
Best Work-From-Home Companies 2019
14 Companies Offering Flexibility Without Skimping on Professional Development, Compensation, or Benefits
At one of my previous companies, I was part of a four person team where three of us worked from the office, and the fourth worked from home. Initially, I was envious of my work-from-home colleague. I pictured her lounging in her PJs all day, while I literally sat next to my boss, wondering whether he'd see me (or care) if I checked Facebook.
My envy quickly dissipated, however, when we started having more team meetings where engagement and participation were crucial.
When we had meetings, my work-from-home co-worker connected via Skype. Her head would float above us on a large TV screen, a reminder that we did indeed have a fourth team member. As she sat in her living room, watching miniature versions of the three of us laughing and tossing ideas around an over-sized conference table, she was more of a spectator than a participant. Unable to hear anyone who was more than a foot away from the mic, she often had to ask us to repeat what we'd said. Her own responses invariably came in delayed, or choppy.
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The moral of the story? Not all companies offering work-from-home roles are created equal. The added flexibility may sound like a blessing, but if the company isn't fully remote, or at the very least, experienced in and committed to supporting remote workers, you may end up feeling like my colleague - left out and overlooked.
Some of the companies below have fully remote teams, and others have a mix of work-from-home and in-office roles. Those in the latter category all have tried and true strategies for ensuring the old cliche "out of sight out of mind" doesn't apply to their remote workers. Most importantly, all 14 of these companies have roles that offer flexibility without skimping on professional development, compensation, or benefits.
Check out our best work at home companies below!
1. Zapier (Fully Remote Team)
What They Do
- Zapier helps people across the world automate the boring and tedious parts of their job by helping everyone connect the web applications they already use and love.
Why We Like Them
Their team is the essence of remote work - living and working across 15+ countries. They meet as a team during annual retreats and discuss everything from their hiring process to team dynamics to combatting unintentional bias. You can read more about their diversity and inclusion efforts here. Plus, they offer:
- Competitive salary (they don't use remote as an excuse to pay less!)
- Profit sharing
- 2 annual company retreats to awesome places
- 14 weeks paid leave for new parents
- Unlimited vacation policy (2 weeks REQUIRED!)
Who They're Looking For
2. Dell (Mixture of Work-From-Home and In-Office Roles)
What They Do
- Dell empowers countries, communities, customers, and people everywhere to use technology to realize their dreams. Customers trust Dell to deliver technology solutions that help them do and achieve more, whether they're at home, work, school, or anywhere in their world.
Why We Like Them
Dell's commitment to flexible work began in 2009, and since then they've proven that they trust their employees to handle how and where they work by giving them the autonomy to choose and the support to succeed. And they're dedicated to diversity and inclusion, participating in unconscious bias training and implementing a neurodiversity hiring program (just to highlight a couple of their commitments). Plus, they offer:
- Adoption assistance
- Caregiver support
- Parental leave
Who They're Looking For
- Everything from Software Engineers to Program Managers (see all their work-from-home jobs here.)
3. DuckDuckGo (Fully Remote Team)
What They Do
- They're a mission driven organization working towards creating the world's most trusted search engine
Why We Like Them
They are a remote-first organization offering...
- Flexible work schedules
- Co-working office reimbursements
- A generous vacation policy (their CEO took 5 weeks last year!)
- Annual company and team meet-ups
- Equal and transparent salaries
4. Avaaz (Fully Remote Team)
What They Do
- Avaaz empowers millions of people from all walks of life to take action on pressing global, regional and national issues, from corruption and poverty to conflict and climate change.
Why We Like Them
Our cofounder Milena Berry used to be Avaaz's CTO -- she can vouch first-hand for how inclusive and multi-lingual (17 languages and counting!) they are. Plus, they offer:
- Sustainable salaries
- Excellent work-life balance
Who They're Looking For
5. Intuit (Mixture of Work-From-Home and In-Office Roles)
What They Do
- Intuit powers prosperity across the world with their flagship products - TurboTax, QuickBooks, and Mint.
Why We Like Them
Women make up 29% of Intuit's global tech workforce (putting them ahead of the industry norm), but their goal is full gender parity. In their words, "Diversity and inclusion isn't just something we do. It's part of who we are." In addition to flexible work arrangements, they offer:
- Medical and life insurance
- Fitness incentives
- Caring for kids programs
Who They're Looking For
6. Blockstack (Mixture of Work-From-Home and In-Office Roles)
What They Do
- Blockstack is a decentralized computing platform. It's the easiest way to build decentralized apps that can scale.
