We measure everything.
Revenue per employee. Time-to-hire. Net Promoter Score. Quarterly OKRs broken into weekly KPIs broken into daily standups. We've built dashboards for dashboards.
But ask most companies about their culture... and you get vibes and platitudes.
What gets measured gets managed
Even the crunchier numbers like cost of turnover and time-to-hire are generally overlooked. There's just a few more dots to connect between people metrics and revenue. It's undoubtedly worth the effort but there's enough friction that companies often can't be bothered.
If you've ever gotten a higher offer from another company and your employer failed to match it, this right here is exhibit A. If you actually do the math, it is almost always cheaper to retain talent... but no one is doing the math.
If companies are ignoring easy quantitative metrics like that, it's not surprising to see that they are doing even worse about tracking qualitative things like culture.
Sometimes it feels like they don't even want to know, as if they don't actually have a culture problem if they never give employees a forum to vent. Other times, companies genuinely want to know but outsource the survey process to companies with a defined agenda, lax anonymity controls and lazy survey design.
That's why we created the REMOTE Score™ - a framework specifically built to assess what actually matters for distributed teams.
What REMOTE Score Measures
The acronym isn't just cute branding.
Each letter represents a critical dimension of remote-first culture:
Retention — Are employees choosing to stay? Not because they're stuck, but because you're actively adding value to their lives.
Engagement — Are people invested in helping the organization succeed, or just clocking in from a different location?
Morale — Can your team maintain belief in the mission when things get hard? Great morale isn't the absence of bad days, it's building an organization that is resilient to them.
Onboarding — Are new hires integrated into your culture, or falling through the cracks because no one can see them struggling?
Technology & Support — Do your tools and processes enable great work, or are they a daily source of friction?
Equity — Does everyone have genuine voice and meaningful stake, regardless of location, background, or position?
Why This Matters
REMOTE Score asks: "Is this environment designed for people to do their best work?"
Until now the only answer was to waste your time applying to a job, interviewing and then working for a company that doesn't deserve you.
We built REMOTE Score to cut through that fog.
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