Very

What if your workplace felt more connected than ever—without a physical office?

That’s the magic behind Very, a fully distributed technology services company that’s rewriting what it means to build hardware, culture, and connection remotely. 

In this episode of Culture Uncovered, COO Jessica Begley shares how Very thrives without an office, fosters deep connection, and why being a Swiss Army knife in your career is the ultimate power move.

Whether you’re navigating a career pivot or exploring the remote work world, this episode is packed with gems.

What you’ll learn:

• Why embracing a career lattice (not just a ladder) can set you up for long-term success
• How a fully distributed tech company keeps people more connected than in-person offices
• Why recognition and learning are core to Very’s culture (and the tech they use to make it happen)
• The power of Slack channels, themed question threads, and remote bonding
• The value of becoming a Swiss Army knife in your career journey
  
  

Some Very highlights:

• Founded: ~2010
• Company size: 50 employees across the U.S., Canada, Mexico, Colombia, and Argentina
• Fully remote (no office!)
• Perks: Distributed work culture, Slack-based community building, Bonusly for peer recognition, and an emphasis on continuous learning
• Not hiring right now, but Q2 is peak season—check back soon!
  
  

To learn more about Very:

• Very's Careers Page
• Very on LinkedIn 
• Jessica Begley on LinkedIn

Transcript

Jena Dunay: Hello friends, and welcome back to another episode of Culture Uncovered! I’m super excited to introduce you to my new friend, Jessica Begley. Thank you so much for coming, Jessica! You’re the COO of Very, and you’re here to talk to us about the organization, what you’re focused on, and share your career journey and advice for job seekers. I’m thrilled to have you!

Jessica Begley: Thank you so much for having me. I’m really excited to be here.

Jena: Awesome! Let’s kick things off. Can you tell us a little bit about what Very actually does?

Jessica: Absolutely! Very is a technology services company. We’re consultants who build connected hardware devices and digital products, often leveraging AI to help our customers. Many of our clients are in industrial and commercial spaces, but we’ve also worked on products you might have in your home today. What’s really unique is that we’re fully distributed. We don’t have a physical office. We develop hardware remotely, which is pretty incredible!

Jena: Kind of incredible!

Jessica: Right? Very has been around for almost 14 years and has always been distributed, even before COVID. But COVID legitimized distributed businesses. Before that, people would ask, “Are you a real company? You don’t have an office?”

Jena: There totally was that mindset! It’s bizarre to think about how we did life without remote capabilities. Before 2020, it wasn’t common, especially for larger organizations. There was this trust factor. If you had an office, you were legitimate!

Jessica: Exactly. That brick-and-mortar presence somehow made a company feel “real.” But now, especially in tech, you see companies coming out of places like Y Combinator that are fully distributed. People are realizing there’s incredible talent everywhere.

Jessica: So the question becomes, do you want to be geographically specific, or do you want the best talent for your business? Very embraces the ability to hire people in unique locations. We’re distributed across the Western Hemisphere. We have team members in the U.S., Canada, Mexico, Colombia, and Argentina.

Jena: Wow! I didn’t realize it was all of those regions. How many employees do you have right now in 2025?

Jessica: Including contractors, we have about 50 people. And I know people don’t always believe this, but the relationships and connections we have are incredibly strong because of the systems we’ve put in place. I bet if you asked our team, they’d say this is the most connected they’ve ever felt.

Jena: What systems do you think contribute to that? We just interviewed another fully remote organization, and I’m curious what you’re doing to create that connectivity. If someone’s listening and thinking, “I want to be part of that,” what should they know?

Jessica: I love this topic! You’ll have to cut me off at some point. First, we don’t email each other. The only emails are for comp docs. Everything else is on Slack.

Jena: Okay!

Jessica: Slack is built strategically. Every internal project has its own channel. Every function has a channel. We have social channels and company-wide channels. Everything has a syntax. It’s rapid-fire communication. I handle internal comms, and I post updates in Slack. Everyone reacts with an emoji. Sometimes I switch it up to see if they’re paying attention! If someone has a question, it goes in the thread, which helps avoid repetitive back-and-forth emails.

Jena: Yes!

Jessica: We also have a “Social Random” channel. Every morning, I ask a random question. We’ve moved to theme weeks. This week is movie week! We’ve had book week, concert week, and time travel week. These questions spark organic conversations. People discover shared interests, and it builds connection across teams.

