Google

Subterms

    Latest story

    125 Shares99 Views

    The Insider’s Guide to Landing a Job at Anthropic AI

    by

    In the constellation of AI giants, Anthropic shines with a different light. While others race towards ever-larger models, Anthropic’s guiding star is a singular, critical mission: to build reliable, interpretable, and steerable AI systems that are safe and beneficial for humanity. This isn’t just a tagline; it’s the core of their identity and the key to understanding what it takes to join their ranks.
    Landing a job at Anthropic is notoriously challenging, but it’s a pursuit for those who want their work to address one of the most significant questions of our time. So, how do you break in? Undercover Recruiter did the research to craft your definitive guide.

    Understanding the Anthropic Difference: Mission Before Metrics

    To even begin an application, you must understand that Anthropic operates on a different philosophical plane. As a Public Benefit Corporation (PBC), they are structured to prioritize their safety mission alongside shareholder value. Their approach, famously dubbed “Constitutional AI,” trains models like Claude to align with a set of principles—a constitution—to ensure their behavior is helpful, harmless, and honest.
    This mission permeates every role. “We screen for mission alignment from the very first conversation,” says a technical recruiter specializing in AI talent. “You can be the most brilliant engineer in the world, but if you can’t articulate a thoughtful perspective on the risks and challenges of advanced AI, you won’t get far. We need people who are here for the right reasons.”
    This sentiment is echoed at the highest levels. In public interviews, CEO Dario Amodei has consistently emphasized that their goal is to create AI that humanity can trust. This ethos means they are looking for more than just code monkeys or research wizards; they are looking for custodians of a powerful future technology.

    The Anthropic Archetype: More Than a Resume

    While the specific skills vary by role, a distinct set of traits defines the ideal Anthropic candidate. If you recognize yourself in these descriptions, you’re on the right track.

    First-Principles Thinking: Can you break down an unprecedented, complex problem into its most basic components and reason up from there? Anthropic tackles problems that have no existing playbook. “They want to see how your mind works,” notes a senior researcher at a rival AI lab. “Forget memorized algorithms. They’ll give you a novel problem related to model interpretability or scalable oversight and watch you reason through it live. They value the process over the perfect answer.”
    Intellectual Humility: The field is moving at an incredible pace, and today’s breakthrough is tomorrow’s footnote. Anthropic fosters a culture where admitting “I don’t know” is a strength, not a weakness. Candidates who are curious, open to being wrong, and eager to learn from colleagues with diverse expertise (from physics to philosophy) are highly valued.
    Pragmatism and a Collaborative Spirit: While the mission is lofty, the work is practical and deeply collaborative. Research, engineering, and policy are tightly integrated. You need to be able to shift from abstract, theoretical discussions to concrete, implementation-focused engineering challenges. Showing you can communicate complex ideas clearly and work constructively within a team is non-negotiable.
    A Deep, Authentic Interest in AI Safety: This can’t be faked. Your motivation needs to go beyond “AI is cool.” You should have a history of engaging with the subject, whether through academic research, personal projects, reading key texts in the field, or participating in alignment forums online.

    Deconstructing the Gauntlet: Navigating the Interview Process

    The Anthropic interview loop is comprehensive and designed to test every facet of the archetype described above. While it may be tailored to the role, you can generally expect several stages:

    Recruiter Screen: This is the initial checkpoint for mission alignment and basic qualifications. Be prepared to articulate precisely why you want to work at Anthropic.
    Technical Interviews: For engineering and research roles, this will involve multiple rounds. Expect deep dives into machine learning fundamentals, system design challenges (especially for ML infrastructure roles), and live coding. The problems will often have an “Anthropic flavor,” touching on aspects of model behavior or data analysis.
    Research/Portfolio Deep Dive: Researchers and specialists will present their past work. The goal here is to demonstrate your ability to conduct independent, creative, and rigorous work. Be prepared for probing questions from a panel of experts who will challenge your assumptions and methodology.
    The Mission & Values Interview: This is perhaps the most unique stage. You’ll discuss complex, hypothetical scenarios related to AI safety and ethics. There are no “right” answers. The interviewers are assessing your thought process, your ethical framework, and how you weigh competing values.8

    “Prepare for their interview process as you would for a Ph.D. defense,” advises the senior researcher. “Know your own work inside and out, and be genuinely familiar with theirs. Read their key papers, understand their perspective on safety, and come with thoughtful questions.”

