{"id":610,"date":"2019-10-22T19:18:00","date_gmt":"2019-10-22T16:18:00","guid":{"rendered":"https:\/\/arc.dev\/employer-blog\/?p=610"},"modified":"2026-10-26T21:11:04","modified_gmt":"2026-10-26T13:11:04","slug":"figuring-out-remote-work-structure-hiten-shah","status":"publish","type":"post","link":"https:\/\/arc.dev\/employer-blog\/figuring-out-remote-work-structure-hiten-shah\/","title":{"rendered":"Figuring Out Your Own Remote Work Structure: Hiten Shah"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">Summary: <strong>Hiten Shah<\/strong> has led remote teams since 2003, well before remote work was a mainstream option. His core message hasn&#8217;t changed with the times: don&#8217;t copy someone else&#8217;s remote playbook, figure out what actually works for you, your team, and your management style.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><em>A note on this piece: this article is adapted from a long-form podcast interview. We&#8217;ve restructured it around Hiten&#8217;s core principles rather than the original episode format, since a raw transcript makes for a hard read as a standalone article. We&#8217;ve also updated a few details below where things have changed since the original conversation.<\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">By 2026, most of the &#8220;remote work is new and scary&#8221; framing that dominated conversations a few years ago has faded, distributed teams are simply <a href=\"https:\/\/dev.to\/anas_kayssi\/7-ai-meeting-tools-to-10x-productivity-in-2026-ultimate-guide-2m0\">how a large share of tech companies operate now<\/a>, often blended with AI tools that summarize meetings and turn conversations into searchable records automatically.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">What hasn&#8217;t changed is the harder problem underneath all of it: process, communication, and trust don&#8217;t come for free just because everyone has better tools. <strong>Hiten Shah<\/strong> figured this out the hard way, starting a company in 2003 with a remote co-founder, well before &#8220;remote-first&#8221; was a category anyone was writing about. He went on to found Kissmetrics, Crazy Egg, and Quick Sprout, and later Nira, a document access-governance company that started life as FYI and was later acquired by Dropbox.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">His core message across two decades of leading remote and hybrid teams hasn&#8217;t changed: figure out what actually works for you, rather than copying someone else&#8217;s remote work best practices wholesale.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Looking for top talent fast? See how Arc can help you:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u26a1\ufe0f Find developers, designers, marketers, and more&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u26a1\ufe0f Freelance or full-time remote + fully vetted&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u26a1\ufe0f Save up to 58% with global hires<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/arc.dev\/\"><strong>Hire top talent with Arc risk-free \u2192<\/strong><\/a><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>In this guide:&nbsp;<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Principle 1: Figure out what works for you, not what worked for someone else<\/li>\n\n\n\n<li>Principle 2: Focus on process, not tools<\/li>\n\n\n\n<li>Principle 3: Over-communicate on purpose<\/li>\n\n\n\n<li>Principle 4: Hiring is about &#8220;opting in&#8221;<\/li>\n\n\n\n<li>Principle 5: Give people real ownership over their own work<\/li>\n\n\n\n<li>Principle 6: Treat team health as the real challenge<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Principle 1: Figure Out What Works for You, Not What Worked for Someone Else<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Hiten&#8217;s central piece of advice resists tidy summarization into a checklist, and that&#8217;s deliberate. &#8220;Figure out what works for you&#8221; sounds almost too simple, but it&#8217;s a direct response to how much generic remote-work advice treats every team as interchangeable.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">If your personality, management style, or team structure aren&#8217;t naturally suited to remote work, Hiten&#8217;s advice is blunt: admit it, and find a solution that works for your specific situation rather than forcing a fit with someone else&#8217;s system.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">That extends to how he thinks about helping individual team members find their own structure too. Rather than mandating a single company-wide routine, a manager&#8217;s job is to pay attention to what each person actually needs: whether that&#8217;s access to a coworking space, guidance on communicating with colleagues, or something else entirely. &#8220;I don&#8217;t like to make this complicated. I don&#8217;t like to provide a lot of structure,&#8221; Hiten said. &#8220;What I do like to do is pay attention to individual team members and their needs.&#8221;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Principle 2: Focus on Process, Not Tools<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A recurring frustration Hiten pointed to is what he called the &#8220;shiny new thing syndrome,&#8221; teams reaching for a new tool because it&#8217;s exciting, without first figuring out whether it actually fits how they work.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&#8220;We really think through the process, not the tool,&#8221; he explained. &#8220;What is the process, not what is the tool, and will the tool work for our process?&#8221; This applies whether the tool in question is an analytics platform, a task management app, or a workplace messaging system. Adopting new tools without a clear process to plug them into just adds friction, not productivity, a lesson that&#8217;s arguably even more relevant now that teams have far more AI-powered tools competing for adoption than they did a few years ago.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Principle 3: Over-Communicate on Purpose<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Remote teams famously struggle with communication, and Hiten&#8217;s advice on this is concrete rather than abstract. Over-communicating, in his view, means specific, repeatable habits:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Repeat the things you say, especially key decisions or next steps.<\/li>\n\n\n\n<li>Make it explicit what happens after a meeting ends, don&#8217;t leave next steps implied.<\/li>\n\n\n\n<li>Confirm understanding directly: &#8220;Hey, can we make sure that we heard the same thing on this call?