Some companies don’t want to do remote employees due to other logistics like extra requirements to handle for legal, employment, accounting burden than dealing with a single state. So if a company in San Francisco wants to hire someone in Cincinnati, extra stuff for them to do and if you’re the only employee in that area it isn’t worth it.

Pretty much a lot of requirements as a sticks and bricks business since some employment laws are based on where the worker is doing the work from. So the only option is you pack up and move across the country or more likely they’ll find someone else.

Not an HR expert but a company in San Francisco reached out to me unsolicited (I guess since I put some stuff on Github and NPM) but I wanted to give it a try remotely working from home to see if I was good with their tech stack and stuff before committing to moving but was told no. And then that opens up a lot of other questions and stuff too.

All this employment stuff is a mind field it seems, then if your workforce travels to a convention in a neighboring state even could open up issues. Then some states have city taxes, so I guess if your team went somewhere for a day and you still paid them, extra stuff too. Then health insurance too if your company is big enough to require it and can't be sold across state lines. So having a group plan in California is useless, so now you have to get an Ohio plan... and what address do you even use since you don't have an office and someone is working from home?

As things become more remote and global, I wish the states could work together to make things simpler. Seems some states would benefit letting residents work remotely without much burden to the out of state business, as the way now it seems like they’ll lose residents who are encouraged to move elsewhere for work instead. It just sounds like a mess. My idea was if I ever got a big company and let people work from home, I'd also open up offices in a few cities across the country people could commute to or work remotely some days. Make them sorta like an office but also sorta like co-working spaces but for staff only.

I guess though if you decide to contract out stuff, instead of making them an employee though not as big of a burden then. But if you deal with a business that creates an intellectual property, that could cause some problems unless contracts in place. Since contractors still own the IP, unlike a employee where the company automatically owns the IP. However I was reading something after 35 years, they can reclaim their copyright if a contractor but maybe you could have some failback licensing agreement so you could still use it but no longer have exclusive rights if that'd hold up - but this isn't something I've researched too much on personally. So contracting out tech support probably not a issue since not really creating any IP, but if creating assets like 3D models, sounds, music, etc for a game that could be a problem if planning for a long term brand around it, etc. So if that relates to your business, would want to make sure you research and get the right agreements in place before even contracting out asset creation - but personally I'd rather have an employee instead just to be certain to make sure the company owns any code, graphics, etc.