How do you create a thriving culture when your team rarely meets in person?

In this episode of the Return to People podcast, Kaleem Clarkson sits down with HR leader Jessica Lorello to unpack the realities of building connection, engagement, and trust in a fully remote environment.

Jessica shares the hidden weight of “culture switching,” the constant adaptation employees face when navigating different communication styles and expectations across teams. This challenge often leaves people feeling drained and prevents them from building the deeper relationships that fuel collaboration and satisfaction, shining light on the delicate balance remote teams must strike between flexibility and connection. While employees love the autonomy of working from anywhere, they also crave in-person bonding, even if organizing off-sites can be difficult.

At the same time, Jessica highlights what’s working well in her organization. A deliberate and thoughtful onboarding process gives new hires the chance to ease in gradually, focusing first on relationships and context rather than overwhelming tasks. She emphasizes that those first weeks are decisive in shaping whether someone feels like they belong, and whether they see a future with the company. Communication, too, plays a critical role. Jessica explains that successful distributed teams don’t leave it to chance; they set clear expectations for how information is shared and how collaboration happens, ensuring everyone stays connected no matter where they work.

Workplace culture doesn’t just happen, it’s built intentionally, through choices about how teams onboard, connect, and communicate. Jessica’s insights reveal that while remote work introduces unique challenges, it also creates opportunities to design experiences that truly put people first.

An inspiring episode for leaders and teams navigating the future of work, offering a candid look at the strategies and mindsets that make remote culture both sustainable and human.

👉 Tune in to hear Jessica’s perspective on transforming remote workplaces into connected, thriving communities.

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What does it take to build trust, engagement, and creativity in a hybrid workplace?

In this week’s Return to People Podcast, host Kaleem Clarkson sits down with Andy LeDuc, Vice President of Digital Strategy & Operations at Mueller Communications, to explore how organizations can thrive in the new world of hybrid work. With nearly two decades of experience in marketing, digital transformation, and business strategy, Andy shares actionable insights on onboarding, mentorship, and creating balance between flexibility and connection.

Early in the conversation, Andy tackles one of the biggest challenges companies face today: onboarding new employees remotely. Without in-person mentorship, he explains, new hires can feel isolated and unsure of themselves. “When you learn in a vacuum... it’s all just theory,” he says, underscoring the importance of structured onboarding programs that build confidence and belonging from day one.

Andy also dives into how hybrid work has evolved from a pandemic necessity into a competitive advantage. By combining the creativity of in-person collaboration with the efficiency of remote work, teams can enjoy the best of both worlds. “Hybrid work,” Andy notes, “can offer authentic work-life balance.” This approach not only supports productivity but also opens doors to a more diverse and talented workforce unconstrained by geography.

But the real foundation of a thriving hybrid culture, Andy argues, is trust. In remote environments, trust is fragile, and essential. Leaders must empower employees by respecting boundaries, communicating openly, and building systems of accountability. To foster this, Mueller Communications implemented a mentorship program that pairs employees with mentors across departments, encouraging transparency, professional growth, and authentic connection.

Beyond internal culture, Andy shares how these same principles guide his approach to digital strategy and client relations. At Mueller, his team uses a 360-degree marketing approach that integrates public relations, digital storytelling, and analytics to create campaigns that resonate. By aligning people, purpose, and process, they help clients cut through the noise and make a measurable impact.

Andy’s insights remind us that while technology may enable remote work, it’s trust, mentorship, and communication that make it sustainable.

🎧 Tune in to learn how to build stronger hybrid teams, create a culture of connection, and empower your people to do their best work, wherever they are.

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What does it take to build a thriving remote culture and transform how teams meet?

In this episode of the Return to People Podcast, host Kaleem Clarkson talks with Aydin Mirzaee, co-founder and CEO of Fellow, the AI-powered meeting assistant helping organizations improve collaboration before, during, and after every meeting. Drawing from his experience founding Fluidware (acquired by SurveyMonkey) and Fresh Founders, Aydin shares his journey of leadership, adaptability, and continuous learning in a rapidly changing world of work.

Once skeptical of remote work, Aydin admits he thought it would lead to less productivity. But the pandemic changed everything. Forced to adapt, his team discovered that successful remote work depends not on oversight but on trust, communication, and clarity. “The communication infrastructure and sophistication of a remote team is much higher,” Aydin explains, emphasizing that building alignment requires intentional systems and consistent dialogue.

As Fellow evolved, Aydin and his team learned that connection is just as important as performance. While remote work offers flexibility and access to global talent, it also requires deliberate efforts to foster human relationships. To maintain team cohesion, Fellow organizes biannual summits and local gatherings that strengthen social bonds and nurture a sense of belonging.

At the core of Aydin’s philosophy is the idea of optimizing for learning, encouraging experimentation, reflection, and growth across every level of the company. By cultivating a learning culture, teams not only become more resilient but also unlock innovation and long-term success.