    How to Stand Out From the Crowd

    With fierce competition, a generic application won’t cut it. Here’s how to make your profile shine:

    Engage with Their Work: Don’t just name-drop “Constitutional AI.” Read the paper. Understand it. Form an opinion on it. In your cover letter or interviews, reference a specific Anthropic research paper that resonated with you and explain why.
    Show, Don’t Tell: Demonstrate your interest in safety. Have you built a tool to analyze model bias? Written a blog post about the challenges of interpretability? Contributed to an open-source alignment project? These tangible artifacts are worth more than any buzzword-laden summary.
    Craft a Coherent Narrative: Your application should tell a story. Connect the dots between your past experiences and Anthropic’s mission. Explain the journey that led you to believe that AI safety is one of the most important problems to work on today.

    Essential Resources for Your Journey

    To deepen your understanding and prepare your application, dive into these resources:

    Anthropic’s Research Publications: The best way to understand their technical approach is to read their work directly. You can find their papers on their website or on arXiv. anthropic.com/research
    AI Safety Fundamentals: If you’re newer to the field, this free, comprehensive course provides an excellent curriculum on the core concepts of AI alignment and safety. It will give you the vocabulary and mental models to engage in substantive discussions. aisafetyfundamentals.com

    A career at Anthropic is an opportunity to be in the room where the future of AI is being written. It demands immense intellectual rigor, a collaborative spirit, and an unwavering commitment to a safer technological future. If that describes you, your journey starts now.

