Remote Score
Every company on this board can be rated on how genuinely remote-friendly they are. The score is a single number from 0 to 100, computed from a fixed list of public criteria — no proprietary algorithm, no opaque scoring.
Why this exists
"Remote" means different things to different employers. Some companies are fully distributed with async-first cultures and equal-comp regardless of location. Others post "remote" jobs that turn out to require US-only residence, mandatory in-office days, or "remote with frequent travel". Job seekers shouldn't have to read between the lines.
The Remote Score lets you compare apples to apples. The higher the number, the more credible the remote-work claim.
The rubric
Each company is assessed against these criteria. Boxes that are checked add their weight to the company's score. Total possible: 100; the result is normalized to 0–100.
| criterion | weight |
|---|---|
| Fully distributed No HQ that everyone defers to. Decisions get made remotely by default. |
20 |
| Async-first culture Documented expectation that work happens async, not 'always-on Slack'. |
15 |
| Timezone-flexible Hires across multiple timezones; no enforced overlap window > 4 hours. |
15 |
| Equal remote compensation Same comp band regardless of location, OR location-adjusted but transparent. |
10 |
| Home office stipend Real budget (>$500) for remote setup, not just a chair voucher. |
10 |
| Coworking allowance Pays for coworking or remote-work tax obligations. |
5 |
| Protected focus time Documented no-meeting day(s) or focus-time policy. |
5 |
| Public handbook Operating principles, comp bands, or processes are public. |
10 |
| Transparent salaries Posts salary range on every job spec by default. |
5 |
| Distributed leadership Senior leaders work remotely, not just IC roles. |
5 |
Score bands
- 80–100 — exemplary. The reference companies for what genuinely-remote work looks like.
- 60–79 — strong. Real commitment to distributed work, with meaningful operational practices behind it.
- 40–59 — ok. Legitimate remote roles, but with caveats worth understanding before applying.
- 0–39 — weak. "Remote-allowed" rather than "remote-built". Read the fine print.
- unscored — we haven't researched this company yet. Absence of a score is not a negative signal.
How we score
Manually. Each criterion is verified from public sources: the company's careers page, public handbook (where one exists), past employee public statements, Glassdoor / Blind summaries, and other primary materials. We don't accept self-reported scoring.
If you think a company has been mis-scored or should be assessed, let us know.