required
Remote workers should be held accountable for work deliverables the same as any office based employee. The normal mechanisms for distributing, agreeing and reviewing work such as team stand-ups, project meetings and workflow management tools are all accessible for remote workers to both attend the sessions via video calls and have access to all the management applications used by the team and the company
At its most basic level, the remote worker needs secure access to the corporate network via VPN and many organisations will already have this in place to support offsite work. For communications over voice and/or video, there are a large range of paid and free software applications that companies can avail of inexpensively. Employers should encourage the use of video chat and video conferencing as much as possible so it may be necessary to invest in some inexpensive meeting room equipment such as a large screen and a video/mic set up. Most software companies will already be using workflow management applications, private IM and group chat features that all assist in communications collaboration. workwork can provide consultancy advice on how best to implement this set up if required


Do you have a hardware or software  product that is best in class for use in Home Office by IT workers. If so, we would like to talk to you about offering your products to our workers in a unique custom package.

Next Steps...

Whether you are looking to hire or be hired,  call or email us - we'd love to discuss your unique needs and circumstances and come up with solutions for you.