    Share this post: More

    More stories

    • 163 Shares179 Views

      in Workplace

      Navigating the Future of Search: How to Get a Job at Perplexity AI

      by

      Perplexity AI has rapidly emerged as a disruptor in the information landscape, offering an answer engine that prioritizes accurate, cited, and conversational responses over traditional link lists. For many, it’s not just a powerful tool, but a glimpse into the future of how we access knowledge. Naturally, this makes Perplexity AI a highly sought-after destination for top talent in AI, engineering, and product development.
      If you’re eyeing a role at this innovative company, simply sending in a resume might not be enough. Perplexity seeks individuals who are not only technically brilliant but also deeply aligned with their mission of democratizing access to verified information. Here’s how to strategically position yourself to join their ranks.
      1. Master the Product, Inside and Out
      This might seem obvious, but it’s critically important for a company like Perplexity. Don’t just casually use their search engine; become a power user. Understand its nuances, its strengths, and even its occasional limitations. Experiment with different query types, explore the “Co-pilot” feature, and pay attention to how sources are cited.
      During an interview, you should be able to articulate what makes Perplexity unique and how you personally leverage it. Can you suggest subtle improvements? Can you explain its technical architecture from a user’s perspective? Demonstrating genuine enthusiasm and deep product knowledge is a non-negotiable first step. As Aravind Srinivas, CEO of Perplexity, often emphasizes, they are building for users first.
      2. Showcase Your Expertise in AI, NLP, and Search Technologies
      Perplexity’s core strength lies in its sophisticated AI and natural language processing (NLP capabilities). If you’re an engineer or researcher, your portfolio should clearly demonstrate experience in areas like large language models (LLMs), information retrieval, semantic search, knowledge graphs, or machine learning operations (MLOps).
      Even for non-technical roles, understanding the underlying technology is a significant advantage. Familiarity with transformer models, embeddings, and prompt engineering will allow you to speak the team’s language. Consider contributing to open-source projects or publishing your own research to showcase practical application of these skills. For a deeper dive into the technological landscape, check out this overview of AI and machine learning trends that are shaping companies like Perplexity.
      3. Emphasize Speed, Efficiency, and Impact
      Perplexity operates with a lean team, meaning every hire has a direct and significant impact. They value individuals who can move quickly, take initiative, and deliver tangible results. When crafting your application and preparing for interviews, highlight instances where you’ve driven projects forward with limited resources or under tight deadlines.
      Quantify your achievements whenever possible. Instead of saying “improved a process,” say “streamlined a workflow, reducing task completion time by 20%.” This demonstrates a results-oriented mindset that aligns perfectly with a fast-paced startup environment.
      4. Network Strategically with a “Give First” Approach
      Simply cold-applying often yields low results. Instead, identify key people at Perplexity on LinkedIn – engineers, researchers, product managers – and engage thoughtfully with their public posts or articles. Share your own relevant insights, ask intelligent questions, and aim to provide value before asking for anything in return.
      If you secure an informational interview, focus on learning about their challenges and how your skills could potentially address them. Building genuine connections can open doors that application portals often keep shut. For more on this, read our article on The Art of Networking: Building Connections, Not Just Contacts.
      5. Understand and Articulate Their Mission (and Your Alignment)
      Perplexity’s mission is to “advance the frontiers of AI while being transparent and factual.” They aim to build a new paradigm for search, moving beyond just links to definitive answers backed by sources. When interviewing, you need to clearly articulate why this mission resonates with you.
      Are you passionate about information accuracy? Do you believe in the democratization of knowledge? Explain how your personal values and professional goals align with Perplexity’s vision. This demonstrates not just skill, but cultural fit and shared purpose.
      6. Be Prepared for Rigorous Technical and System Design Interviews
      Given the complex nature of Perplexity’s product, expect a demanding interview process. Technical roles will involve in-depth coding challenges, often focusing on algorithms, data structures, and distributed systems. For experienced engineers, system design questions will likely be a significant component, probing your ability to design scalable, robust AI-powered services.
      Practice whiteboard coding, review fundamental computer science principles, and prepare to discuss your experience designing complex systems. Understanding how a product like Perplexity handles massive amounts of data, real-time queries, and LLM integration will be key. This MIT Technology Review article on the challenges of building AI search engines can offer valuable context for your preparation.
      7. Highlight Your Curiosity and Adaptability
      The AI landscape is constantly changing, and companies like Perplexity are at its bleeding edge. They aren’t looking for someone who knows all the answers, but someone who is relentlessly curious and highly adaptable. Show that you are a continuous learner, eager to explore new technologies, and comfortable with ambiguity.
      Discuss projects where you’ve had to quickly learn new tools or pivot your approach based on new information. This demonstrates resilience and a growth mindset, essential qualities for thriving in a rapidly evolving tech startup. In a world of constant change, learning to Upskill and Reskill: Preparing for the Future of Work is crucial.
      In Conclusion:
      Getting a job at Perplexity AI requires more than just a strong resume; it demands a deep understanding of their product, a passion for their mission, and a demonstrated ability to contribute significantly in a fast-paced, innovative environment. By mastering their tool, showcasing relevant technical skills, networking strategically, and articulating your alignment with their vision, you’ll significantly increase your chances of joining the team that’s redefining how the world finds information.

