Since his daughter’s birth in 2020, John, an SEO and content specialist, has cherished the flexibility of remote work, allowing him to set his own hours while juggling family and career. “It was always a balancing act,” he says, “prioritizing quality time with my family while staying engaged professionally.” But in February 2025, John joined CallTrackingMetrics, a company with a three-day-a-week in-office requirement, marking a shift from his fully remote routine.
During the interview process, John was candid with his wife about the potential tradeoffs. “If this feels like too much, I’ll keep looking,” he told her. Her response? “It’ll be a challenge, but we can make it work.” To accommodate his family’s needs, John negotiated later start times for office days to handle daycare drop-offs—a non-negotiable for him. “Thankfully, they said, ‘No problem,’” he recalls. His wife, who works fully remotely, managed pickups and cared for their daughter until John returned home.
Now, with his wife’s company hinting at a possible return-to-office (RTO) mandate, the couple faces uncertainty. “If our in-office days overlap, we’re not sure how we’d manage,” John says. Explaining this to a less-than-understanding employer could be tricky, especially as they navigate kindergarten schedules and family priorities.
A Flexible Workplace with Room for Life
John feels fortunate to work for a company that values flexibility. Run by a husband-and-wife team with school-aged children, CallTrackingMetrics fosters an empathetic culture. “They get it,”