The Remote Show · Tyler Sellhorn, Matthew Hollingsworth

Highlights from Tyler Sellhorn, Peep Laja, Chris Herd, Laurel Farrer, and Kate Lister

·31 min·2 clips

Chris Hurd says any company not as remote as its biggest competitor is dead, using an e-commerce analogy.

This is a highlights set, not a thesis. The main thread is simple: distributed work is messy right now, and curiosity beats judgment when teams are still figuring out what works. The host keeps the tone gentle, returning to the idea of learning out loud and asking whether an old habit still helps the team. One warning sticks. A guest says companies can make remote work worse by recreating office-style synchronous days inside people's homes. That image lands because the issue is not home itself. It is the schedule that makes people feel like they live at work. From there, generosity turns into a management habit. Instead of copying office routines online, the clips argue for trust, empowerment, and the conditions people need to do good work. There is some history in the mix too. One guest remembers a first remote role from 15 years ago, then realizes an earlier temporary office setup was already a hybrid team. The label came later. That memory gives the conversation a useful texture, because remote work comes across less like a trend and more like something people have been practicing for a long time. The ending is almost plain enough to miss: build the goals together, give people the tools, then get out of their way. HR experts have been saying some version of that for years. These highlights do not scold leaders or romanticize remote life. They keep asking what to keep, what to drop, and how teams can work in a more humane way without pretending the work does not still need to get done.

As heard by us

A trust-first view of remote work that leans on clear goals, useful tools, and less interference.

Distributed work is treated less as a policy puzzle than as a test of trust. The discussion keeps returning to a practical point: remote work tends to hold up when leaders set clear goals, give people the tools they need, and avoid trying to recreate the office at home.

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Why you'd press play

Trust, goals, and not copying the office are the whole point here.

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