      Share this post: More

    • 138 Shares189 Views

      in Workplace

      Beyond the Hype: What It’s Really Like to Work at OpenAI

      by

      OpenAI. The name alone conjures images of cutting-edge innovation, brilliant minds, and perhaps a touch of futuristic mystique. As the company at the forefront of the AI revolution, responsible for groundbreaking technologies like ChatGPT and DALL-E, it’s a dream destination for many in tech. But what’s it actually like behind the curtain? Is it all groundbreaking research and world-changing breakthroughs, or is there a more nuanced reality?
      We’ve delved into employee interviews, public statements, and industry buzz to paint a picture of life at one of the world’s most influential companies. If you’re considering a career at the vanguard of artificial intelligence, here’s what you need to know.
      1. A Culture of Intense Innovation and High Expectations
      Unsurprisingly, OpenAI operates at an incredibly fast pace. The primary drive is to advance AI safely towards artificial general intelligence (AGI), and this mission permeates every aspect of the company. Employees are universally described as exceptionally talented and deeply passionate about their work. This translates into a demanding environment where intellectual rigor and problem-solving are paramount.
      Andrej Karpathy, a founding researcher who returned to the company, described the atmosphere as having a “palpable” energy:
      “The most striking impression I had is the sheer density of talent and the palpable energy at the office. Everyone is intently focused on their work, moving very quickly. There are small groups of people in every conference room, intently whiteboarding. It’s a very focused, quiet, and determined ‘war time’ vibe.”
      This captures the exhilarating, mission-focused environment that defines the company. It’s not a place for those who prefer a slow, steady pace.
      2. Collaborative, Yet Autonomous Teams
      While the mission is collective, OpenAI encourages a high degree of individual ownership and autonomy. Teams are typically lean, allowing engineers and researchers significant latitude in how they approach their work. The real draw, for many, is the caliber of their peers.
      As one software engineer shared on Glassdoor, the collaborative aspect is a major highlight:
      “The best part is the people. You get to work with the smartest and most passionate people in the world on a daily basis. The level of collaboration and intellectual curiosity is off the charts. Everyone is willing to help and provide feedback.”
      This balance between individual contribution and team synergy means you’ll have the freedom to tackle complex problems, while benefiting from the collective genius of your colleagues.
      3. Compensation and Perks: Highly Competitive, Reflecting Impact
      Given its position and the caliber of its employees, OpenAI offers highly competitive compensation packages. These often include significant equity components (in the form of Profit Participation Units), aligning employee success with the company’s long-term vision. Beyond salary, perks are robust, focusing on supporting employee well-being and productivity.
      However, the real “perk” is the chance to work on projects that genuinely redefine technology.
      4. The “AGI First” Mission: A Double-Edged Sword
      OpenAI’s explicit mission—to develop AGI for the benefit of all humanity—is both its guiding star and a source of immense pressure. This mission attracts individuals deeply committed to ethical AI development and long-term societal impact.
      Wojciech Zaremba, co-founder of OpenAI, emphasized this focus in an interview:
      “The core of OpenAI is about the mission. People are here because they believe in what we’re building, and that gives us a very strong foundation. We are trying to figure out how to build artificial general intelligence and how to make it safe.”
      Working here means being part of an ongoing, critical conversation about the future of AI. You’ll need to be comfortable with ambiguity and the ethical weight that comes with developing world-altering technology.
      5. Challenges: Burnout, Scrutiny, and Rapid Change
      No workplace is without its challenges. The intense pace and high expectations can lead to long hours and the risk of burnout. The company also faces immense public scrutiny, meaning every move is analyzed.
      A former employee highlighted the demanding nature of the work-life balance on review platforms:
      “The work-life balance is definitely a challenge. The pace is relentless, and while it’s exciting, you have to be intentional about carving out personal time to avoid burnout. It’s a marathon, not a sprint, but it often feels like a sprint.”
      Furthermore, the field of AI is evolving at an unprecedented rate, requiring employees to be incredibly adaptable. If you’re interested in managing these pressures, you might find value in our insights on Thriving Under Pressure: Maintaining Well-being in High-Stakes Roles.
      6. Opportunities for Learning and Growth
      For those who thrive in this environment, the opportunities for personal and professional growth are immense. Working on frontier AI problems means constantly learning new techniques and collaborating with leading experts.
      This is a core part of the employee value proposition. OpenAI fosters an environment where continuous learning is not just encouraged, but essential. Regular internal seminars, access to cutting-edge tools, and the sheer intellectual horsepower of your colleagues create an unparalleled learning ecosystem. To help prepare for such a demanding environment, explore our article: Continuous Learning: The Secret Weapon for Career Longevity.
      In Conclusion:
      Working at OpenAI is not for everyone. It demands exceptional talent, an insatiable curiosity, a high tolerance for pressure, and a deep commitment to the mission of advancing AI responsibly. For those who fit the mold, it offers an unparalleled opportunity to shape the future of technology and be at the very epicenter of one of humanity’s most significant endeavors. It’s a challenging, exhilarating, and profoundly impactful place to build a career.

