Grow Remote — Ireland
Operating System · H1 2026 · v28
Strategy &
Execution
Execution
30,000+members
50+chapters
3,000+trained
9years IP
North star — the one number that tells us the mission is working
Remote PAYE jobs
landed
in Ireland.
landed
in Ireland.
Every part of what we do either makes this number possible or proves it is happening. Community shows demand. Training produces workers. Policy creates the infrastructure to count and win the jobs.
Why jobs landed, not jobs advertised
Ireland has 100,000+ remote PAYE jobs advertised across Europe every month. None of them are counted, tracked, or targeted. A job advertised in Amsterdam can be filled by someone in Roscommon — but without a national target and a tracking mechanism, that job is invisible to the Irish state.
How we track it today
Building better tracking
What counts as a job landed
On double-counting — A ringfenced Shopify job counted via LOI could also appear when a community member logs the same job through an event. Remote jobs are often won by individuals on their own initiative. Duplication is possible and we note it.
Organisation — Board → GM → three departments
Board of Directors
Co-Founder & Chair
Secretary
Director
Director
Director
Director
General Manager — reports to Board
Fractional Interim
Permanent hire Sept 2026
Community Policy Employer Services
Head of Programmes
Community Outreach
Policy Lead — hiring June 2026
Board Chair (interim)
Employer Services Manager
Training Sales
Training Delivery
Channel Partners
Enabling
Operations Manager — finance, HR, systems, governance, DRCD compliance
↳ Impact & Data — quarterly reports, KPI dashboard
Marketing & Social — content calendar, newsletter, organic social
PR & Media — earned coverage, policy hooks, national target narrative
Supply & demand — how a remote job originates, lands in Ireland, and sustains
Supply — where jobs come from
S1
International remote-first employers
100k+ jobs/month across Europe. Don’t land in Ireland by default. No targeted proposition = job goes elsewhere.
Policy P1
S2
Irish companies transition to remote
Office-first companies open roles to workers anywhere in Ireland. New supply from within — no new employer required.
Employer Services E2 / FORWARD
S3
Irish companies already remote
Exist but invisible. Not connected to talent pipeline or policy conversation. Need to be found, recognised, and brought in.
Employer Services E7
jobs land
Demand — the worker’s path to a remote job
D1
Worker knows remote jobs exist and are within reach
Most workers don’t know where to look or whether they qualify. Visibility and awareness come first.
Community C1 / C2
D2
Worker has the skills to get and perform the job
Remote work requires specific skills — async comms, self-management, digital tools. Without them, workers don’t get hired or don’t last.
Employer Services E2 · Lead From Anywhere
D3
Worker is matched to the right role
Knowing jobs exist and being skilled isn’t enough. Workers need a route to the actual vacancy — especially for international remote-first employers.
Employer Services E4 · Employer concierge
D4
Worker stays — isolation doesn’t push them back
Remote work doesn’t stick without local connection. 76% feel more connected after Grow Remote events. 94% met someone interesting. Community is retention.
Community C1 / C2
What we do — the problems, in the order we found them
01 — solved
Remote workers are isolated and invisible
No community. No local connection. No way to find others in the same situation.
What we built
50+ local chapters. 30,000 members. 314 events in 2024 — 325 targeted for 2026 with DRCD.
growremote.ie/community →02 — solved
Workers and managers don’t have the skills
Remote work requires a different skillset. Most workers had never been trained. Most managers had no framework.
What we built
Lead From Anywhere. Futureproof. 3,000+ trained. Now a national training plan.
growremote.ie/lead-from-anywhere →03 — solved
Companies can’t manage the cultural transition
Training managers revealed a deeper problem. Skills weren’t enough. Companies needed support to change how they work — not just how they train.
What we built
FORWARD — transition support for Irish companies moving to distributed work.
growremote.ie/forward-programme →04 — solved
Individuals don’t know where to find remote work
Workers were skilled and motivated but had no clear route to remote roles. The jobs existed. The path to them didn’t.
What we built
Career resources. Job discovery. Guidance on finding and landing remote roles.
growremote.ie/job-seekers-resources →05 — current focus
No national strategy — so the jobs don’t land here
100,000+ remote PAYE jobs advertised monthly across Europe. No target. No proposition. No agency tracking where they go. They don’t come to Ireland by default.