This conversation offers a refreshing perspective on what it means to lead in the hybrid era. Aydin explores how AI can make meetings smarter and more meaningful, how remote leaders can communicate with greater intentionality, and how creating an environment centered on learning and connection leads to stronger, more empowered teams. While technology can enhance how we work, it’s still people, and the relationships we build, that drive true progress.

🎧 Listen now to hear how Aydin Mirzaee and his team at Fellow are redefining meetings and remote leadership through the power of AI, communication, and human connection:

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How do you build strong remote teams while tackling global challenges? In the latest episode of the Return to People Podcast, host Kaleem Clarkson talks with Guy Bayes, co-founder of Vibrant Planet and veteran engineering leader with over 20 years of experience at Lyft, Facebook, and Lawrence Livermore National Labs. Today, Guy is applying his expertise to climate tech, building remote-first teams dedicated to wildfire remediation.

Guy shares two major hurdles in leading remote teams. Onboarding and mentoring junior employees can be difficult since remote work removes the natural learning opportunities that happen in person. Leaders must be intentional about mentorship and creating accessible support systems. Additionally, building a strong documentation culture is essential for distributed teams, but instilling the habit of writing down processes consistently is challenging. “You have to write stuff down,” Guy emphasizes.

Despite these challenges, Guy highlights the powerful advantages of remote work. Hiring without geographic boundaries allows Vibrant Planet to access diverse perspectives, which drives innovation and stronger problem-solving. Eliminating commutes gives employees more focus, flexibility, and better work-life balance. At the same time, intentional in-person gatherings such as retreats and meetups help teams connect, build trust, and align around shared goals.

Beyond leadership and team-building strategies, Guy explains how Vibrant Planet uses data and machine learning to fight wildfires and protect forests, proving that remote-first teams can create real-world impact.

👉 Listen now to hear Guy Bayes’ insights on mentoring in remote settings, building strong documentation practices, and leading diverse, purpose-driven teams in today’s flexible workplace.

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In the latest episode of the Return to People Podcast, host Kaleem Clarkson speaks with Christine Pope, CEO of Tax Valet, a fully remote, B-Corp certified company transforming sales tax services. Christine has grown the company from six employees to over 80, all while maintaining a culture of connection, trust, and growth. Her experiences offer actionable insights for leaders navigating the complexities of remote work.

One of the biggest challenges Christine discusses is navigating rapid growth. Expanding so quickly required careful development plans, succession planning, and clear role scorecards. “It was important that we make sure we even have the right scorecards for the roles that we're creating as we grow,” Christine explains. Supporting employees’ growth while keeping a cohesive culture in a remote environment has been central to her approach.

Talent acquisition beyond borders has been another success. Over the past three years, Tax Valet has received more than 50,000 applications, showcasing its strong employer brand. Christine highlights the importance of mutual fit in hiring: “You’re interviewing us as well.” By prioritizing values alignment, Tax Valet attracts top talent while ensuring long-term retention.

Creating a supportive environment has also been key. Christine emphasizes robust onboarding, mentorship, and tailored learning and development programs that help employees feel welcomed, valued, and empowered. These efforts not only enhance morale but also improve overall company performance.

Christine Pope’s leadership demonstrates that scaling a remote-first company doesn’t require sacrificing connection, growth, or culture. Her insights provide a roadmap for leaders looking to attract top talent, build cohesive teams, and foster a thriving remote work environment.

🎧 Listen now to the full episode and learn how to grow your team effectively, strengthen culture, and create a people-first remote workplace.

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In the latest episode of the Return to People Podcast, we sit down with Brandon Bowers, Chief Operating Officer of SMB Team, to explore the evolving world of hybrid and remote work. With years of experience leading teams through periods of rapid change, Brandon shares actionable insights on navigating the challenges of workplace flexibility while maintaining strong culture, engagement, and performance.

One of the biggest challenges Brandon highlights is adaptability in leadership. As SMB Team transitioned from a traditional office model to a hybrid structure, maintaining employee engagement and clear communication became a central focus. Brandon candidly discusses the hurdles that came with this shift, from ensuring that remote employees felt included to preventing miscommunication across dispersed teams. His experience underscores that successful hybrid leadership requires intentionality, flexibility, and consistent feedback loops.

Brandon also dives into two critical challenges facing hybrid organizations: talent acquisition beyond borders and communication gaps. By embracing remote work, SMB Team expanded its hiring reach globally, attracting top talent and fueling growth and innovation. At the same time, Brandon highlights the importance of clear communication guidelines to bridge gaps between in-office and remote employees, ensuring transparency, alignment, and engagement across the entire team.

This episode is a must-listen for leaders seeking practical guidance on leading hybrid teams, improving employee engagement, and scaling culture in a remote-friendly world. Brandon’s insights illuminate how challenges—whether in communication, talent acquisition, or team cohesion—can be turned into opportunities for growth, connection, and innovation.

🎧 Listen now to discover actionable strategies for navigating hybrid work, strengthening team culture, and leading with adaptability in today’s evolving workplace.