Jena: This is so fun!

Jessica: It’s like those office kitchen chats, but open to everyone. You’re not limited to who sits near you. It’s low-risk and inclusive.

Jena: I love that! It helps bring connectivity across functions. This model might actually make people more connected than less!

Jessica: I agree! We also have optional social channels. Parenting, pets, DIY, car talk, books. People share their passions during work hours. The parenting channel is amazing. When someone announces they’re becoming a parent, the support is incredible. We’ve made product recommendation lists, and it’s heartwarming to see dads jump in with advice.

Jena: That’s so sweet!

Jessica: Another tool we use is Bonusly. It democratizes recognition. Everyone gets $25 a month to give to others, tied to a shoutout and one of our values. These go into our “People Applauds” channel. Recognition happens daily, and it’s multi-directional. The executive team often adds on to shoutouts. It’s a beautiful way to make people feel seen.

Jena: Love that! I’ve never heard of Bonusly, but I’m putting it in my back pocket! It’s great for retention and recognition. I love the individuality of it. People at different levels can shout each other out daily. Now, I have to ask, what was a movie week question?

Jessica: Today’s question was, “What movie do you think was better than the book?”

Jena: Gosh, none!

Jessica: There’s a thread! I didn’t realize Forrest Gump was a book. Apparently, the movie is much better. These questions spark learning moments every day.

Jena: That’s so funny! Okay, I take that back. A Walk to Remember, the movie is better than the book!

Jessica: See? Your initial reaction was “never,” but sometimes the visualization elevates the story. We’ve had other great questions too, like “If you could time travel to any event in history, what would it be?” Some people chose major historical events. Others wanted to meet ancestors. It’s fascinating to see how people interpret the questions.

Jena: It’s like conversation cards in Slack! I love it!

Jessica: Exactly. It helps build community. You get to know your coworkers without directly asking personal questions.

Jena: So good! Now tell me, how did you come across Very? It’s not a huge company, so how did you find it?

Jessica: A headhunter reached out to me.

Jena: I love that answer! There are so many ways to find jobs. Recruiters, networking, applying online. It’s helpful to hear different stories!

Jessica: Totally. My best friend was contacted by the recruiter and said, “You don’t want me, you want her.” That’s how it happened. At the time, I was looking for three things. A smaller company, a new industry, and a broader role. I had done a lot of career latticing early on, and I wanted to apply that in a broader context.

Jena: Yes!

Jessica: In large enterprises, roles are narrow. In small companies, you have wide lanes. I’m grateful for my enterprise experience. It taught me so much. But I love being in a small company. We don’t have ID numbers. I want to call people by name, know their kids’ names, their pets’ names. At one point, I was typing my ID number 50 million times a day. It felt like that was my name.

Jena: It’s a great analogy. Like choosing between a big state school and a small liberal arts college!

Jessica: Exactly. Both offer amazing opportunities, but they’re different.

Jena: I recommend starting in a large company early in your career, then moving to a smaller one for more strategic impact. You mentioned career lattice. Can you explain that?

Jessica: Sure. I think it’s the future of career building. Our parents had linear careers. Step-by-step ladders. But today, with skill-based hiring and upskilling, latticing makes sense. In enterprises, if you’re good at your job and have institutional knowledge, it’s easier to move into adjacent functions. I went from HR business partner to talent performance, then policy, then compensation. Each role built on the last.

Jena: Yes!

Jessica: The beauty of the lattice is you’re not just climbing one narrow ladder. You build a diverse skill set. When you move to a smaller company, you bring all that with you. You’re more marketable and can wear many hats.

Jena: Right!

Jessica: Your career is a marathon, not a sprint. Be open. Learn. You can do anything for a year. I’ve had to remind myself of that many times. You’ll grow and discover what you do and don’t want to do.

Jena: So many nuggets of wisdom! I call it the quarter turn. You build on your skill set with each move. Even if your experience feels all over the place, you can synthesize it into a compelling narrative.

Jessica: It’s a superpower. Do you want to be a screwdriver or a Swiss Army knife? If you’re hungry to climb, the higher you go, the broader your purview becomes. You won’t be an expert in everything. That doesn’t exist, but you can know a little about a lot. That way, you can jump into conversations feeling more informed.

