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Meet Chris Cerra, Founder, Creator, and Head Deal-Hunter at RemoteBase:
Chris Cerra is a seasoned remote work expert and the Founder, Creator, and Head Deal-Hunter at RemoteBase. With almost six years of experience working remotely and traveling the world since 2018, Chris has gained invaluable insights into the global remote work landscape. His own transformative journey inspired him to create RemoteBase, a company dedicated to helping digital nomads and traveling remote workers find the best accommodation deals.
Recognizing the life-changing potential of remote work, Chris embarked on a mission to provide others with the opportunity to experience the freedom and flexibility it offers. Through RemoteBase, he curates a collection of top-notch accommodation options specifically tailored to the needs of digital nomads. These hand-picked deals are shared with subscribers through a free email newsletter.
Watch Now: Vit’s In-Depth Talk with Chris Cerra
Quick Read: Chris Cerra, Founder, Creator, and Head Deal-Hunter at RemoteBase, Interview Highlights
Let’s talk about digital nomads, right? So who are they? And do you consider yourself as one of them as well?
Chris explains that digital nomads work online, often in locations where they are not registered or not from, and tend to move around frequently. He considers himself a digital nomad and highlights that anyone who meets the basic criteria of working online and traveling while working can be considered a digital nomad. He states:
“Digital nomad is kind of like a label, but really anybody can be a digital nomad.”
What did you learn from that experience, from this transformation? And what advice would you give to someone thinking about doing the same?
Chris describes his gradual transition from working in an office to remote work. He explains that the transition was slow and careful, starting with working from home and gradually expanding to different locations, including overseas. He advises those considering a similar transition to take a careful and gradual approach, addressing their and their employers’ concerns and comfort levels. He emphasizes the significant shift in remote work culture today, with teams and leaders being more open and supportive. Chris states:
“Today, teams and leaders are way more approachable and better positioned to have the conversation about real-world work.”
If you’re a digital nomad and you’re trying to figure out where to stay while working, what criteria should you keep in mind? Do you have any kind of checklist or something like that?
Chris recommends choosing a place to stay and working as a digital nomad. He suggests that for beginners, it is beneficial to choose a location with some familiarity, such as a place previously visited. For more experienced digital nomads, he advises considering practical aspects of daily life, such as proximity to essential amenities like groceries and laundry facilities. He also suggests striking a balance between work and exploration. Chris states:
“Remember that it’s not a vacation… My tips are, ” try not to be in the main tourist area… go 10 or 15 minutes out of the main zone.”
Can you maybe tell us the top five countries or regions that you believe are the best places for digital nomads in terms of affordability and being a cool place to be?
Chris discusses the best countries or regions for digital nomads, taking into account factors like affordability and desirability. He mentions that people from the US often opt for Latin American countries like Colombia, Brazil, and Mexico due to their proximity, affordability, and availability of beach locations. In Europe, countries like Portugal and Spain are popular choices due to their beautiful coastlines and relatively lower costs compared to more expensive options like Germany or Switzerland. However, he emphasizes that the suitability of a location depends on individual circumstances and preferences.
Can you provide some advice to company executives who receive requests from employees to work remotely from a different country?
Summary: Chris highlights the two sides of addressing employee requests to work remotely from a different country. He suggests that companies should address remote work’s legal and tax implications to ensure compliance and minimize risks. Seeking professional guidance and considering options like employee record companies are recommended to manage legal and tax complexities effectively. Additionally, he emphasizes the importance of employee satisfaction and talent retention. Companies must clearly communicate their intentions, explaining the confines within which remote work can be accommodated. Chris states:
“Companies should take the complex side of that conversation way more seriously and just have some basic answers… It says a lot more about caring about your employees and your staff and wanting to stand by them and be a team.”
What do you think will happen with remote work and global hiring in the next couple of years?
Chris predicts three potential trends in the future of work. Firstly, remote work and the ability to work remotely will become the default rather than an option, and companies that do not adapt may struggle to survive. Secondly, automation and technology will continue to shape how work is done. Lastly, he mentions the importance of employee well-being and mentions the rise of concepts like four-day workweeks. He advises companies to be at the forefront of these changes and be open to trying new approaches.
“You have to be willing to change. And if you’re not willing to change, then you’ll just get stuck.”