What we’re building
Ireland’s first national target for remote job creation. LOIs. Pre-Budget submission. Budget 2027.
growremote.ie/policy → Community revealed the skills gap. Training revealed the transition gap. Transition work revealed the discovery gap. All of it revealed the same thing: without a national strategy, the jobs weren’t coming anyway.
Department objectives & key results — outcome KRs only, not activities · DRI = directly responsible individual · leading indicators in blue
Community
Make every remote worker in Ireland feel less alone and more economically active
30,000 members across 50+ chapters generate the community scale and outcome data that make the policy case undeniable
C1
75 active chapters by year end (DRCD-funded target) — 50 chapters deliverable without DRCD. 2024 actual: 88. Growth requires new LL recruitment running at 2/month
Lagging
Victoria
75chapters
C2
325 events / 2,600 attendees (DRCD-funded). Without DRCD: 200 events / 1,250 attendees. 2024 actual: 314 events / 2,417 attendees. Mix: ~40% group activities, ~35% after-work socials, ~15% hub events, ~10% community contributions. Event NPS target 70
Lagging
Donal
325 events2,600 reached
C4
Local Leader retention above 12-month mark (current high turnover under 2yr)
Lagging
Victoria
>50%>12 months
C5
3 national summits: Community (Sept), Employers (Nov), Ecosystem (Feb/Mar)
Lagging
Donal
3summits
C6
EPP companies active in community — speakers at training, event participation, and Employer Summit presence. Target: 15 of 22 active EPP companies engaged at least once per quarter
Leading → E8, P3 EPP
Donal + Eoin
15/22active/qtr
C7
Local Leader pipeline: 2 new LLs recruited/month (12 welcome sessions × 15 registrations → 10 attendees → 2 active). 8 LL check-ins/month. 2 LL 1:1s/week. 3 regional retreats/year at 20 attendees each. 75 active LLs by year end
Leading → C4
Victoria
75 LLsactive, yr end
Policy
Secure Ireland’s first national target for remote job creation by Budget 2027
LOIs demonstrate employer intent. Community data quantifies worker demand. Both feed the Pre-Budget submission that makes the ask credible and urgent.
P1
3+ signed Letters of Intent from remote-first employers committing to Irish hires
Leading → Pre-Budget
Tracy
3+LOIs signed
P2
Pre-Budget 2027 submission filed with DETE — national target ask with evidence
Lagging
Policy Lead
Q3 2026filed
P3
CEO Dinner: 30 leaders at Leinster House — EPP companies are primary target for seats, with goal of converting attendance to LOI conversations
Leading → P1 EPP
Tracy
3029 Apr
P4
€150k philanthropic funding raised for 12-month Policy function
Lagging
Tracy
€150kQ2
P5
Policy Lead hired and operational by June 2026
Leading → all policy
Tracy / Renate
Apriloperational
P6
15 stakeholder conversations per month — employers, elected representatives, civil servants, economists, media. Tracked by category
Leading → P1, P2
Tracy → Policy Lead
15/moby category
Employer Services
500 learners, €506k, employers who meet the bar — then co-design the curriculum that fills LOI-committed jobs
Revenue funds the mission. Employer quality matters as much as volume — criteria cover trainee numbers, attendance, and policy engagement. The depth of each relationship (training → curriculum input → LOI) is tracked and has to grow.
E1
€506k training sales revenue — 22 groups × €23k per group
Lagging
Ciara
€506kFY 2026
E2
500 learners across 22 groups — 17 LFA + 5 single-employer groups. Delivery pipeline per group: 40 ROIs → 27 FETCH signups → 20 graduates. H1: 16 groups / H2: 6 groups. Channel partners: The Wheel, SERI (existing); EI, CIPD, IBEC (pipeline)
Lagging
Eoin
500learners
E3
Employer-designed curriculum brief issued and agreed with LOI employers
Leading → LOI conversion
Eoin + Policy
Q2–Q3co-designed
E4
Employer concierge: candidates matched to LOI-committed employers → jobs land
Lagging · → P1
Eoin
Q3+hires verified
E5
Employer quality criteria met: minimum trainee numbers, attendance rate, and policy engagement per employer
Leading → E2, E3
Eoin
Ongoingper cohort
E6
Active employer relationships up quarter-on-quarter — tracked by depth (training only → curriculum input → LOI). EPP companies are the primary pool; depth score tracked per company
Lagging EPP
Eoin + Ciara
QoQgrowth
E7
EPP pipeline: 22 active companies each in at least one programme track. Cadence per company: 1 mailer/month, 4 calls/month, 2 mission contributions/month. Named contact, depth score, and next action tracked per company. 5 new EPP companies added by Q3
Leading → E1, E7, P1 EPP
Eoin + Ciara
22 + 5by Q3
Enabling
Make the work visible, credible, and well-told
Impact data feeds policy. Media coverage feeds credibility. Marketing feeds pipeline. None of the three departments work at full force without this layer running underneath.