So many times I’ve joined client or vendor negotiations, and they’re surprised by what I know. At one point in my career, I had to do that thing they’re talking about. Normally, they expect to give a ten-minute explanation and answer a bunch of questions. But I’m already in it. It changes the dynamic of the conversation. You’re immediately perceived as more informed.

If you’re someone with a deep passion or skill and you want to be that one perfect tool, go for it. That’s amazing. But I really think there’s a superpower in being the Swiss Army knife. Sometimes you have to stitch together the narrative. My current job requires that all the time. I’m always stitching it together. It’s not obvious, but that’s okay. I love the not-obvious. It’s interesting and different.

In a tight job market, with so much uncertainty, why not hire someone who can do a lot of different things? Someone who can jump in, adapt, and maybe grow into different roles over time. That’s an incredible opportunity.

Jena: So good! So many nuggets, Jessica! I love all the things you just said. I’m not even going to comment on it because I think a lot of what you said will be very encouraging for people. And it’s true. Just the encouragement piece, I think it’s really good.

Let’s pop back and talk a little more about Very to wrap up our time. You mentioned the values of the organization as a way you do the Bonusly recognition. Can you tell us what those values are?

Jessica: Sure! We have five core values. They are:

• Culture of trust
• Invest in our people
• Long-term oriented
• Optimize for success
• Solve with alignment

I think they connect really well together. They speak to an organization that’s committed to helping people grow professionally and helping our clients grow too. A lot of times, we look for the triple win. Where the person wins, the company wins, and the client wins.

Technology is always evolving, so there’s a lot of opportunity. The client gets something amazing, the company builds a strong relationship, and the person stretches their skill set to deliver that technology. That’s the triple win. It really comes through in our values.

Jena: Yeah! Now, if someone’s listening and thinking, “I really like Jessica, and I’m interested in this company,” what would you say are some of the reasons people love working at Very? Beyond the Slack channels and fun community-building activities, of course!

Jessica: One of the biggest things that attracts and retains people at Very is that we are voracious learners. If you’re at a point in your career where you’re just coasting, Very might not be the place for you, and that’s okay. But if you ask anyone at Very what book they’re reading, they’ll probably show you a stack. We’re always taking classes, listening to podcasts, and sharing recommendations.

We’re a community of people who believe in growing and developing. That’s a big part of our culture. Another thing we believe in is “us versus the work.” It’s never about finger-pointing or blame. It’s about solving problems together. That’s what “solve with alignment” means. We’re a team, and we tackle challenges as a unit.

I also want to mention that we don’t describe ourselves as a family. You don’t hire your grandma, and you can’t fire your uncle. That’s not how it works. We think of ourselves as a tribe. Everyone has a role, and the success of the whole depends on each person contributing. We recognize people that way, encourage them that way, and celebrate that collective spirit.

Plus, we’re in tech. It’s constantly changing. There’s always something new to learn, and we’re always sharing articles and ideas. It’s a really exciting environment.

If anyone wants to learn more about Very, I encourage you to follow us on LinkedIn. It’s just “Very”, V-E-R-Y. Super easy to find. And feel free to follow me too. I post about the technology we’re working on, tips and tricks for professional growth, and lessons I’ve learned through trial and error.

Jena: Yes! And the million-dollar question that everyone’s asking, are you hiring right now?

Jessica: Great question. We’re not hiring at this exact moment, but second quarter is always peak hiring season. We’re heading into that now, and a lot of other companies are too. We post all of our jobs on LinkedIn and on our website, verytechnology.com. Definitely check those out. Or reach out to me directly. I’m always happy to keep people in mind if a good opportunity pops up.

Jena: I think it’s important to show organizations of various sizes and stages, and stages of hiring too. While you may not be hiring right now, things change quickly in the economy and in tech. Keeping smaller companies on your radar, ones that aren’t as widely known, could be a competitive advantage in the job market. You heard about it here first!

So I encourage everyone listening to follow Jessica on LinkedIn, follow Very, and check out the show notes for all the links. I also loved the tidbits you shared about career growth and engaging remote teams. If you’re on a team that uses Slack or similar tools, this is a great example of how to build connectivity. Share this podcast with your team and say, “Hey, this company is doing something cool! Maybe we should try it too!”

Jessica, thank you so much for joining us and for sharing all your wisdom and advice!

Jessica: Thank you so much. This was great!