Onsite, hybrid or remote, stated on every role

Why the mode depends on the role

We do not run one policy for everyone, because the work is not the same. Some clients require an onsite or hybrid pattern for data security, for coaching intensity or by contract. Others are comfortable with fully remote delivery. Rather than force every role into one shape, we match the mode to the account and state it plainly on the posting.

This honesty matters more than a blanket promise of flexibility. A careers page that says everything is remote and then quietly reassigns you to an office has not done you any favours. We would rather tell you the true mode before you apply, so the role you accept is the role you actually work. If a posting says hybrid in Ontario, that is what it is, and it will not change under you after you sign.

Which roles support which mode

Provincial eligibility

Our operations are anchored in Ontario, Quebec and Alberta, and onsite or hybrid roles are tied to those provinces. Remote roles are open more widely across Canada, but employment standards, tax and in some cases language requirements are provincial, so each remote posting states the provinces it can hire in. You need the right to work in Canada for any role. We do not hire outside the country for these positions.

Quebec roles carry French language obligations that go beyond preference, in line with provincial law and the client's needs. If a role is Quebec-based or Quebec-facing the posting will say what level of French it requires.

How remote work is equipped and secured

Remote roles are set up to protect client data, because that is the condition of doing this work from home. Expect company-provisioned equipment and access appropriate to the account, secure sign in and a requirement for a private, quiet workspace and a reliable internet connection. The specifics are set out for each role, and the security expectations are not optional.

None of this is meant to be onerous. It is the same discipline that lets serious clients keep regulated work in Canada while their people work from home. A remote role at Corpshore is a real job with real accountability, not a loose arrangement, and the setup reflects that. If you treat the home workspace with the same care you would an office desk, the requirements are straightforward.

Onboarding when you are remote

Starting a remote role does not mean starting alone. Paid onboarding and training run for remote hires the same way they do onsite, with a trainer, a cohort and support around you. You learn the client, the systems and the standard before you take live work, over video and shared tools rather than in a room, but with the same structure. Nobody is handed a login and left to it.

The first weeks are deliberately supported because a remote start can feel isolating if it is done badly. We do it deliberately instead. You meet your team, you know who to reach when you are stuck, and your early work is reviewed with the same coaching a floor hire gets. The medium is different, the standard is not.

Is remote right for you

Remote work suits people who are self-directed, comfortable managing their own focus and able to hold a routine without a room full of colleagues around them. It removes the commute and opens roles to people far from our operations, which is a real gain. It also asks more of your discipline, because the structure that an office provides you now have to provide yourself. Be honest with yourself about which you are, and pick the mode that fits.