      Share this post: More

    • 150 Shares129 Views

      in Workplace

      The US Companies and Tech Giants with the Longest and Shortest Interviews

      by

      You’ve had the interview, and you’re pretty sure you smashed it. Now you’re just hanging on for the callback to let you know whether the job is yours.
      It can be an agonizing and frustrating experience. And, as this latest study from career.io shows, how long you have to wait depends on the company you want to work for. Using data collected and analyzed from Indeed, it ranks how long it takes many of the top US companies, tech giants, and restaurant chains to offer a job to interview candidates.
      Let’s take a closer look.
      US Companies with the Longest and Shortest Interview Processes
      It takes just under 40 days (39.27, to be exact) to land a dream job as an agent at the Federal Bureau of Investigation (FBI). That’s the longest interview process of any US company or organization included in the career.io study.
      And as well as being one of the longest interview processes, it’s also one of the toughest. Aspiring recruits are interviewed by a panel of three senior FBI agents. They must answer a series of behavioral and scenario-based questions designed to highlight their decision-making and ethical judgment.
      This is followed by a written test, an extensive background check, a physical fitness test with a 1.5-mile run, and a comprehensive medical exam.
      Pass all these, and you might get a shot at flashing that FBI badge. But you’ll have to be absolutely exceptional. The FBI acceptance rate for new applicants is under 5%.

      McDonald’s sits right at the other end of the scale. On average, no-experience-required jobs have an interview process that takes 5.32 days. So someone interviewing Monday could be flipping their first burger by the weekend.
      How long is the interview process at top US tech companies?
      Candidates applying for tech-based roles at Uber, Amazon, and Netflix get final answers less than 10-14 days after their first interview.
      NVIDIA is another company that has a swift selection process. Candidates interviewing at the hottest company in the world right now find out their fate within 15 days of the initial recruitment call.
      Then there are the big-tech names where things move a little slower. It takes candidates over 20 days to get hired at Google. It’s a complex and challenging interview process designed to test their behavioral and technical competencies. And, because it’s Google, interviewers like to throw in a few curveballs to identify the candidates who know how to think a little differently. Google interview brain teasers in the past have included questions like “How many golf balls can fit in a school bus?

      There are similar interview times at Apple and Oracle, where candidates can expect their interview journey to last between 22 and 25 days.
      So what’s the hold-up? Aren’t these the companies that like to move fast and break things?
      Well, not anymore. Or at least not when it comes to recruiting.
      Companies like Google and Apple started life as start-ups, but they’re now fully-blown corporate entities. That means they have to sift through a huge number of applicants, conduct comprehensive background checks and multiple interview rounds, and the final yes for new staff often requires multiple layers of approval.
      Interviewing for Jobs at US Restaurant Chains
      Restaurant chains live and die on how fast they can serve their customers. And they apply the same approach to hiring new staff, because this is one industry where hiring always happens quickly.
      Candidates who interview at Papa John’s, Jimmy John’s, and Subway usually get an answer within five days.

      Even restaurants with a longer interview process, like Starbucks and In-N-Out Burger, like to inform their candidates whether they have got the job within just over a week.
      Share this post: More

