This interview is with Jamie Frew, CEO at Carepatron.

Jamie Frew, CEO, Carepatron

Jamie, can you tell us a bit about yourself and your journey to becoming an expert in remote work?

Sure! My journey to becoming an expert in remote work wasn’t something I set out to do intentionally—it evolved naturally through experience. Before co-founding Carepatron, I spent years in talent management and organizational psychology, working with global companies like ANZ, Telstra, and Alexander Mann Solutions. These roles gave me a deep understanding of how people thrive when they’re empowered with the right structure and autonomy, no matter where they work. When we launched Carepatron in late 2021, we made the decision to be fully remote from day one. This wasn’t just about flexibility; it was a conscious choice rooted in the belief that people do their best work when given ownership of their time and environment. We wanted to create a company culture that wasn’t tied to traditional office settings but was built on trust, accountability, and well-being.

In the early stages, we had to learn quickly how to foster collaboration and connection without the benefit of in-person interactions. It wasn’t always smooth sailing, but those challenges forced us to get creative with how we communicated, set expectations, and kept everyone aligned. Over time, I’ve seen firsthand how effective remote work can be when it’s supported by the right tools, systems, and culture.

What key experiences led you to where you are today, particularly in shaping your perspective on effective remote work strategies?

My journey to shaping effective remote-work strategies really began long before remote work became the norm. Early on, I worked in global roles across industries where I collaborated with diverse teams across different time zones and cultures. That experience taught me the value of autonomy and trust as foundational principles for remote work. It's essential to give people the freedom to manage their schedules and trust them to deliver, no matter where they are.

At Carepatron, we fully embraced a 100% global remote team, which allows us to tap into talent worldwide. The pandemic accelerated this vision and reinforced that high-quality work doesn't depend on physical presence. We've found that flexible hours and self-directed workflows, combined with the right tools, lead to higher engagement and productivity. I also learned the importance of clear communication and regular check-ins to keep everyone aligned and connected, so people feel they're part of a cohesive team rather than isolated individuals.

Building Carepatron remotely has shown me that the key to effective remote work lies in creating an environment where people feel empowered, trusted, and connected, all while maintaining a healthy work-life balance.

Many individuals highlight the importance of a strong work culture, even in remote settings. How have you seen a positive remote work culture contribute to a team's success, and what specific steps were crucial in establishing that culture?

A strong work culture is essential, especially in a remote setting where team members aren’t in the same physical space to naturally build camaraderie.

At Carepatron, we’ve seen firsthand how a positive remote culture drives engagement, creativity, and long-term success. When people feel connected to the team and supported by the organization, they’re more motivated to bring their best selves to work, no matter where they’re logging in from. For us, a positive remote culture begins with a foundation of trust and autonomy. From day one, we made it clear that we value outcomes over hours worked or time spent online.

This approach gives our team the flexibility to work in ways that suit their unique schedules and time zones, which has been a big factor in helping them feel respected and empowered. Communication and transparency are also central to our culture. Regular team huddles, one-on-one check-ins, and open channels for feedback keep everyone aligned and engaged. We also encourage sharing wins, challenges, and lessons learned to celebrate successes and support growth together.

By fostering open communication, we create an environment where team members feel their contributions are valued and where they can freely share their ideas. Finally, we make a point to recognize and celebrate achievements to keep morale high. This can be as simple as giving shout-outs in team meetings or taking the time to recognize birthdays, anniversaries, and personal milestones. These small moments help people feel seen and appreciated, which is key in a remote setting where it’s easy for achievements to go unnoticed. In the end, the steps we’ve taken to build our remote culture are about making people feel connected, trusted, and valued, which has been critical in driving our team’s success and resilience.

You mentioned asynchronous working as a key element in your remote setup. Could you elaborate on how to effectively implement asynchronous communication and collaboration within a team to maximize productivity and well-being?

Asynchronous working has been transformative for our remote setup at Carepatron, allowing us to build a results-driven team culture that respects each person’s unique schedule and maximizes productivity. The key to making asynchronous collaboration work is to focus on outcomes rather than the process, so team members know they’re trusted to complete tasks in a way that suits them best.

To start, clear expectations are crucial. Every project begins with well-defined goals and deadlines, so there’s no ambiguity about what’s expected. This helps each team member understand their role, allowing them to plan their work independently and prioritize effectively. By keeping the focus on deliverables rather than on specific work hours, we empower people to manage their time in a way that fits their peak productivity hours. Effective documentation and centralized resources are also essential for asynchronous work.

We make sure that project details, updates, and decisions are documented in shared digital workspaces, like Notion and Slack channels, so anyone can catch up on the project’s progress at any time. This reduces the need for constant check-ins and frees up valuable time for deep, focused work, ultimately driving better results. We also set up regular touchpoints, whether that’s weekly summaries or progress updates via shared channels, so that everyone stays informed without needing to be online at the same time. These check-ins help ensure that projects stay on track and that any issues are identified early, allowing for course corrections without disrupting individual workflows.