Why We Like Them
Their flexible work culture isn't limited to work-from-home roles. They encourage employees to work when it's best for them. Plus, they offer:
- Premium healthcare
- A positive work culture centered on humility, ownership, and collaboration
Who They're Looking For
7. YouCanBookMe (Fully Remote Team)
What They Do
- YouCanBookMe is one of the fastest growing scheduling tools in the world
Why We Like Them
They're a fully remote company that values transparency, choosing to share all salary and revenue info (see ya later, pay gap!). They don't want their employees to feel overworked, stressed out, or boxed in by an office. To do that, they offer:
- Private health and dental insurance
- 25-30 days of PTO
- Profit sharing after 2 years
Who They're Looking For
8. Logikcull (Mixture of Work-From-Home and In-Office Roles)
What They Do
- Logikcull's secure, cloud-based solution helps law firms and organizations of all sizes solve the expensive, complex, and risky challenges associated with eDiscovery, internal investigations, and open records response.
Why We Like Them
They've fully embraced a remote-work culture and their development team is located across the US, UK, and Canada. Plus, they offer:
- 99% healthcare coverage (for employees and their dependents)
- $250 fringe benefit that is automatically added to employees' paychecks each month
- Open vacations
- All remote employees get $56/week to buy lunch!
- Paid parental leave
Who They're Looking For
9. Help Scout (Fully Remote Team)
- Help Scout empowers support teams to put customers first
Why We Like Them
They're a remote-first company with about 50 people in 32 cities all over the world. Their team members have diverse backgrounds and are united by an enthusiasm for great products and delightful customer experiences. Plus, they offer:
- Paid parental leave, including adoption
- Flexible vacation
- Personal development stipend
- International benefit stipend
Who They're Looking For
- Java Engineer, Sales Manager, and More!
10. Karat (Flexible - Work from wherever you like, or from their Seattle headquarters)
What They Do
- Karat is on a mission to engineer a better technical interview, and assess the world's talent.
Why We Like Them
Part of their mission is to remove bias from the hiring process. Plus, they want you to work from wherever you work best and will pay for the equipment you need to make that a reality. They also offer:
- Meaningful equity
- 100% coverage for health, dental, and vision insurance
- Unlimited time off
Who They're Looking For
11. Manifold (Mixture of Work-From-Home and In-Office Roles)
What They Do
- Their marketplace connects applications, wherever they are hosted, to independent cloud services made by developers who care.
Why We Like Them
A self-described "remote-reliant" team, they know how to communicate across borders and help remote workers do their best work by providing generous home-office allowances + a laptop and large monitor. They also offer:
- Flexible working hours
- 15 days of vacation during your first year
- PLUS the whole company takes the last week of the year off
- $2,000 professional development allowance
Sound good? See what Nicole - one of Manifold's front-end engineers who was hired off of PowerToFly - has to say!
Who They're Looking For
12. RebelMouse (Fully Remote Team)
What They Do
- RebelMouse is a revolutionary new all-in-one platform for supercharging content, growing audiences and building loyal and lasting communities.
Why We Like Them
RebelMouse's leadership takes flexibility and diversity seriously. Their founder and CEO, Andrea Breanna, is gender fluid and sets the tone to provide a safe, positive, and loving environment.
Who They're Looking For
13. Paylocity (Mixture of Work-From-Home and In-Office Roles)
What They Do
- Paylocity provides cloud-based payroll and human capital management (HCM) software solutions.
Why We Like Them
They have a "talent anywhere" philosophy and over 60% of their Tech workforce is remote. They have all of the tools necessary to be successful working from the office (even office workers work from home twice a week) or working from home. Plus, they offer:
- Paid parental leave
- Training budget for ongoing learning
Who They're Looking For
14. Mastercard (Flexibility to work from home in certain roles)
What They Do
- Mastercard operates the world's fastest payment processing network, connecting consumers, financial institutions, merchants, governments and businesses in more than 210 countries and territories.
