Teams | Collaboration | Customer Service | Project Management

Ask your workforce data a question. Get an answer, not a spreadsheet.

Sourcing, interviewing and onboarding a remote employee is close to the same work as hiring anyone else, done over video. Most guides stop there, and that is why companies get surprised. The part that actually differs is jurisdictional. Employment law generally follows where the work is performed, not where the company is registered.

Most guides to small business time tracking are lists of eight or ten tools. This one is not, because the tool matters less than two things nobody explains before selling you one. Record-keeping obligations do not scale with headcount. A business with three employees faces the same FLSA requirements as one with three hundred: hours worked each day, total hours each workweek, the day the workweek begins, kept for the required period. There is no small-business exemption. The economics are lopsided.

I have spent enough time in agencies to know how to price professional services projects badly. The reason most projects lose money has little to do with the pricing model on the proposal. It comes down to two things nobody systematises: what the work truly costs to deliver, and what happens to that cost after the client signs. This guide fixes both with a repeatable four-gate method.

In a services firm, your people are both the product and the cost, so service business profitability gets decided in five places at once. It's what you charge, what you collect, how much capacity you sell, who does the work and what the firm costs to run. This guide runs all five through one worked model. Then a Lever Sensitivity Test shows which lever to pull first, and it's rarely the one leaders reach for.

The honest answer is that you cannot know whether someone is working by watching them, and remote work did not create that problem. It removed the illusion that solved it. In an office, presence stood in for productivity. Take the office away and the substitute disappears, leaving a question that was always there. Two things follow. The signals most monitoring tools sell are weak proxies that a determined employee defeats in minutes.

Hybrid remote means an arrangement where an employee works part of their time in an office and part somewhere else, usually home. In most companies that works out to two or three days on site. That is the definition, and on its own it is almost useless. “Hybrid remote” in a job listing can mean four days in the office and one at home, or two weeks a quarter on site and the rest anywhere in the country. Both are advertised with the same two words.

Your desktop is no longer the only place to log time – you can now do it straight from your phone with the new Scoro Time mobile app. We’ve also grown ELI’s capabilities – put ELI to work reading files, filtering list views for you, and running automations for you when certain trigger conditions are met. And that’s not it – there’s a lot more below!