Remote Culture Work That Feels Personal

Let’s be honest—remote culture can be tricky. It’s one thing to get the work done. It’s another to make people feel connected while doing it. That’s where you come in. If you care about organizational culture, if you notice the little stuff most people miss—body language on Zoom, how someone reacts to a Slack message, why team vibes shift after a big meeting—you’re going to love this role. You're not here to write policies. You’re here to shape how people show up, interact, lead, and grow in a fully remote workplace.

What Your Day Might Look Like

There’s no playbook for this. But here's a sneak peek:

• You’re hopping into a 1:1 with a new manager who’s struggling to build trust across time zones.
• Later, you’re hosting a workshop on feedback styles that actually lands—with laughter and "aha" moments.
• By afternoon, you’re working with ops to shape a culture dashboard. Not vanity metrics, but real stuff: belonging, burnout, behavior.
• And yep, you’re reviewing a team pulse survey. Spotting patterns. Asking the hard questions.

Some days are strategic. Some are people-first. Most are both. And they all matter.

What You’ll Be Driving (And Why It Matters)

We’re not interested in culture theater. You won’t be planning pizza parties (unless they’re virtual and awesome). You’ll be doing real work that shapes how people feel at work. Here's what you'll help us build, fix, and grow:

1. Culture Strategy That Works

You’ll create frameworks that help our people thrive—no fluff, no buzzwords.

• Map out cultural strengths and gaps
• Design intentional rituals for connection and recognition
• Help leaders lead with empathy and clarity

Think of it like creating the invisible scaffolding that holds our company together.

2. Remote Leadership Support

Let’s face it: leading remotely is a different ballgame. You’ll coach, guide, and sometimes challenge managers to show up better.

• 1:1 culture coaching for people managers
• Feedback design and delivery techniques
• Crisis conversations (they happen—and we handle them with care)

3. Data That Feels Human

Surveys matter. But so do Slack threads, Zoom chats, and offhand comments. You’ll bring all that together into insights that actually help.

• Run engagement and DEI pulse checks
• Spot early signs of disconnection or burnout
• Share stories with data, not just charts

4. Culture Operations

Yep, there’s admin work. But it’s the kind that lets people do their best work without friction.

• Onboarding flow that makes new hires feel seen
• Exit interviews that go deeper than "Why are you leaving?"
• Culture artifacts that tell our story (without sounding like a pitch deck)

You’ll Thrive Here If...

Let’s cut to it. This isn’t for everyone. But if you nod along to this list, we might just click:

• You read the room. Even when the room is a Brady Bunch grid of Zoom faces.
• You love patterns. And people. And people patterns.
• You’ve been through the messy middle. Maybe you helped a startup go from 20 to 200. Maybe you saw what happens when culture gets left behind.
• You don’t sugarcoat. You speak plainly, kindly, and with purpose.
• You believe in impact over optics. The quiet fix is sometimes the biggest win.

A Quick Story From Our Side

Last month, a team lead noticed their weekly check-ins felt "off." People were distracted. One person hadn’t spoken up in weeks. Instead of letting it slide, they reached out. We hopped on a quick call. They shared their screen. We looked at past meeting notes, then rewrote the check-in structure together—adding space for personal wins, a two-minute "hot seat" question, and a rotating host. Two weeks later? That quiet team member led the next call. That’s culture in motion.

Stuff We Think You’ll Need (And Some We Hope You Have)

Let’s be real. There’s no perfect checklist for this. But here’s what would set you up to succeed:

• Experience in organizational development, HR strategy, or culture consulting (especially with remote/hybrid teams)
• A track record of designing programs that move the needle on things like engagement, DEI, trust, and team dynamics
• Comfort with both qualitative and quantitative insights (and knowing when each one matters more)
• You’ve worked across different cultures, time zones, and communication styles
• You know how to get buy-in—not just with slides, but with stories

Bonus points if you’ve:

• Built out manager development programs
• Created async-first communication strategies
• Led through a re-org or high-growth stretch

How We Work as a Team

We're a tight, remote-first crew who care deeply about how work feels. That means:

• Weekly team huddles (with music and memes, always)
• Open Slack culture (yes, even pet photos welcome)
• Annual remote retreats—not just for strategy, but for soul
• A no-ego, ask-questions, give-feedback culture

Remote work can be isolating. We fight that with clarity, connection, and care.

What’s in It for You

Besides the usual stuff (we’ll list it in a second), you’ll have a say in how this role evolves. This isn’t a cog-in-the-machine gig. You’ll influence the rhythm, language, and emotion of our entire organization.

Compensation & Benefits

• $176,000 USD annually
• Fully remote (anywhere your Wi-Fi works)
• Flexible hours (we care more about output than time zones)
• Generous paid time off
• Wellness and learning stipends
• Tech setup of your choice
• No Sunday Scaries: We respect boundaries, always

A Final Word (And It’s from the Heart)

If you’ve read this far, maybe something sparked. Maybe you’ve felt the pain of poor communication. Maybe you’ve seen how one great question can shift a team dynamic. Maybe you’re just tired of surface-level culture work. Whatever brought you here—we’re glad it did. This role is about people. About the possibility. About shaping a better way to work, from wherever you are. So, let’s build something that lasts. Something human. Something real. Ready?