How we work at Glo

How we work at Glo

How Glo manages being a fully remote company with no central office.

Everyone on this page is going to buy Glo at launch 👇

General Principles

In the scheme of things, remote work is a pretty new idea. One downside of this is that any ‘best practice’ is going to be pretty untested. But this also means that we get to do a lot of experimentation. When in doubt, we consult GitLab’s guide to remote work, but in general, we are people who get excited about figuring this kind of thing out together. 

What we've come up with so far is that Glo is remote-first, transparent and collaborative by default. A lot about how we work flows naturally from these commitments. For instance:

We set our own hours.

  • How and when you do your work is your business. We do not have fixed or core hours.
  • The downside is that if you are many time zones away from a teammate, scheduling a 1-on-1 with them might mean that one of you is either staying up late or getting up early.
  • The burden of accommodation does not fall exclusively on one party, regardless of title or seniority.
  • Relatedly, you are always welcome to schedule a 1-on-1 with anyone.

We have a culture of writing.

  • A lot of our core work comes in writing and then commenting on Google Docs, Figma/Whimsical diagrams, etc. This happens asynchronously. 
  • We do not expect your attention to be devoted to rapidly unfolding Slack conversations. In fact, we discourage this; we try to do deep work.
  • We document and share our strategic thinking as it’s developing, and we encourage everyone to contribute. We want to hear what the engineers think about our marketing strategy, and we look to hire folks who like being in the mix.

Our quarterly retreats about alignment and connection.

  • When we get together, we allow a weekday of travel on either side, so you don’t have to show up or go home exhausted.
  • We will certainly co-work together, but we’ll also, e.g., take walks and go to fun restaurants. 
  • Remote-first has benefits, but also real downsides; so we think that our retreats need to be generally oriented around connection, community and alignment to mitigate some of the things lost from not having an office. 

We use whatever tool gets the job done.

  • If you want to go to a coworking space, need a new laptop, or want your team to invest in a novel SaaS product, go for it. 
  • We’re well-funded and we want to minimize logistical challenges to good work.
  • To the point above about remote work being a relatively new idea – if you’ve got an idea about how to help the team work better together, we want to hear it.

A note on diversity, equity, and inclusion

Crypto is a lot less diverse than it might be. Insofar as crypto is (and is going to become) an engine of opportunity, this is bad on its face – but also, for our company in particular, if we’re going to create a truly global currency, we need a diversity of perspectives at the table. So applicants from underrepresented groups, particularly folks from the Global South, are very welcome.

If this sounds good to you, we’re hiring broadly! And, just FYI, at least one of us got here by applying to the Open Vacancy and describing the exact job they wanted. If you have a creative/unconventional pitch, we want to hear it!

Alexander Drummond
Director of Partnerships
Deborah Lightfoot
Head of Finance & Reserves
Garm Lucassen
Co-founder & CTO
Jeffrey Milewski
Co-founder & CEO
Lori Golden
VP of Talent
Harikrishnan Shaji
Software Engineer
Sascha Wu
Software Engineer
Jasper Driessens
Co-founder & Head of marketing
Seth Ariel Green
Eric Tsang
Software Engineer
Rad Iglantowicz
Software Engineer
Sid Sijbrandij
Non-Executive Founder

Worldwide   •   Full remote

Worldwide   •   Full remote

Worldwide   •   Full remote