Golden handcuffs at remote startups are rarely discussed.

Basecamp is the poster child:
Sky-high global pay & decade-long employee tenure.

With remote work rising, if Basecamp employees leave, other remote startups will hire them.

Now that Basecamp pulled the Zappos move ("we'll pay employees to leave"), we'll see whether employees vote with their feet or ease back into the new policy

When I left Buffer in 2017 - a great company - I thought about golden handcuffs. Yes, a great problem to have, a privileged situation.
For employees making 6-figures remotely + profit sharing or equity + work 4 days/week... hard to leave.

Esp. for employees w/ family or mortgage. I find that remote employees, just like top executives, NEED their next job lined up before they quit.
(most don't leave, which is totally cool as they have a great job)

So I'm left wondering:
Are all long-term employees in for the mission/values, or do they have to-good-a-deal to leave?

Tons of remote teams are now hiring (hi, @remotiveio!), there are more options than ever before.

I think the 'first-generation' of remote workers (folks who had x-years of remote exp. pre-COVID) will go on to join/start cool remote companies.

For instance, @buffer did a great job at keeping an Alumni channel on their slack!

Interesting future of work experiences will likely be led by a handful of widely profitable remote SaaS co':
@doist, 100-ppl asynchronous company
@buffer promoting 4-day-week & well being
@gumroad: No Meetings, No Deadlines, No Full-Time Employees
...

Expect more. Few guesses:

"Choose Your Own Adventure" company, where clients vote on what the company does.

Fully gamifying a company with a @Twitch mindset @joinrepublic + @cannyHQ + weekly @loom.

Not far from the @Shpigford's @MaybeFinance!

"Unionized company", where a collective of vouched members decide to pool their career/income. A %age of your income goes to the collective.
Could be co-investing, could be building pension, could be insurance policy...

Think @Upstart but as a team.