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In the latest episode of the Return to People Podcast, we’re joined by Caroline Yost, VP of People at Serenity Kids and a powerhouse in the world of People & Culture. With over a decade of experience scaling high-growth organizations, Caroline has built her career on fostering human-centered, high-performance teams in fast-paced environments. At Serenity Kids, she leads with empathy, strategy, and a deep commitment to building inclusive workplaces where employees can truly thrive.

Caroline’s perspective is especially relevant today, as organizations navigate hybrid and remote-first work models while trying to preserve engagement, connection, and trust. She openly shares both the challenges and the successes of leading culture in a flexible, distributed workplace.

One of the biggest challenges for her as VP? Engagement across remote and in-person employees. While remote work has brought freedom and flexibility, it can also create barriers to connection. “There’s always that blockage of a screen that makes it harder to connect,” Caroline explains. For extroverted team members who crave face-to-face interaction, her team continues to experiment with ways to create meaningful touchpoints.

Despite those challenges, Caroline emphasizes the deep trust that anchors Serenity Kids’ culture. Trust isn’t something that was built overnight—it has been embedded since the beginning by leadership who believed in empowering employees. “There is a baseline of trust that whoever is in the seat will carry that torch,” she notes, underlining that people simply want to feel heard and validated.

What ties all of this together is Caroline’s employee-centric approach. She invests time in truly listening to employees, gathering feedback, and adapting systems to meet evolving needs. Whether through engagement surveys or one-on-one conversations, her goal is to build psychological safety and belonging. As she puts it: “People just want to feel heard and validated.”

This episode is a masterclass in empathetic leadership, cultural resilience, and people-first flexibility 👉 Don’t miss this conversation! Tune in now to learn how to build trust, foster engagement, and create thriving workplace cultures in a hybrid world.

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What does it take to rebuild a thriving remote-first workplace culture after a crisis while staying true to a mission that spans the globe?

In this new episode of Return to People Podcast, host Kaleem Clarkson speaks with Scott Marshall, President & CEO of the Institute for Shipboard Education, home to the iconic Semester at Sea program. Scott shares how his purpose-driven nonprofit rebuilt its global workplace culture around flexibility, trust, and remote collaboration, all while keeping a distributed team connected and engaged.

Recovering from COVID-related revenue loss and the shutdown of voyages wasn’t easy. Rebuilding trust during layoffs and overcoming generational bias toward in-office work made it even more challenging. But as Scott says, “If you want the best people, go national.” That mindset opened the door to a stronger, more resilient team with engagement scores in the high 80s and 90s.

From biannual all-staff retreats to intentional onboarding, Scott reveals practical ways to keep mission-driven global teams connected and thriving.

🎧 Listen now to discover actionable strategies for building culture, connection, and performance in remote-first organizations, no matter the distance!

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Meet Hari Srinivasan, CEO and co-founder of iCover, who's revolutionizing life insurance with a 5-minute, AI-driven application process. In this episode of Return To People Podcast, Hari shares his journey from immigrating to the U.S. in 1998 to building two tech companies from Missouri—including a fully remote iCover, long before it was trendy.

But this isn't just a tech story—it's a playbook for remote work done right. Hari dives into the three pillars of iCover’s success: Trust, Responsibility, and Onboarding, and why 95% of employees vote to stay remote each year. Ironically, one of his biggest hiring challenges? Some candidates don’t want remote work.

He breaks down how iCover uses machine learning to analyze health data in minutes, cutting out lab visits, paperwork, and wait times—delivering what he calls “the best life insurance buying experience.” From reducing costs to unlocking global talent, remote work has become a strategic advantage, not just a convenience.

Packed with insights on leadership, culture, and the future of work, this conversation is a must-listen for founders, hiring managers, and anyone navigating the new world of work.

🎧 Tune in to learn how AI, remote culture, and a bold vision are transforming an industry—and reshaping how we work.

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In the premiere episode of Return to People, host Kaleem Clarkson sits down with Jennifer Cameron, CEO of Blend Me, Inc., to unpack what it truly takes to build high-performing, people-first remote workplaces. With a background in HR and communications—and a master’s degree from the University of Connecticut—Jennifer shares decades of insight into shaping inclusive, resilient, and remote-ready cultures.

The conversation begins with a throwback to Jennifer’s 2010 thesis on the Employee Value Proposition (EVP), which continues to guide Blend Me’s mission today. She defines the EVP as the authentic promise an organization makes to its people—one that directly impacts every stage of the employee journey, from onboarding to exit.

A key highlight of the episode is the introduction of TREE, Blend Me’s Remote Employee Experience framework. Jennifer walks through its core elements—Trust, Responsibility, Attract, Hire, Onboard, Engage, Perform, Develop, and Depart—emphasizing that mutual trust and accountability are the bedrock of sustainable remote teams. Without them, morale, retention, and engagement quickly erode.

Jennifer also challenges outdated performance management models, advocating for real-time, human-centered feedback over annual reviews. She underscores that performance isn’t about time at a desk—it’s about meaningful outcomes tied to growth and purpose.

Whether you’re leading a remote team or designing culture strategy, this episode offers practical insights and enduring truths to help your people—and your business—thrive.

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