<aside> 🌍 Borderless is an office-first company.

Recently joined Borderless? We recommend spending as much time as possible in the office during your initial months, to best learn the roles and connect with your team.

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Why?

There are several reasons why being an office-first company is important to Borderless’ success.

• Collaboration: Solving the complexity of immigration is hard. Achieving this will require a world-class team working together efficiently. From our experience & having spoken to many other great Seed and Series A founders, the best way to do this is in person.
• Communication: Similarly, communication (especially for larger meetings or more creative/brainstorming processes) can be challenging online. While products like Zoom & Slack have helped massively, key elements of in-person communication cannot be replicated online. Maintaining a fast-paced environment requires rapid communication, which is easiest in person
• Culture: Borderless already has a strong culture & team. People get along with each other & work well together. As mentioned in our values, we’re building a strong feedback culture, and feedback is usually best delivered in person. We believe a strong culture is crucial for an early-stage startup.
• Speed: Ultimately, startup survival & success is based on ability to execute quickly. This is true across industries, teams & geographies.
• Operations: Borderless is a heavily operational business. Customers interact with the company through several teams. To serve (& delight!) our customers, our teams need to be in sync and working together to solve problems. We’ve found that this tends to work best when the team is in the office.

Practice

• We’d seek to build an environment where people prefer to come to the office as much as possible
• We understand that for certain tasks (like deep work) working from home can be more productive and also ensure a healthy work-life balance.
• We’ve decided to have fixed in-person days as we think it’s better to batch meetings/prioritise deep work during remote days but we also want to build a strong culture which would be challenging if we have people in on different days.
• Please aim to schedule personal appointments outside of our in-person days.
• As a general policy, it wont be possible to WFH on the fixed days. However, we recognise that exceptional circumstances (e.g. feeling unwell or family emergencies) can and do arise - if you need to adjust please speak to your manager directly.
• While the general guideline is three days in-person and two days remote, this should not be seen as rigid or inflexible. When business needs arise that make in-office collaboration more effective, we trust our managers and team members to exercise good judgment. This reflects our core values of taking ownership and winning together.