X1
Impact report published quarterly — outcomes by region, formatted for policy and funder audiences
Leading → P2, P4
Graham
Quarterlypublished
X2
KPI dashboard live and shared with board monthly — actual vs. target, no projections. Red flags surfaced before board meeting, not at it
Leading → all depts
Graham
Monthlyboard pack
X3
Organic social and newsletter above benchmark engagement — content calendar covering policy milestones, community stories, training outcomes. No paid spend unless ROI proven
Lagging
Donal
Above benchmarkper channel
X4
3+ earned media placements per quarter
Leading → P1, P3
Donal
3+/qtrearned media
Training groups
— of 22 confirmed
Learners enrolled
— of 500 target
Revenue pipeline
— of €506k target
Next group starts
—
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H1 2026 sprint — initiatives, owners, KR mapping, status — click status to toggle R/A/G
All
Community
Policy
Employer Services
Enabling
In Development
Dept
Initiative
DRI
Maps to KR
Deadline
Status
Policy
All-Party Group — Apr 14 briefing
Emer Currie TD, Chair — present community evidence + LOI pipeline to group
Tracy
P1 P2
14 Apr
On track
Policy
CEO Dinner — Leinster House
30 leaders, Minister Peter Burke TD, Siobhán Curtin, Emer Currie TD — 29 April
Tracy
P3
29 Apr
On track
Policy
Close LOIs — Kinore Finance, Hostaway
MURAL confirmed. Two active conversations to convert to signed LOI
Tracy
P1
Q2
In progress
Policy
Recruit Policy Lead
Operational by June
Tracy / Renate
P5
April
In progress
Policy
Stakeholder conversations — 15 per month
Employers, TDs, civil servants, economists, media. Tracked by category.
Tracy → Policy Lead
P6
Monthly
In progress
Policy
Philanthropic fundraising — €150k
35+ philanthropists engaged via Boardy introductions. 12-month Policy function funding.
Tracy
P4
Q2
In progress
Policy
Pre-Budget 2027 submission to DETE
Policy Lead leads authoring. Community impact data + P1 LOI evidence as core proof points.
Policy Lead
P2
Q3
In progress
Community
DRCD delivery — ongoing H1
DRCD target: 75 chapters / 325 events / 2,600 attendees. Own-steam floor: 50 chapters / 200 events. 2024 actual was 314 events / 2,417 attendees.
Donal / Victoria
C1 C2
Ongoing
On track
Community
Local Leader Hub — branded, on-site, self-serve
Replace Notion with on-site hub. Impact visibility, tools, WhatsApp integration. Retention lever.
Victoria
C4
Q2
In progress
Community
Local Leader pipeline — recruitment and retention cadence
Monthly welcome session (15 registrations → 10 attendees → 2 active LLs). 8 check-ins/month. 2 x 1:1s/week. 3 regional retreats. Target: 75 active LLs by year end.
Victoria
C7
Monthly
In progress
Employer Svcs
National Training Plan — 1,000 learner pilot
450 managers / 250 individuals / 300 career changers. SOLAS/LOETB funded.
Eoin
E2
Q2
On track
Employer Svcs
Employer-designed curriculum brief
Co-designed with LOI employers (P3→E3). Eoin + Policy Lead. Built around committed roles.
Eoin + Policy
E3
Q2–Q3
In progress
Employer Svcs
€650k training revenue — pipeline review
LFA, Futureproof, FORWARD, consulting. HubSpot pipeline health check monthly.
