There’s over $120B in enterprise value of remote first enterprises. Feelings are fine, the data shows the model is effective. You can hire the best talent anywhere, talent that has options. That is a material competitive edge vs hiring a cohort that is willing to tolerate a non remote operating model.

My hot take: Don’t hire helpless people, and the people you do hire, make sure they are fully supported to know what they need to do their job (internal mentor/buddy, knowledge base, frequent check ins until they’re more autonomous, etc). In person onboarding can help, as can week long in person on sites every quarter or twice a year (team cohesion).