Linda Biggs

At Float, we've always been remote. Here's how we support our team to live their best work life working remotely and async.

Trust starts in the recruitment process, which is why we're open about salary and benefits from the get-go.

By the eighth week of onboarding, we see team members settled and confident enough to ask questions, make suggestions, and show their personality on Slack—a people ops dream!

One of the biggest pitfalls I see with remote work is not committing to it in culture and leadership processes. Effective remote work is built on trust and boundaries.

At Float, our term for a good value add is "hell yes." It's one of the main things we look for in our hiring process.

Cover letters are popular, but are they truly valuable for hiring? We think not.

Our hiring process has enabled us to find great team members while respecting every candidate’s time. But we're not resting on our laurels.

Our commitment to transparency and open communication extends beyond just our hiring process. Here's why we've decided to make the Float Handbook public.