Ciara / Eoin
E1
Monthly
In progress
Employer Svcs
EPP onboarding — 22 active companies each in at least one programme track
Cadence: 1 mailer/month, 4 calls/month, 2 mission contributions/month per company. Depth score and named contact per company. 5 new companies by Q3.
Eoin + Ciara
E7
Q2
In progress
Community
EPP community activation — speakers, events, Employer Summit
Target 15 of 22 active EPP companies engaged at least once per quarter via events or training.
Donal + Eoin
C6
Ongoing
In progress
In Development
Mission Central — logged outcome dashboard
Worker logs an action; outcomes aggregated by region to feed Policy submission. Supabase backend not yet integrated. Scope and build timeline to be confirmed.
Graham
—
No timeline
In progress
In Development
Remote Work Onboarding Training Programme
New programme for workers new to remote — distinct from LFA. Target cohort, curriculum, delivery model, and funding route not yet defined.
Eoin
E2
No timeline
In progress
Enabling
Quarterly impact report — outcomes by region
Community impact data formatted for policy and funder audiences. Q1 report published by end of April.
Graham
X1
Quarterly
In progress
Enabling
Earned media — 3+ placements per quarter
Donal
X4
Ongoing
In progress
Enabling
Social and newsletter — above benchmark, policy-led content calendar
Community stories, training outcomes, policy milestones. No paid spend without clear revenue link.
Donal
X3
Ongoing
On track
H1 2026 timeline — when each initiative runs, with marketing and onboarding sequences shown
Jan
Feb
Mar ◀ now
Apr
May
Jun / Q3
Policy
Policy Lead hirerecruit + operational
Operational
Philanthropic fundraising€150k target
€150k
All-Party GroupApr 14 briefing
APG 14 Apr
CEO DinnerLeinster House, 29 Apr
Dinner 29 Apr
LOI conversionsKinore, Hostaway
Sign Q2
Pre-Budget submissionfiled to DETE
Filed Q3
Community
DRCD deliverychapters, events, reach
Local Leader marketingawareness + recruitment
Local Leader applicationsopen + screen
Local Leader onboardingtraining + Hub access
Local Leader Hub liveon-site, branded
Hub live
Employer Services
National Training Plan1,000 learner pilot
1,000 Q2
Employer-designed curriculumco-designed with LOI employers
Brief agreed
Cross-function connections — how the three departments depend on each other to produce the outcome
C2 → P1 / P2
Community evidence feeds the Policy case
1.Member attends an event or community activity — outcomes captured through Impact tracking and community surveys
2.Graham aggregates outcomes by region and action type — a quantified demand signal, not anecdote
3.Policy Lead uses regional outcome data as primary evidence in Pre-Budget 2027 submission to DETE
→Community scale becomes the number that makes the government ask undeniable
P3 → E3 → P1
National target triggers training — training closes LOIs
1.Policy secures LOI — employer commits to X Irish hires contingent on trained supply and government support
2.Policy Lead and Eoin co-design curriculum around the specific roles the LOI employer has committed to fill
3.Training delivers candidates. Employer concierge matches them. Job lands in Ireland. LOI converts to verified hire.
→Verified hire strengthens the evidence base for the next LOI conversation and the Pre-Budget ask
P2 → DETE / IDA / EI
Embedding remote in state infrastructure
1.All-Party Group (Apr 14) and CEO Dinner (Apr 29) build cross-party political alignment on the national target
2.Pre-Budget submission gives DETE a specific, evidenced ask: set a national target for remote job creation with a number attached
3.Budget 2027 target creates a mandate. IDA and EI now have a number to hit — remote treated with same rigour as FDI.
→EU Council Presidency (Jul-Dec 2026) amplifies at European level — Regional Aid Guidelines reform
E7 + C6 + P3
EPP: the same employer across all three departments
1.Employer Services onboards a company into EPP — training opens the relationship and a depth score is assigned
2.Community activates the same company as a speaker, event partner, or summit participant — connection deepens beyond transactional
3.Policy invites the company to the CEO Dinner — the relationship converts from programme participant to public advocate for the national target
→22 active EPP companies are the most direct pipeline to LOIs — each one already knows Grow Remote
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