Location Agnosticism & the true meaning of Remote: a checklist

I love this term. “Location Agnostic”. I read this a few years back and it stuck with me.

What does it mean? To me it means that nowadays in many situations there is no difference between a Remote or a face-to-face interaction.

By “no difference” I mean that the outcome of either interaction is comparable, and nothing is sacrificed or lost when engaging with someone Remotely. If you told someone 50 years ago that you could actually do your entire job regardless of global location, they wouldn’t be able to imagine it. Think about this: the fax machine in its current form, although invented in the 60s, wasn’t widely used until the 70s and 80s. The beginnings of location agnosticism, while finding its roots in telegraphs, telephones and early versions of wireless transmission, could never replace a face-to-face interaction until the internet came along. Now what we are seeing is not just a revolution built on the internet, but a revolution in what kind of jobs we do and how we do them.

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But this post isn’t about history, it is about location – and why and when location doesn’t matter. Here’s a quick checklist that can help you as you make a decision on whether or not to make a role Remote or keep it as a physical, in-house job:

  • Does the job require non-PC facing work, and if so, what percentage of time will be spent on those activities?
    • For example, if a job requires local errands to be run such as processing and signing forms at a local government office or business, it would be important to understand how much of the job involves those activities, and how crucial they are to the overall success of that role.
  • What are the success factors of the job, and how are they measured?
    • “Success factors” can be broad or very targeted – for certain types of job, output is everything. If the role you are trying to fill is that of a Marketer or Online Specialist,
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      then perhaps some of their metrics are clear and measurable, like “Number of Facebook likes”; “Number of blogs posted”; “Adwords Click-through-rates”; etc.

  • Does the job or project have clear milestones, and can they be communicated and tracked easily?
    • Every job/project should have milestones and achievement should be tracked. This core question to ask is not just when considering Remote vs. physical, but, problems arising from lack of attention to this area may be magnified in a Remote working setup… so it is important to “get your house in order” before taking a role Remote.
  • What types of communications will happen on a daily basis? On a weekly basis? Monthly?
    • Types of communications could be email, phone calls, etc. A job that will be primarily email or phone-based anyway is a sure candidate for Remote.
  • How many people are on the same team with the person doing the job?
    • The answer here may not give clear guidance on if location truly matters, but it is a good question to ask. Being a member of a large team vs. being a lone wolf may have an impact on a Remote working model… or it may not. Something to think about.
  • Who does the person report to, and how many people does that manager have on their team?
    • This stuff matters. To be successful with Remote, it helps to think of the Remote role just as if it was face-to-face – which means that the Remote employee needs to have a clear reporting line and be managed accordingly.


These are not the only questions to ask, but they should get you thinking about if location matters for your next hire, and why. Now review your answers, and a clear picture should start to emerge. Does location matter for the position you are trying to hire? If not, I welcome you as a new Location Agnostic.

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