    • 100 Shares139 Views

      in Employer

      Navigating Employer Branding in APAC’s Diverse Talent Landscape

      by

      The Asia-Pacific (APAC) region, with its rapid digital transformation and vast internet user base, presents a dynamic and challenging environment for employer branding. Glynnis Quek, APAC Online Marketing Lead at Google, shares insights on navigating this diverse landscape and effectively attracting top talent.
      Understanding APAC’s Nuances
      APAC’s linguistic diversity, evident in over 2,000 languages and dialects, demands localized content. Chinese, for instance, has unique variations in each country, necessitating customized messaging for Singapore, Hong Kong, Taiwan, and China.
      Platform preferences vary across markets. LinkedIn is favored in India and Australia, but less prominent in Taiwan, Japan, and Korea. China has its own platforms, necessitating a shift from global channels.
      Cultural preferences also play a role. Stories highlighting a fun workplace culture resonate well in Korea, while professional development and career growth are key drivers in Singapore.
      Addressing Misconceptions about Western Companies
      Western companies often face misconceptions in APAC, such as the need for strong English language skills, rigid Western workplace cultures, and incompatibility with traditional values.
      Google’s #GoogleRamadan campaign effectively challenged these perceptions by showcasing Muslim employees, resonating deeply with APAC’s sizeable Muslim population and prompting the global expansion of the campaign.
      Balancing Global Strategy with Local Resonance
      Google maintains a global employer brand strategy while ensuring local relevance. Quek assembles cross-functional teams with local subject matter experts and traditional employer branding partners, empowering them to work within the global framework while adapting it for their specific markets.
      Partnerships for Success
      Partnerships are crucial for effective employer branding in APAC. Google’s Women Techmakers initiative in India and the Google Aboriginal and Indigenous Network in Australia are examples of localized partnerships that resonate with diverse talent pools.

      Empowering Local Teams to Create Resonant Content
      The key to success lies in empowering local teams to create content that resonates with their markets. Quek emphasizes the importance of combining a robust global employer brand strategy with innovative local teams capable of adapting content for their specific audiences.
      Bottom Line
      APAC’s growing tech talent and burgeoning middle class make it an increasingly important region for global brands. By understanding local nuances, addressing misconceptions, balancing global strategy with local resonance, and forging strategic partnerships, companies can effectively attract top talent in this dynamic region.
      To follow Glynnis Quek’s work in employer brand, connect with her on LinkedIn. For more on Google’s global employer brand strategy, listen to our episode with Mary Streetzel. For help identifying the values and culture you want to create in your company, get in touch.
      Share this post: More

    • 63 Shares129 Views

      in Employer

      How Google Does Employment Branding

      by

      When your employer value proposition is to “build for everyone,” you need an employer brand strategy that centers on authenticity.
      Leading employer brand at one of the world’s tech titans means grappling with a reputation of legendary proportions, supporting a network of 120,000 employees around the globe, and staying sensitive to the needs of one billion users.
      It’s what Mary Streetzel faces every day in her role as Head of Employer Brand at Google. And though Google’s scale sets it apart from most other employers, the lessons Streetzel and her team have learned about employer brand strategy have universal relevance.
      The Need for More Data
      Data has played a starring role in the evolution of Google’s culture and employer brand strategy. Its mission to “increase the world’s knowledge” includes the company itself—Streetzel and her team are constantly gathering more data to help make Google a better place to work.
      You may have heard legends about the notorious Google interviews of 10 years ago. Hiring committees tested candidates with trick questions (“How many ping pong balls could you fit in a school bus?”), graduates of high-profile alma maters seemed to receive preferential treatment, and one candidate allegedly went through 16 interview rounds before receiving a decision.
      These hiring practices, Streetzel insists, are relics of a bygone era. There’s been a culture shift toward a more empathic, broad-minded, and diverse Google, thanks in part to data.
      Let Your People Do the Talking
      Streetzel refuses to let the buzzword status of “authenticity” cloud its meaning and importance to employer brand. “Brands have to go ahead and admit it: You’re a business. Tell the truth,” she says. “Then, let your users tell the story a little bit more. That’s authenticity.”
      User- and employee-generated content is one of Streetzel’s favorite ways to let people, rather than brands, do the talking. Most recently, Google handed the storytelling reins to its interns for International Intern Day and filled its employer brand channels with personal perspectives on life as a Googler, directly from the mouths of interns experiencing that life first-hand.
      Streetzel and her team want future Googlers to see themselves in these authentic stories, seeding a new and diverse generation of employees. “We really want everyone to see themselves at Google,” she says. “We want to build a Google that reflects the world around us.”

