Remote-First Companies: What They Are and How to Get Hired

Remote work has changed how Australians think about their careers. Instead of choosing jobs based on commuting distance, more people are looking for employers that allow them to work from home, live outside major cities and build their careers without attending an office every day.

But not all remote jobs offer the same experience.

Some businesses allow employees to work from home occasionally. Others operate hybrid arrangements requiring regular office attendance. Then there are remote-first companies, which build their working culture, communication systems and management processes around employees working remotely.

For job seekers, this distinction matters.

A company that simply permits working from home may still expect employees to attend meetings in person, live near a particular office or follow traditional workplace routines. A genuinely remote-first employer designs its operations so that employees can contribute effectively regardless of where they're based.

This can create greater flexibility, access to international employers and opportunities for people living throughout Australia.

However, getting hired by a remote-first company can be competitive. Employers often look for evidence that applicants can communicate clearly, manage their responsibilities independently and collaborate without constant face-to-face supervision.

In this guide, we'll explain what remote-first companies are, how they operate, where to find them and how Australians can improve their chances of getting hired.

What Is a Remote-First Company?

A remote-first company is a business that treats remote working as the normal way its employees operate, rather than an occasional benefit.

Instead of organising everything around a physical office, the company develops systems that allow people to work effectively from different locations.

Employees might work from their homes, approved coworking spaces or other suitable locations, depending on company policies.

Meetings are usually held online, information is shared through digital platforms, and employees collaborate using written documentation and project management tools.

Importantly, remote-first companies aim to ensure that employees aren't disadvantaged simply because they don't attend an office.

For example, a remote-first business might document important decisions in a shared system rather than relying on informal conversations between colleagues who happen to be physically together.

It may also evaluate employees based on the quality of their work and the results they achieve rather than how often managers see them at a desk.

However, remote-first doesn't necessarily mean every employee can work from any country or choose completely unrestricted hours.

Employers can still have geographical, legal, operational and scheduling requirements.

Remote-First vs Fully Remote vs Hybrid Work

These terms are often used interchangeably, but they describe different working arrangements.

A remote-first company structures its business around distributed work. Employees may have access to offices, but everyday processes are designed to function remotely.

A fully remote company generally operates without requiring employees to attend a permanent office. Some fully remote businesses don't maintain traditional offices at all.

A hybrid company combines office attendance with working from home. Employees might spend two or three days per week in an office and work remotely for the remainder.

Finally, a company offering remote-friendly work may allow certain employees to work from home while still treating the office as the centre of its operations.

The differences can be significant.

Imagine two people working from home.

The first works for a hybrid employer where most colleagues attend the office. Important decisions happen in meeting rooms, and the remote employee occasionally misses informal conversations.

The second works for a remote-first employer where meetings, decisions and project updates are documented for everyone.

Both employees work from home, but their experiences can be very different.

That's why job seekers should investigate how a company operates, not simply whether its advertisements include the word remote.

How Do Remote-First Companies Actually Work?

Remote-first businesses rely on intentional communication and clear processes.

Without a shared office, employees need reliable ways to understand priorities, collaborate with colleagues and access information.

Many companies use project management platforms to organise work, messaging applications for communication and video calls for discussions that benefit from real-time interaction.

Written documentation becomes particularly important.

For example, a team might record project decisions in a shared document so employees in different time zones can understand what happened without attending the original meeting.

This approach is often described as asynchronous communication.

Asynchronous communication means employees don't always need to be online at exactly the same time to make progress.

Someone in Melbourne might finish a task and document the outcome before a colleague in London begins their working day.

The colleague can then continue the project without requiring both employees to attend a meeting.

However, remote-first companies still use live meetings when they're valuable.

The goal isn't to eliminate communication. It's to make collaboration effective without requiring everyone to share the same physical workplace or schedule.

Examples of Remote-First Companies Australians Can Explore

Several Australian and international businesses have established remote-first or fully remote working models.

The following employers are useful examples of how distributed companies operate. They are not a list of confirmed current vacancies, and Australian hiring eligibility should always be checked.

Atlassian

Industry: Business collaboration software

Careers: Atlassian Careers

Atlassian is an Australian-founded technology company known for products including Jira, Confluence and Trello.

Its distributed working approach is called Team Anywhere.

Under this model, eligible employees can work remotely in countries where Atlassian has a legal presence, provided they have appropriate working rights and meet the relevant time-zone and role requirements.

Australia is an eligible country.

Atlassian also conducts its recruitment interviews virtually, reflecting its distributed approach to hiring.

The company is particularly relevant to Australians seeking remote opportunities in software engineering, product management, sales, marketing, finance and other corporate functions.

However, some roles have specific location requirements.

GitLab

Industry: Software development and DevOps

Careers: GitLab Careers

GitLab is a well-known example of a fully remote company.

It operates without a traditional central office and employs people across numerous countries.

Its publicly available handbook explains how the company uses asynchronous communication, written documentation and clearly defined processes.

GitLab places particular emphasis on ensuring information remains accessible to employees regardless of location.

Potential career areas include software engineering, technical support, product management, customer success and sales.

However, Australian applicants must confirm that a particular vacancy permits employment from Australia.

Buildkite

Industry: Software development infrastructure

Careers: Buildkite Careers

Buildkite is an Australian-founded software company that develops tools for engineering teams.

It operates with a fully remote workforce across Australia and internationally.

The company emphasises written communication, flexibility and collaboration across time zones.

Buildkite can be particularly interesting for experienced software engineers, infrastructure specialists and professionals working with developer tools.

As a specialist technology business, it may have fewer vacancies than larger employers, but its established remote working model makes it worth researching.

Employment Hero

Industry: Human resources and payroll software

Careers: Employment Hero

Employment Hero is an Australian-founded technology company providing payroll, human resources and employment management software.

It operates with a remote-first workforce and has advertised Australian remote positions.

Its career opportunities span payroll, software engineering, customer support, sales, implementation and business operations.

Employment Hero is particularly relevant to Australians seeking to transition into technology from payroll, administration, customer service or business-to-business sales.

However, individual roles may require specialist knowledge or particular working hours.

Supabase

Industry: Database and developer platform software

Careers: Supabase Careers

Supabase is a globally distributed technology company with Australian roots.

Its workforce operates remotely across multiple countries.

The company advertises positions using geographical classifications such as Global, APAC and EMEA.

This is an important distinction for Australian applicants because a company can be remote-first without accepting employees in every country.

Supabase may appeal to software engineers, technical support specialists, product professionals and people with experience in cloud infrastructure.

Hava

Industry: Cloud infrastructure software

Careers: Hava Careers

Hava is an Australian software business developing tools that help organisations visualise cloud infrastructure.

It explicitly promotes fully remote work from anywhere in Australia.

The company also describes collaboration around Melbourne time zones.

Hava is an example of a smaller Australian employer where remote working is central to its operations.

It may be particularly interesting to technical professionals who want to work remotely without joining a large multinational company.

Remote

Industry: International employment and payroll software

Careers: Remote Careers

Remote develops software and services that help businesses employ people internationally.

Its own workforce is distributed across different countries.

The company recruits across engineering, customer success, sales, marketing, finance and operations.

Remote is particularly interesting for professionals with experience in human resources, payroll, compliance and international business.

However, not every position is open worldwide. Some roles have specific country or regional requirements.

What Are the Benefits of Working for a Remote-First Company?

One of the biggest advantages is location flexibility.

Instead of restricting your job search to employers within commuting distance, you may be able to consider companies based elsewhere in Australia or overseas.

For someone living in regional Victoria, for example, remote-first employment could provide access to employers that would otherwise require relocation to Melbourne or Sydney.

Working remotely can also reduce commuting expenses and give employees more control over their daily routines.

However, the benefits extend beyond convenience.

Remote-first companies often develop stronger documentation and more transparent communication practices because they can't rely on everyone being physically present.

This can make it easier for employees to find information, understand expectations and collaborate across departments.

Some remote-first businesses also offer home-office allowances, equipment or flexible working hours.

These benefits vary by employer and shouldn't be assumed without checking the employment agreement.

What Are the Disadvantages of Remote-First Work?

Remote-first employment isn't necessarily suitable for everyone.

Without regular face-to-face interaction, some employees may find it harder to develop workplace relationships.

Others may struggle with boundaries between work and personal time.

International teams can also create scheduling challenges.

For example, an Australian employee working for an American company may occasionally need to attend early morning or evening meetings.

Remote-first employers may provide flexibility, but that doesn't always mean employees can choose any working hours they prefer.

Another challenge is visibility.

Employees need to communicate progress and achievements clearly because managers can't observe their work in person.

However, this doesn't necessarily mean sending constant updates.

Effective remote-first companies generally aim to measure outcomes rather than online activity.

Before accepting a position, consider whether the employer's communication style, expectations and working hours suit you.

What Skills Do Remote-First Companies Look For?

Remote-first employers generally value the same professional skills as traditional businesses.

However, certain abilities become especially important when employees work independently.

Clear Written Communication

Written communication is essential in many distributed teams.

Employees frequently share information through project management systems, messaging platforms and documentation.

Being able to explain a problem clearly can prevent unnecessary meetings and misunderstandings.

For example, instead of sending a vague message saying that something isn't working, an effective remote employee might describe the problem, explain what they've already tried and identify the assistance they need.

This makes it easier for colleagues to respond, particularly when they're working in different time zones.

Independence and Accountability

Remote-first employees often need to manage their responsibilities without constant supervision.

Employers want people who can prioritise tasks, meet deadlines and communicate when something is delayed.

This doesn't mean working without support.

It means demonstrating that you can take responsibility for your work and ask for assistance when appropriate.

Digital Confidence

Most remote-first companies use a combination of collaboration and business software.

Common tools include Slack, Microsoft Teams, Zoom, Google Workspace, Notion, Jira and project management platforms.

You don't necessarily need experience with every application.

However, being comfortable learning new systems is valuable.

Problem-Solving

Working remotely sometimes requires employees to investigate problems before asking colleagues for help.

Employers appreciate people who can identify issues, research potential solutions and communicate their findings.

This is especially relevant in customer support, technology, operations and administration.

Collaboration Across Time Zones

International remote-first companies may employ people across Australia, Europe, Asia and North America.

Employees need to understand how to collaborate when colleagues aren't always available immediately.

This can involve documenting decisions, planning ahead and respecting different working schedules.

How to Get Hired by a Remote-First Company

Getting hired by a remote-first employer involves more than finding a vacancy labelled remote.

You need to demonstrate that you can perform the responsibilities of the position and succeed in a distributed working environment.

Research the Company's Remote Culture

Before applying, investigate how the company approaches remote work.

Look for information about communication, working hours, geographical restrictions and employee expectations.

Some businesses publish detailed remote working handbooks.

GitLab, for example, provides extensive public documentation explaining how its distributed workforce operates.

Other companies describe their policies through careers pages or recruitment materials.

Understanding these arrangements will help you determine whether the employer is genuinely remote-first.

It will also make your application more relevant.

Tailor Your Resume to the Role

Your resume should focus on professional achievements and the skills required for the position.

If you have previous remote experience, include it where relevant.

However, don't assume employers will reject you because you've never worked remotely.

You can demonstrate remote-friendly skills through other experience.

For example, someone who has managed customer accounts independently may already have strong communication and organisational abilities.

An administrator who coordinates suppliers and deadlines may have experience managing responsibilities without constant supervision.

The key is explaining how those skills apply to the position.

Demonstrate Results Rather Than Responsibilities

Remote-first employers often place substantial emphasis on outcomes.

Instead of simply describing what you were responsible for, explain what you achieved.

For example, a sales professional could highlight revenue growth, customer retention or successful account management.

A customer service employee might describe improved response times, customer satisfaction or the resolution of complex enquiries.

A project coordinator could explain how they delivered work on schedule or improved internal processes.

Specific examples make it easier for employers to understand the value you can bring.

Prepare for Virtual Interviews

Remote-first companies commonly conduct interviews through video calls.

Treat these interviews with the same professionalism as an in-person meeting.

Choose a quiet location, test your internet connection and make sure your microphone works.

However, preparation shouldn't stop at the technical details.

Be ready to discuss how you organise your work, communicate with colleagues and manage competing priorities.

Employers may ask how you would handle a situation where a colleague is unavailable or a project encounters an unexpected problem.

Your answers should demonstrate practical judgement rather than simply repeating that you're independent or self-motivated.

Show That You Understand Asynchronous Work

Understanding asynchronous communication can help distinguish your application.

You don't need to have worked for a fully remote company before.

However, you should understand why written updates, documentation and clear handovers matter.

For example, you could explain how you would document a customer issue so another team member could continue resolving it without needing a lengthy meeting.

This demonstrates an understanding of distributed collaboration.

Follow Application Instructions Carefully

Remote-first employers often receive applications from a wide geographical area.

Some use screening questions or written assessments to evaluate candidates.

Read the instructions carefully and answer questions directly.

Avoid submitting a generic application that doesn't explain why you're interested in the particular business.

If the employer asks for examples of your work, provide relevant evidence rather than lengthy general statements.

Can You Get Hired by a Remote-First Company Without Experience?

Yes, although entry-level remote positions can be competitive.

Some remote-first employers recruit customer support representatives, sales development representatives, administrative professionals and junior operations employees.

These positions may prioritise communication, organisation and the ability to learn over extensive industry experience.

However, remote-first doesn't automatically mean entry-level.

Many distributed companies are technology businesses that recruit experienced specialists.

Applicants should focus on positions matching their current capabilities rather than applying indiscriminately to every remote vacancy.

If you're changing careers, consider industries where you already have relevant knowledge.

For example, someone with hospitality experience may be well suited to a software company serving restaurants.

A professional with retail or business-to-business sales experience could explore remote account management or sales development positions.

This approach can make the transition more realistic.

Do Remote-First Companies Pay More?

Not necessarily.

Remote-first employment is a working arrangement, not a guarantee of higher compensation.

Salaries depend on the profession, experience, company and geographical location.

Some international employers use location-based compensation, meaning employees in different countries receive different salary packages for comparable roles.

Others use more standardised salary structures.

Australian employees should also consider superannuation, paid leave, employment classification and benefits when comparing offers.

For international positions, confirm whether you'll be employed through an Australian entity, an employer of record or as an independent contractor.

These arrangements can affect your entitlements and financial responsibilities.

A high advertised salary may not represent the best overall package if the position lacks paid leave or requires you to manage additional contractor expenses.

Can Australians Work for Overseas Remote-First Companies?

Yes, provided the employer is willing and legally able to engage someone based in Australia.

However, this is one of the most misunderstood aspects of remote employment.

A company describing itself as globally remote doesn't necessarily hire in every country.

Some employers recruit only in locations where they have established legal entities.

Others use employer-of-record services or independent contractor arrangements.

Time-zone requirements can also influence eligibility.

For example, an international company may advertise an APAC remote position but require employees to overlap with Singapore business hours.

Another employer might prefer applicants in Europe or North America.

Always check whether Australia is explicitly listed as an eligible location.

How to Tell Whether a Company Is Genuinely Remote-First

One of the simplest ways to evaluate a remote-first employer is to investigate how its employees communicate and collaborate.

A genuinely remote-first company should be able to explain how meetings, documentation, onboarding and performance management work.

Its recruitment process may also provide clues.

For example, Atlassian conducts its interviews virtually as part of its distributed working approach.

GitLab publicly documents its remote working practices.

These are stronger indicators than a vague advertisement promising flexibility.

You should also investigate whether remote employees have the same opportunities for promotion and professional development as office-based colleagues.

If a company describes itself as remote-first but requires frequent office attendance, clarify what the policy actually means.

Questions to Ask Before Accepting a Remote-First Job

Before accepting an offer, ask how the company's remote policy works in practice.

Find out whether you can work from anywhere in Australia or must remain within a particular region.

Clarify whether employees are expected to attend offices, conferences or team gatherings.

Ask whether the company provides equipment or a home-office allowance.

You should also understand the expected working hours and whether international meetings regularly occur outside Australian business hours.

For career development, ask how performance is measured, how employees receive feedback and what opportunities exist for promotion.

These questions can help determine whether the company's working arrangements match your expectations.

How to Find Remote-First Companies Hiring in Australia

Start by researching businesses with documented distributed working models.

Visit their official careers pages and look for Australian-eligible positions.

Some employers provide location filters, allowing applicants to identify roles open to people living in Australia.

Others classify vacancies as Global, APAC or Australia Remote.

Search terms such as "remote-first companies Australia", "distributed team jobs Australia" and "work from anywhere Australia jobs" can also help.

However, traditional job boards don't always distinguish clearly between remote-first employers and businesses offering occasional work-from-home flexibility.

This is why researching original employer advertisements is important.

Look beyond the remote label and investigate the actual working arrangements.

Find Remote-First Jobs on Deskless

Deskless is a dedicated remote job board featuring opportunities sourced directly from Australian and international company websites.

Rather than relying exclusively on traditional recruitment platforms, Deskless helps job seekers discover remote vacancies published through employer career pages.

New opportunities are added daily, with positions across technology, customer service, administration, sales, marketing, finance and other professions when available.

Deskless operates through a paid membership model.

For Australians interested in remote-first careers, employer-sourced listings can help uncover opportunities beyond conventional recruitment websites.

However, not every remote vacancy is offered by a remote-first company, and international employers may have geographical restrictions.

Before applying, confirm whether the employer accepts Australian-based applicants and whether the position requires regular office attendance.

Explore Remote Jobs on Deskless

Frequently Asked Questions

What does remote-first mean?

Remote-first means a company designs its working processes around employees collaborating remotely rather than relying on a traditional office.

What's the difference between remote-first and fully remote?

Remote-first describes how a company operates, while fully remote generally describes an arrangement where employees aren't required to attend a regular office.

Are remote-first companies completely flexible?

Not always. Employers may have working-hour expectations, geographical restrictions or occasional in-person requirements.

Which companies are remote-first in Australia?

Examples worth researching include Atlassian, Buildkite, Employment Hero, Supabase and Hava.

Can you get a remote-first job without experience?

Yes. Some companies recruit entry-level employees in customer support, sales and operations, although competition can be significant.

Do remote-first companies hire internationally?

Some do. However, individual vacancies may be restricted to particular countries or regions.

What skills do remote-first employers value?

Clear communication, organisation, accountability, problem-solving, digital confidence and the ability to collaborate independently are particularly valuable.

Are remote-first jobs harder to get?

They can be competitive because employers may attract applicants from a larger geographical area. Relevant experience and well-targeted applications can improve your chances.

Do remote-first companies provide equipment?

Some provide computers, accessories or home-office allowances. Benefits vary by employer.

Where can Australians find remote-first jobs?

Start with official company careers pages and dedicated remote job boards such as Deskless. Always confirm Australian eligibility.

Final Thoughts

Remote-first companies offer an alternative to traditional office-based employment.

Rather than simply allowing employees to work from home occasionally, they design their systems, communication and culture around distributed teams.

Companies such as Atlassian, GitLab, Buildkite, Employment Hero and Supabase demonstrate different approaches to making remote collaboration work.

For Australians, these employers can create opportunities to work for businesses located elsewhere in the country or internationally.

However, remote-first doesn't automatically mean unrestricted location flexibility, complete control over working hours or guaranteed Australian hiring eligibility.

Getting hired requires the same professional capabilities as any other career opportunity, alongside an ability to communicate clearly, work independently and collaborate through digital systems.

By researching employers carefully, tailoring applications and demonstrating measurable achievements, job seekers can improve their chances of securing a remote-first position.

Ready to find your next remote opportunity?

Explore remote jobs on Deskless and discover opportunities sourced directly from Australian and international company websites.

Find remote positions across technology, sales, customer success, administration, marketing and more, and explore careers beyond the traditional office.