Why We Like Them
Unlike many of their finance peers, Mastercard offers significant work-from-home flexibility, and nearly 50% of their workforce is allowed to work from home. And they take pride in fostering an inclusive environment. Plus, they offer:
- Paid Parental Leave (Up To 8 Weeks In The U.S.)
- Adoption Assistance
- Family Care Resources
- Financial Wellness Programs
- Transgender Surgery For U.S. Medical Plans
- Financial Assistance for Education
Who They're Looking For
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P.S. PowerToFly is also fully remote, and we're hiring! We think we're pretty great, but we're not quite narcissistic enough to include ourselves on our own "best companies" list ;)
And for a full list of our remote hiring partners, check out our remote job board.
What do you think? Do you work for a great fully-remote or flexible company that we missed? Let us know!
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- Best Work-From-Home Companies 2019 - PowerToFly Blog ›
- Best Work From Home Jobs 2020 - PowerToFly Blog ›
- Best Work From Home Jobs 2021 - PowerToFly Blog ›
- Best Work-From-Home Companies 2020 - PowerToFly Blog ›
- Benefits for Remote Workers That Every Company Should Offer - PowerToFly Blog ›
- Best Work-From-Home Companies 2019 - PowerToFly Blog ›
Engineering Teams Are Growing At CallRail! Join Them!
💎 Are CallRail's engineering teams the right fit for you? Watch the video to the end to find out!
📼 Engineering teams at CallRail encourage collaboration, communication, and empathy. Ayana Reddick, Senior Software Engineer at CallRail, shares what they are looking for in candidates and tells you why you’ll thrive there.
📼Engineering teams want candidates who have a growth mindset, love to learn, and are really good at communication. They also value team members who are excited about solving problems and working collaboratively. If you think you have what it takes, don't hesitate to apply.
📼At CallRail, engineering teams use Ruby on Rails for their backend, Angular on their frontend, and PostgreSQL for persistent data. They also use Jira for creating and tracking tickets, GitHub for their version control, and AWS for many cloud tools. Get familiar with these resources if you want to join them!
Engineering Teams And Diversity - Company’s Culture
CallRail seeks to hire from underrepresented groups. They pride themselves in selecting from a pool of very diverse candidates. They value the work that people do over their resumes. They encourage people to take their authentic selves to work. And they strive to create a supportive and welcoming environment. For this, they have Employee Resource Groups, that give voice to, provide safe spaces for, and educate the company at large. Some of their ERGs include the Rainbow Coalition, Black and Brown, Women Circle, and more.
🧑💼 Are you interested in joining CallRail? They have open positions! To learn more, click here.
Get to Know Ayana Reddick
If you are interested in a career at CallRail, you can connect with Ayana on LinkedIn. Don’t forget to mention this video!
More About CallRail
CallRail is here to bring complete visibility to the marketers who rely on quality inbound leads to measure success. Their customers live in a results-driven world, and giving them a clear view of their digital marketing efforts is the priority for CallRail. They see the opportunities in surfacing and connecting data from calls, forms, and beyond—helping their customers get to better outcomes.
Careers in Web Development: Which One's For You?
We all have our favorite websites– the ones we frequent, bookmark, and recommend to others. You might even enjoy some website features so much that you’ve found yourself wondering why they aren’t more popular. Or maybe you’ve experienced times where you were frustrated with a website and wished you could add features or even design your own!
If you’ve ever found yourself intrigued at the prospect of designing and developing your own websites, then a career as a web developer might be just for you!
As a web developer you would be responsible for coding, designing, optimizing, and maintaining websites. Today, there are over 1.7 billion websites in the world and, in turn, the demand for web developers is on the rise. In order to figure out what kind of web development work best suits you let’s start with an introduction to the three main roles in web development that you can choose from.
The Three Types of Web Development Jobs
Front-End Web Development: The Creative Side
Think of front-end development as the décor of a house. The color scheme, furniture, manicured lawns, and overall aesthetic. In terms of a website, front-end development is laser-focused on the appearance of a website and its presentation on different devices. If you’re considering a role in front-end development, it’s important to learn programming languages such as HTML, CSS, and JavaScript. These three languages go hand-in-hand. HTML allows you to create user interface elements, CSS helps you with stylistic elements, and JavaScript allows you to incorporate online tools and connect your website to back-end functions.