      To follow Mary Streetzel’s work in employer brand, connect with her on LinkedIn. For help identifying the values and culture you want to create at your own company, get in touch.
      Share this post: More

    • 88 Shares169 Views

      in Workplace

      Working from Home: One Year in Review

      by

      When recruiting, if you’re not adapting to working trends along with the nation, someone else will. So how is the working world settling into its new routine after a year of lockdowns and restrictions?
      Whilst many think people prefer working from home, you’ll actually find there are mixed opinions. Some like ditching the commute and having flexibility, others miss face-to-face interaction and getting out of the house.
      Office design experts, Diamond Interiors, have reviewed a chaotic working year to see how the nation has adapted and predicts what’s next for the working world.
      What has working from home changed for good?
      Flexibility certainly sticks out as a big winner. Without a doubt, people are appreciating the ability to spend more time at home, especially those with children. Businessman and founder of the Virgin Group, Richard Branson has been pushing CEOs to adopt more flexible working models even before the pandemic:
      “I’m a big believer that with the technology we have today, balancing family and business should be easier, not harder. Both partners should be able to work, realize their potential and raise a family; and flexible working enables people … to do this.”
      Google’s CEO, Sundar Pichai, sees “the future as being more flexible” and realizes the importance of cutting down commuting for his staff:
      “It’s always made me wonder when I see people commuting two hours and away from their family and friends on a Friday, you realize they can’t have plans… So I think we could do better.”
      Not only does working from home cut out commute times, but it can also cut down costs considerably. With travel costs, petrol, transport and then the daily or weekly lunchtime dining – it all adds up. At home, you’re not tempted by office lunch takeaways, local eateries, or having to spend money on actually getting to and from work.
      However, money transfers to increased electricity, heating, and internet usage. But, how does it compare?
      If you look at a worker who typically drives into a city every workday – such as Bolton to Manchester – that’s around 26 miles of driving every day (13 miles there and back). You’re looking at around £50 in unleaded fuel being saved a month by working from home. For a train commuter traveling from Bolton to Manchester, who uses a monthly season ticket, that’s around £105 saved or £120 without using a monthly season ticket.
      But, you’re probably spending that back on electricity and gas over the month by staying in more. As of April 2019, the average dual fuel variable tariff was estimated at £104.50 a month. This is before the pandemic and government-mandated lockdowns. Now that more people are working from home, with more hours using electricity for work on computers, homebrews, daily microwave pings, lights and so on, that figure is probably rising by at least 50%, if not doubling – especially during those winter months and cold spells.
      How has homeworking affected productivity?
      Gabriele Musella, CEO, and Cofounder of Coinrule, notes a positive, saying working from home “has increased my productivity level. I can stretch out and schedule my work conveniently and work in a more relaxed environment.”
      Others, however, have noticed the strain on productivity homeworking brings, like Nick Pollitt, Managing Director of Diamond Interiors: “We’ve seen employers struggle and noticed an impact. The office environment brings teams together and is where productivity thrives. That spark fades out when staff are distanced from each other; sadly business can suffer.”
      Pichai (Google’s CEO), echoes this by valuing the office for face-to-face interaction and “being together… when you have to solve hard problems and create something new.” He wants to “create more flexibility and more hybrid models” since the company’s internal survey interestingly found quite a split in the favoring of working remotely and in the office.
      Are we entering a new hybrid-working age?
      Salesforce – a cloud-based SaaS company – supports a hybrid work model, claiming “the 9-to-5 workday is dead.” But, they also understand the difficulties of working from home, “especially for those with families at home or for those who are feeling isolated.”
      Big-tech companies are also following suit with Twitter announcing early on that staff can work from home “forever.” However, employees can work in the office when it’s safe to do so.
      With isolation impacting mental health, increased office FOMO, and balancing out costs, it seems the work-from-home shift will be a sliding one, rather than a complete switch. People are enjoying more flexibility at home, but want the best of both worlds. Only time will tell what the future of the working world will look like.
      Share this post: More