Finally, promoting a culture of trust is essential. In an asynchronous setup, team members need to feel confident that their colleagues are meeting their commitments, even if they’re not online together. By focusing on the quality of the work and celebrating outcomes, we reinforce the idea that it’s the results that matter most, not the process or hours logged.

Trust seems to be a recurring theme in your approach to managing remote teams. How can leaders build trust with remote employees, especially when transitioning from a traditional office environment?

Trust is indeed at the heart of managing remote teams effectively. When transitioning from a traditional office to a remote environment, building trust can be challenging, but it’s also essential for success. And while it might be a hard pill to swallow, I strongly believe that not everyone is built for remote work. That’s something both employers and employees need to acknowledge upfront, as remote work requires a high level of self-discipline, accountability, and adaptability.

To build trust, leaders first need to shift their mindset from monitoring to empowering. In an office setting, it’s easy to fall into the habit of managing based on physical presence and activity, but in a remote setup, you’re better off focusing on results. Clearly defining goals, timelines, and deliverables gives employees a solid framework, allowing them to take ownership of their work without feeling micromanaged. When people understand what’s expected and have the freedom to approach it in their own way, it creates an environment where trust can naturally grow.

Regular, open communication is also key. Scheduling one-on-one check-ins or feedback sessions can help leaders stay connected with employees, address any concerns, and offer support without interfering with their workflow. These interactions are an opportunity to listen, ask questions, and understand individual needs; all of which help reinforce a sense of trust and collaboration.

Transparency is equally important. Sharing updates on company goals, challenges, and successes makes employees feel valued and involved. When leaders are open about the bigger picture, employees feel more secure and trusted, as they understand the “why” behind their tasks.

Lastly, it’s crucial to celebrate achievements and recognize effort. When remote employees see that their contributions are valued and acknowledged, it reinforces their commitment and strengthens their connection to the team. Trust grows when people feel their hard work is noticed, even if they aren’t in the same room.

Maintaining work-life balance is often cited as both a benefit and a challenge of remote work. What strategies have you found most effective in establishing and protecting those boundaries for yourself and your team?

Work-life balance is a double-edged sword in remote work—it offers incredible flexibility, but it can also blur boundaries if you’re not intentional about setting and maintaining them. At Carepatron, we’ve found that establishing clear boundaries and respecting them is crucial for long-term productivity and well-being.

One of the most effective strategies is defining core working hours or “available” hours that align with key team collaboration times. Outside of those hours, team members are encouraged to pause notifications and step away from work. This small step, like pausing notifications when the workday is over, has a huge impact—it lets people genuinely disconnect, recharge, and return to work refreshed the next day.

Setting personal work routines also goes a long way. We encourage team members to create a dedicated workspace and set consistent start and end times. Establishing these routines helps everyone mentally transition between “work mode” and “personal time,” which is especially helpful when working from home. Another important aspect is leading by example. As leaders, we make a point to respect others’ boundaries and set clear ones ourselves. If team members see that their leaders aren’t responding to emails late at night or during weekends, it sets a positive standard that reinforces the importance of personal time.

Finally, we emphasize open communication about workload and deadlines. When team members feel they can openly discuss capacity and priorities, it reduces the pressure to be “always on.” This transparency creates a culture where it’s okay to unplug and focus on well-being.

What are some common misconceptions about remote work that you've encountered, and how would you address those misconceptions based on your experience?

There are several misconceptions about remote work that I’ve encountered. First, many people think remote work means constant availability, but it should be about flexibility, not round-the-clock connectivity.

At Carepatron, we emphasize setting boundaries and encourage team members to pause notifications after hours to protect their work-life balance. Another common myth is that remote workers are less productive. In reality, remote work can boost productivity, as people are free to work during their most productive hours. Our results-driven approach focuses on outcomes rather than hours, leading to greater accountability and quality work. Some also believe remote teams become disconnected and unengaged, but with the right culture and regular check-ins, remote teams can stay highly engaged.

At Carepatron, we prioritize communication, celebrate milestones, and create a sense of unity across screens. There’s also a misconception that remote work limits professional growth, yet remote setups allow access to diverse global perspectives and flexible learning opportunities. Finally, remote work is often seen as easy or unstructured, but in truth, it requires discipline. Clear timelines, core hours, and documented processes at Carepatron help provide structure so team members can enjoy flexibility without losing focus. Addressing these misconceptions comes down to setting clear expectations, building a strong culture, and valuing autonomy and trust.

Thanks for sharing your knowledge and expertise. Is there anything else you'd like to add?

If you're interested in learning more about the work that we do at CarePatron or in connecting further, feel free to reach out to me on LinkedIn or explore our website.