In addition to programming skills, front-end developers need to be detail oriented, creative, willing to keep up with the latest trends in web development, cyber security conscious, and geared toward user-friendly designs. The median salary for a front-end developer can reach well into the $90,000 to $100,000 range.
Back-End Web Development: The Logical Counterpart
While a house can be beautifully decorated, it’s incomplete without a solid foundation and efficient infrastructure. Similarly, a well-designed website depends on logical and functional code to power the features of that website. Back-end web development is code-heavy and focused on the specifics of how a website works. If you enjoy the analytical challenge of creating the behind-the-scenes code that powers a website, then back-end development is for you.
Since this role is more code-heavy, it’s important that you learn numerous programming languages and understand algorithms and data structures. Some languages that are essential to back-end development are Ruby, Python, SQL, and JavaScript. Back-end developers also ensure that users can successfully retrieve and access data. This requires creating and using APIs (Application Programming Interfaces) which act as messengers that relay data related requests. Additionally, developing the code for the inner workings of a website also requires back-end developers to be conscious of the user interface features designed by front-end developers and to internally mitigate potential security risks. Due to the increased technical aspect of this position, back-end developers normally earn higher salaries than front-end developers. The average median salary for this role is around $118,000 per year.
Full-Stack Web Development: A Little Bit of Everything
A full-stack developer is essentially the Jack (or Jill)-of-all-trades in web development. Full-stack developers need to be knowledgeable about both front-end and back-end roles. This does not necessarily imply that you would need to be an expert in both roles, but you should fully understand the different applications and synergies they each imply. In order to work in this position, you will need to know the programming languages used by front-end and back-end developers. In addition to these languages, full-stack developers also specialize in databases, storage, HTTP, REST, and web architecture.
Full-stack developers are often required to act as liaisons between front-end and back-end developers. Full-stack developers need to be both problem solvers and great communicators. The end goal for a full-stack developer is to ensure that the user’s experience is seamless, both on the front-end and on the back-end. In return, you can expect to earn a median salary of $100,000 – $115,000 a year for this role.
Taking the Next Step
Web development is both in-demand and lucrative! All three roles described above contribute to specific aspects of web development and the scope of each one can be customized to the industries and positions you feel best suit you. Regardless of which role you choose, all of them need a foundation in programming.
To gain the programming skills needed in each role, you can enroll in courses or learn independently. Coding bootcamps are a great way to boost your skillset quickly and efficiently.
Click here for some of our highly rated programming bootcamp options! Make sure to check out the discounts available to PowerToFly members.
Ashlee Bobb on Taking Advantage of Nike’s Financial Literacy Program
Below is an article originally published in April 2022 on Nike’s LinkedIn. Visit Nike's company page on PowerToFly to see their open positions and learn more.
“In my early twenties, I wasn’t the best at saving money. So, when I got the job at Nike and found out a financial coach was offered to me — for free! — I thought, ‘It’s time to be an adult. I should use this service to help me learn how to buy stock, tell me what I’m doing right with my money and where I can improve.’”
That’s Ashlee Bobb, Nike Media and Influencer Relations Manager, on the free, unlimited access to financial coaching offered to every U.S. Nike employee through EY Navigate™. EY coaches are trained on Nike’s benefits and programs, so Ashlee was able to work with her coach on a budget and savings plan utilizing Nike’s 401k match and Employee Stock Purchase Plan – all in one 45-minute session. She left the meeting feeling confident about what her next paycheck would look like and how her money would work for her.
“The EY coaches are really willing to come on the journey with you,” Bobb says, adding that hers was willing to work with the fact that, hey, she’s not going to give up take out, but still wants to save for the future. “The cool thing is I can see how this financial guidance could help me down the road when I decide to get married, buy a house, have a kid. Every Nike employee should take advantage.”
Sound like the kind of company you want to be a part of? Check out our open roles on jobs.nike.com3 Ways to Lead with Purpose: Insight from Light & Wonder’s Erika Morrison
Erika Morrison is a naturally passionate and encouraging leader. From leading her family in giving back to their community, to coaching adolescents in track and cheer, to managing her team at Light & Wonder during the pandemic, her experience is rich with lessons to share with up-and-coming leaders.
“I believe in motivation, positivity, inspiring, finding the good in everything, everybody,” she says. In addition to 30+ years in the tech field, Erika is a wife, a mother of two, an avid exercise lover, and has even been a small-business owner.