&#8221;<\/li>\n\n\n\n<li>Write things down, and follow up over email or a shared document when it matters.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">&#8220;That repetition, that clarity,&#8221; Hiten said, &#8220;that&#8217;s really the best you can do&#8221; for making sure a distributed team stays genuinely aligned, rather than assuming alignment because everyone nodded on a call.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Principle 4: Hiring Is About &#8220;Opting In&#8221;<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Asked how his hiring process has changed since 2003, Hiten pointed to one thing that&#8217;s stayed constant and one thing that&#8217;s changed completely.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">What hasn&#8217;t changed: you still need to evaluate whether someone will genuinely be a good fit for how your team works. What has changed is your ability to actually do that evaluation before making a full-time commitment. The rise of freelance platforms and side-gig work has made it far easier to see how someone actually works with your team before hiring them outright.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Hiten&#8217;s process centers on exposing candidates to how the team actually operates, and then letting them decide whether it&#8217;s a fit: &#8220;We want them to opt into our environment, and that&#8217;s really the most important thing&#8230; I think for remote teams this is way more important than anything else.&#8221;&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">That includes being explicit about process-heavy realities of remote engineering work, like the expectation that engineers provide accurate timelines, rather than glossing over how the team actually functions day to day.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Principle 5: Give People Real Ownership Over Their Own Work<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">One of Hiten&#8217;s more specific management habits: he doesn&#8217;t own the agenda for his 1-on-1 meetings with direct reports, they do.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&#8220;I want them to own the document&#8230; It&#8217;s literally their job to figure out what they want to talk about because it&#8217;s their work, they own their work. I don&#8217;t own their work.&#8221; This isn&#8217;t just a scheduling preference, it&#8217;s a broader philosophy about where ownership should actually sit on a team, and Hiten frames it as advice worth adapting rather than copying exactly: know your own preference, whether that&#8217;s owning the agenda yourself or handing it off, and be explicit with your team about which one you&#8217;re doing.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Principle 6: Treat Team Health as the Real Challenge<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Asked directly what his biggest challenge is after roughly two decades of running remote teams, Hiten didn&#8217;t point to a tool or a process gap. He pointed to people: &#8220;the number one challenge is really making the team healthy.&#8221;&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Communication and social opportunities, isolation, and loneliness are the recurring themes that come up whenever people talk honestly about what&#8217;s hard about remote work, and Hiten&#8217;s framing is that these are ongoing management responsibilities, not problems you solve once and move past.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Read More:<\/strong> <a href=\"https:\/\/arc.dev\/employer-blog\/the-return-to-office-debate-what-the-evidence-says-for-distributed-engineering-teams\/\">The Return-to-Office Debate in 2026: What the Evidence Says for Distributed Engineering Teams<\/a><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Beyond the Tools<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Hiten&#8217;s core advice hasn&#8217;t shifted with the tooling: know yourself, know your team, and be honest about what actually works rather than what&#8217;s supposed to work. Better AI-assisted tools for summarizing meetings, drafting written updates, and organizing async communication genuinely help with the mechanics of remote work in 2026. They don&#8217;t replace the harder work of building trust, giving people real ownership, and paying attention to whether your team is actually healthy, not just productive.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">That&#8217;s arguably the most durable part of Hiten&#8217;s message: remote work was never really about the tools. It was always about the process, and about being honest with yourself about what your team actually needs.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">You can also try <strong>Arc<\/strong>, your shortcut to the world&#8217;s best remote talent:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u26a1\ufe0f Access 450,000 top developers, designers, and marketers&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u26a1\ufe0f Vetted and ready to interview&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u26a1\ufe0f Freelance or full-time<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/arc.dev\/hire-developers\"><strong>Try Arc and hire top talent now \u2192<\/strong><\/a><\/p>\n\n\n\n<script type=\"application\/ld+json\">\n{\n  \"@context\": \"https:\/\/schema.org\",\n  \"@type\": \"Article\",\n  \"headline\": \"Figuring Out Your Own Remote Work Structure: Hiten Shah of FYI\",\n  \"description\": \"Hiten Shah's timeless remote leadership principles: process over tools, over-communicating on purpose, and why hiring is about opting in.\",\n  \"image\": \"https:\/\/cdn-employer-wp.arc.dev\/wp-content\/uploads\/2022\/02\/fyi-hiten-shah.png\",\n  \"author\": {\n    \"@type\": \"Organization\",\n    \"name\": \"Arc\"\n  },\n  \"publisher\": {\n    \"@type\": \"Organization\",\n    \"name\": \"Arc\",\n    \"logo\": {\n      \"@type\": \"ImageObject\",\n      \"url\": \"https:\/\/cdn.arc.dev\/arc-next-landing\/images\/arc\/share-logo.png\"\n    }\n  },\n  \"datePublished\": \"2025-06-11\",\n  \"dateModified\": \"2026-08-28\",\n  \"mainEntityOfPage\": {\n    \"@type\": \"WebPage\",\n    \"@id\": \"https:\/\/arc.dev\/employer-blog\/figuring-out-remote-work-structure-hiten-shah\/\"\n  }\n}\n\n<\/script>\n","protected":false},"excerpt":{"rendered":"<p>Hiten Shah, Founder and CEO of FYI shared his experience of leading remote teams since 2003.<\/p>\n","protected":false},"author":15,"featured_media":611,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[18],"tags":[],"class_list":["post-610","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-thought-leadership"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.8 - 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