I saw an unexpected jump in the spectrum of employers asking for remote truss designers this year. In 2015–16, some of the big companies were looking for remote designers, but not many smaller companies. Smaller clients didn’t feel that they had the resources to manage the process and generally didn’t trust the concept. Clearly, something has changed now.
In addition, candidate demand for remote truss design jobs has skyrocketed when compared to 2016. For every 20 designers in our network, maybe one is looking for an in-house job as their first choice. Most are looking to leave the formal office environment and move to the sanctuary of a home office. Maybe it’s to dictate their own schedules and environment, or maybe they are just tired of the office politics and want something different. Most new to remote design are chasing the dream, but are not necessarily prepared. They hope it will be their ideal job, but few have researched the downsides to flying solo. Ask any remote designer if their expectations changed after the first year!
Once out in the remote workforce, many are finding the lure of working from home isn’t what they thought it would be. As a 25-year veteran of working remotely, no matter how great the idea is, you are isolated. Also, pressures from outside of work are harder to manage. You are one door knock or call away from your fourth grader wanting a snack after school, help with homework, or a buddy wanting to go fishing. It’s not as easy as putting a sign on the door saying, I Am at Work – Leave Me Alone! The biggest issue I hear from candidates and employers is keeping consistent business hours. Remote doesn’t mean unplugged. The company schedule doesn’t change for you and flex hours only go so far when the design manager or a customer needs help with a problem.
Remote designers are now being compensated the same way as their in-office counterparts.
Internal employees are getting more, which means better compensation to stay put!
Employers know their pool of problem solvers and future managers lies within.
There is a concern that some remote designers will fall into the trap of employers only looking for peak season help. Many promise full time employment in April and May, only to drop remote designers during the slow months. They may hope for 12 months of work when they hire you, but who will they cut when things slow down? JobLine avoids those employers unless we specifically state the job will be seasonal.
One of the tell-tale signs of a non-committal employer is wanting to pay remote designers as a subcontractor or “1099” contractor. In this instance, you are really flying solo, paying your own taxes and paying for individual health insurance. No paid PTO, no paid sick leave, no paid vacation, and no 401k. But the good news is that most reputable employers are hiring remote designers as full-time employees and paying hourly plus overtime. Even so, 1099 is the only way to go for designers who want to serve multiple masters (clients).
Most important is compensation format. Some companies devise complicated metrics to measure output, while most find the standard hourly rate plus overtime is safest. Designers should be prepared to be evaluated by output, whether they are remote or not. If compensation is too complicated, your remote designer may feel more comfortable with being trusted, and seek a new employer if they feel the numbers don’t add up. Still, if the system is easy to understand, fair, and competitive, it should work.
Once you have made the decision to “go remote,” make sure you have a game plan. The office needs to be a dedicated room or part of a room in a quiet area with a dedicated desk, computer, multiple monitors, scanner, and other necessities. Forget the kitchen table. Take it from me; buy a great office chair, not just a cheap one. Also, who pays for internet and cell phone costs? Think about what you will need to make this space a true office for you.
While our industry is still relatively new to remote design, it does work. I will be covering these areas in detail as well as other remote design topics in future issues. For questions or comments, contact me at twm@thejobline.com.