One of our favorite calls to make here at Core Ventures is the 90-day check-in. At 90 days we have a handful of solid placements, we’ve hit a rhythm on the sourcing front, and we have a handle on the type of candidate our client wants. Being on retainer, at this point if things are going well with no sign of slowing down, we know that this will likely be a longer-term engagement. Perfect. This is the call where we get a pulse on their hiring strategy for the next few quarters. Sure, we’re neck-deep in their urgent needs list, but anytime we can get a glimpse of what’s coming we’re better for it.

As we pass the one-year mark since the beginning of the pandemic, there are so many shifts and changes that have happened in all our lives. Perhaps the biggest change in the area of our daily work is the shift to remote or flexible work (no, they are not the same thing). Working from home is certainly not new, but in the last year, even the most stalwart adherents to required in-office work have been forced to find ways to adapt. This has led many to proclaim that remote work is (mostly) here to stay, even after the pandemic has receded and we return to some form of what life was like before. While most business leaders are focused on the hard costs and benefits of remote work or flexible work, there is a cultural tension at work beneath the surface of every organization that threatens the long-term success of our new paradigms of decentralized work. The tension is whether we can choose to trust our employees and coworkers to deliver on their commitments or whether we choose to be suspicious.