Working Mother - - 100 Best Companies -

Last sum­mer, fur­ni­ture man­u­fac­turer Her­man Miller told Work­ing Mother that about 17 per­cent of its 57 open jobs were des­ig­nated for full-time re­mote work­ers. The po­si­tions in­cluded ta­lent re­cruiter, work­place-knowl­edge con­sul­tant, helpdesk tech­ni­cian and sales-op­er­a­tions man­ager. But Ann Noe, the com­pany’s in­clu­sive­ness and cor­po­rate diver­sity se­nior program man­ager, says these jobs aren’t la­beled as “re­mote” in the listings. So how can you tell if a job you’re in­ter­ested in can be done re­motely?

Noe points out that her com­pany’s re­mote job listings of­ten men­tion a home-of­fice re­quire­ment. It’s also pos­si­ble that although a job might not be listed as re­mote, it could be ne­go­ti­ated with an em­ployer that al­ready has such ar­range­ments. Still, a direc­tor of hu­man re­sources for one of the 100 Best Com­pa­nies ad­vises against broach­ing the mat­ter right away dur­ing a first meet­ing. “I would do well in the in­ter­view first,” she says. Then, if you move far enough along in the process to meet with hu­man re­sources, you can ask if the role could be el­i­gi­ble for a re­mote ar­range­ment, ei­ther after you’ve gone through train­ing or after you’ve proved your­self to your man­ager. (The caveat: If the job’s lo­ca­tion is a deal breaker, you need to be up­front about that.)

Em­ploy­ers will be more open to a work-from-home sce­nario for some­one with a unique spe­cialty, says Zoetis’ Rox­anne Lagano. Re­mote em­ploy­ees at her com­pany in­clude sci­en­tists, re­search and de­vel­op­ment staff, sales rep­re­sen­ta­tives and an em­ployee in its tax di­vi­sion. Zoetis doesn’t re­cruit for spe­cific re­mote po­si­tions, but “we look for the right ta­lent for our or­ga­ni­za­tion, and some­times that means peo­ple work from a dis­tance,” says Lagano. She es­ti­mates that hap­pens about 5 to 10 per­cent of the time.

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