We sat down with Erika to hear about the experiences that have led her to her current role as a Software Engineering Manager at Light & Wonder, as well as three practical ways to lead with purpose.
Seeing Potential in Others
Erika has always been fascinated by the world of technology. Growing up, she loved cassette tapes, DVD players, phones, and whatever other gadgets she could get her hands on. When her dad brought home a PC Junior, it didn’t take long before she started programming on it. She designed her own trivia game, using what she learned in her middle school programming classes. “I was typing the questions in and programming the answers. I had a blast writing it and showing it to my family. I remember I wanted to show everyone what I made. That was my first real desire to get into programming.”
Erika followed that instinct into college where she majored in Business Administration and minored in Computer Science. The kickstart to her tech career came when she landed a computer operating job while still in school. She comments, “I was originally applying for a secretarial position at this company. But someone looked at my studies and experience and saw potential in me. I didn't think I was ready for that because I was still so young, I was still in school.”
Erika went on to work as a programmer analyst and software engineer for multiple major Casino based companies. During this time, she even started and ran a local event-planning business, which fine-tuned her skills in successful customer service.
Then, someone saw potential in Erika again. A former coworker reached out and offered her a leadership position with the company that would become Light & Wonder. Erika took on the role of Software Engineering Manager and says “it’s been opportunity after opportunity ever since.”
Managing Through the Pandemic
Erika believes that the best way to lead a team is to really get to know its members. “A lot of leading is knowing the people on your team,” she explains. “Know what each person needs — What may work for one person may not work for someone else. We have to take a little bit of who they are into consideration when attempting to motivate, to coach, to inspire because we're not all motivated by the same things.”
Prior to the pandemic, Erika and her team worked together in the office, which gave her the opportunity to do so. Once the pandemic hit, however, she had to pivot to incorporating virtual meetings to be able to generate that intimacy. She organizes bi-monthly check-ins with her team members where she intentionally asks for their individual preferences on communication and feedback.
“I have one-on-ones with each of my staff every two weeks. We go over the issues that they've had and then any questions or concerns or anything that they want to chat about. Sometimes it's business and sometimes it's personal. But, I feel like taking that extra time out just to have those conversations is extremely important.”
She also cohosts weekly remote Friday cocktail hours to cultivate her team’s relationships and check in on their mental health. “During the Friday cocktail hours, we would relax, ask some questions, or play some games. And it was nice to have that interaction again and connect with the team. It also allowed me to check in on everyone's mental health and make sure that if there was anything that we could do, we were here.”
Inspired to Encourage the Team
Erika is inspired by the example of her past and current mentors and their vision for her professional trajectory. She acknowledges that it was thanks to key people who saw her potential that she has been able to have these experiences. Erika’s own personal drive and passion for encouraging and uplifting others have led her to love her leadership position.
As a manager, Erika seeks the highest level of respect and excellence for her customers, while creating an encouraging work environment for her team. “I want to make sure that my team has everything that they need in order to succeed and get their jobs done the way they want to. I want them to have the level of success that they want.”
Erika ensures that her team members feel their significant contribution to the company and how they are serving with purpose. “We need to feel like we are part of something significant,” she says. “That’s my goal as a leader and for my team.”
3 Ways to Lead with Purpose:
Drawing from her experiences as a tech leader, business owner, coach, and community volunteer, she gives us three practical ways to lead with purpose in whatever context.
- Understand the “why”. “It’s extremely important to know the why of your company. Once you understand it from the company’s perspective, you can communicate it clearly to the team. And once you get that down, you’re able to help build a strong path for them to follow so that both “why’s” are in alignment. Knowing the why of your individual team members allows you to better manage, assist, and build a relationship with them.”
- Build consistency. “I think it’s very important that we are consistent and don't deviate from the why and the task at hand. Building consistency with others motivates and inspires people to give their best, even when we don’t feel like it. When dealing with a change or a huge transition, it’s extremely important to stick to the why’s, the steps we’re taking, and the right attitude."
- Remain positive. “You have to find positivity in everything because no matter what, it could always be worse. We can always find the negative things, but there are also always positive things. As a leader, I need to be empathetic, kind, and encouraging no matter what. It’s extremely important that I’m positive and involve my team members in the process.”
Follow this link for more information about Light & Wonder and their current openings!