Authentic Jobs has some of the best clients. Seriously, you folks are doing amazing stuff. So we thought we might roll out a new series to help us know one another a little better and to introduce the world to the work and office culture of some of the employers that use our site.
The new series will feature a Q&A with an employee of a company with an open position on AuthenticJobs. If you’re game for a few e-mail questions, get in touch!
Josh Pigford of Baremetrics was kind enough to take the first plunge, and you’ll find the conversation below.
1. So, you’re Capo di Tutti Capi (cool title) at Baremetrics! Tell us a bit about your company?
Baremetrics helps businesses grow by giving them the tools and insights to make better business decisions! We want to make it as easy as possible for companies of all sizes to get revenue analytics without needing to spending weeks or months building crazy internal tools.
2. What did you do before working at Baremetrics?
I’ve been an entrepreneur for 15 years (or 30+ years if you count all of the random little businesses and money-making ventures I concocted as a kid!). I started Baremetrics in November 2014 scratching my own itch with two other SaaS companies I had in the survey space. But really I’ve had so many different businesses over the years from a toy company to advertising software to a pet management app and a popular tech publication.
3. What does your typical work day look like?
I wake up at 5:45 am, get the kids ready for school (I’ve got 3, which most days feels like 30), and then I’m usually in my home office by around 7 am. As the CEO my actual day-to-day various pretty drastically but it’s essentially making sure our team has everything they need to do their jobs well and then talking to customers to make sure we’re serving them well.
4. You’re a fully remote company. Did you start out that way? How did you make the decision to go remote?
I’ve worked remotely my entire career, so it’s really the only thing I know. It sort of just happens naturally and makes sense in my head to be able to hire and work with anyone from anywhere.
5. As a remote worker, what’s your biggest challenge?
The biggest challenge with working remotely is just making sure I don’t become an old angry recluse (get off my lawn!). 🙂 I have to intentionally get out and interact with other humans on a regular basis to stay sane.
6. Baremetrics seems to have a really distinct and fun corporate culture. How does Baremetrics go about building that? What were/are those conversations or pivotal moments?
I think culture, especially for a remote team, starts with the people you hire. It’s very hard to directly influence it or change it drastically. It’s just a natural outpouring of everyone on the team. There are things that I want to make sure do/don’t happen and so I do small things here and there to make sure we stay on track. For instance, make sure we’re building each other up and not that there’s not any nasty internal politics. But really that requires so little work because the people I’ve hired don’t gravitate to negative things. That’s very intentional.
7. What makes Baremetrics work? Tell us about your favorite tools.
The toolset of our team varies a bit based on job role, but there are four things nearly every one uses every day: Slack, Basecamp, Intercom and Clubhouse. We’re really absurdly big fans of Intercom. 🙂
8. So, you’re hiring. What makes an application and candidate stand out? What’s one sure-fire way to land your resume in the NO pile at Baremetrics?
It depends on the role, but at the end of the day I want to know that you’re just plain really good at the work you do. Right now we’re hiring a Designer and so many people lob over their entire portfolio of basically anything they’ve ever designed. I don’t want to see that. I want to see your top 3 pieces ever and why those were so important and why you solved that design problem well.
Also, the ability to communicate well is a lost art. Given so much of our team communication happens over text, it’s crucial that you are able to communicate thoroughly but also succinctly…it’s a fine balance. The most common reason someone quickly gets disqualified is not actually responding to the questions we’ve asked in the application. They get in “mass application” mode and just try to submit an application as quickly as possible, ignoring pretty basic stuff. My advice? Just read the questions and take a few extra minutes to give a thoughtful response…it really goes a long way.
9. What do you think makes a good remote employee?
Someone who can guard their time well and resist the urge to always be working! Having an established routine and hobbies outside of work are crucial to avoiding burnout.
10. What do you wish you had known before you started working remotely? What advice to you give to people starting their first remote job?
See #9. 🙂