The biggest take away I would like to impart is that a good interviewer is looking for a “signal” of a good hire, not the “answer” to an arbitrary problem. If you can learn to identify which signals they are not looking for, you can focus your time on the right things.
This kind of flexibility to pursue ambitious professional goals without sacrificing family and a personal life makes it easy to understand why people feel fulfilled in a remote-first environment. It also has the potential to promote greater gender equality in the workplace.
…interaction to create weak connections and low employee retention rates. We see the exact opposite. In our company, only three people have left the team voluntarily in the last five years, a retention rate of over 93%. In the tech sector, 50%+ retention rate is considered good. 93% is almost unheard of.