Remote work is becoming more common among progressive legal technology companies. Although generally conservative, the legal industry has seen an increase in remote positions in general. Although this is not yet the norm in the legal industry, events such as COVID-19 have led many to wonder; how can my company implement an effective work from home policy? And, as a legal professional, how can I negotiate a remote work policy?
Address it Immediately
If it’s an important aspect of your job search, make sure the hiring manager knows this early in the interview process and definitely within the first in-person conversation. This way, you can be upfront about your needs, allow them the opportunity to be transparent about their current policies and use both of your time efficiently.
If it’s a “need to have”, be upfront about that. If it’s a “want to have”, explain your ideal circumstances (ex.: working three days in office, and two offsite) and why this matters to you. Whatever you do, be honest. It’s important that both of you have the pertinent information to move forward.
Propose a Thought-Out Agreement
If the hiring manager seems open to the idea of remote working, give them an example of what that might look like. Taking the reins will help them to understand what you envision as your ideal setup and can help them outline the details of how to make it work. This can include:
In addition to the outline of your day-to-day, give them reasons why this will benefit the company and your quality of work. This might include:
Finally, since companies traditionally think of remote work as lacking in quality, provide the hiring manager with plans you’ve already put in place to ensure your output:
Be Open-Minded
It’s never a good idea to go into a job interview with a fixed idea of the working situation you’re looking for. Interviews are open-minded conversations, so take some time to figure out what’s important for you, and what is more of a “want to have”. Prepare a list including your ideal setup, and a few less-than-ideal alternatives for both you and the hiring manager to consider. You can always ask that this conversation be revisited in the future. Here are a few examples to consider: