Zapier | Automating Remote Work | Summary and Q&A

Transcript

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Summary

In this episode of Gray Matter, Wade Foster, CEO and co-founder of automation software startup Zapier, shares insights and advice on running a distributed organization. He discusses Zapier's founding story, the challenges and advantages of remote work, best practices for running meetings, working across multiple time zones, and fostering innovation in a remote setting.

Questions & Answers

Q: Can you introduce yourself and Zapier?

Wade Foster is the co-founder and CEO of Zapier, an automation software startup. Zapier helps users connect and automate various work tools, such as Slack, Trello, and Salesforce.

Q: What is the founding story of Zapier?

Zapier was founded in 2011 as a result of side projects and freelance work. The co-founders recognized the pain point of app-to-app connectivity, particularly for small business owners who lacked engineering resources. They aimed to create a platform that allowed non-technical users to easily integrate and automate their tools.

Q: How has Zapier evolved since its founding?

Zapier has grown from a small team to a fully distributed organization of over 300 employees. They have never had a physical office and support millions of users and thousands of companies worldwide.

Q: What are the biggest mistakes you see organizations making when transitioning to remote work?

One common mistake is over-reliance on synchronous work, leading to "zoom fatigue." Organizations should focus on setting clear goals and allowing time for asynchronous work to be completed. Relying too heavily on video conferences can hinder productivity and effectiveness.

Q: How do you handle onboarding and scaling in a remote environment?

Zapier transitioned from in-person onboarding to entirely remote onboarding, which allowed for more scalability. They now onboard employees in cohorts, providing a centralized onboarding process focused on building a sense of community and familiarity with Zapier's values, culture, and tools.

Q: How does Zapier manage working across multiple time zones?

Zapier initially hired employees in various time zones and found that it could work seamlessly. However, as they scaled, they realized the need to strategically cluster teams within three time zones of each other, particularly for teams that require fast collaboration and feedback loops. They leverage 24/7 follow-the-sun models for customer support and other customer-facing teams.

Q: Can you share an interesting automation created by a Zapier user?

Two notable users in the "no code" industry, Tara Reed from Apps Without Code and Ben Tossell from Makerpad, have built impressive projects using off-the-shelf software connected by Zapier. These projects showcase the power of automation and the ability to create unique solutions without coding expertise.

Q: How does Zapier approach goal creation and alignment?

Zapier uses the OKR (Objectives and Key Results) framework but emphasizes first understanding what truly needs to be achieved before fitting it into the framework. They focus on clear goals and missions, ensuring teams have autonomy and support to pursue those objectives. Zapier is also experimenting with adding an "actions" component to strengthen alignment between goals and actual work.

Q: How does Zapier foster innovation and creativity in a remote setting?

Creating space for innovation and creativity is crucial. Zapier dedicates resources and talent to work on new product ideas and supports a culture that values creativity. They follow the principles outlined by Mark Andreessen in the book "High Growth Handbook" and prioritize dedicated product interviewers and designated time and energy for pursuing innovative ideas.

Q: What do you think will stick in the future of remote work?

Wade believes that remote work will become more prevalent and that the workforce's preference for flexibility and remote options will drive this change. Companies will struggle to hire talent if they don't adapt, creating a macro challenge for organizations that resist remote work. This shift will likely impact talent markets, compensation structures, and commercial real estate.

Takeaways

Remote work is here to stay, and companies must embrace and adapt to this new way of working. Over-reliance on synchronous work can lead to burnout, so organizations should prioritize clear goals, autonomy, and asynchronous collaboration. Onboarding and scaling in a remote environment require strategic planning and building a sense of community. Effective communication, goal alignment, and creating space for innovation are essential for driving success in a distributed organization. The future of work will likely be more flexible and remote, impacting talent markets and traditional office-based structures.