That's the conundrum. The incentives for junior and senior engineers are not aligned.
My intuition is that you need some seniors to be co-located. These are the people who focus on direct mentorship and eventually graduate to people management.
The 10x engineer IC can be remote, as long as they keep some time slots open for indirect mentorship (PR reviews, documentation, SOPs). They'll graduate into lead IC roles.
Upper leadership is mostly brainstorming, in meetings and control their own schedule, so they can probably manage a hybrid few-days-a-week in the office kind of schedule.
My intuition is that you need some seniors to be co-located. These are the people who focus on direct mentorship and eventually graduate to people management.
The 10x engineer IC can be remote, as long as they keep some time slots open for indirect mentorship (PR reviews, documentation, SOPs). They'll graduate into lead IC roles.
Upper leadership is mostly brainstorming, in meetings and control their own schedule, so they can probably manage a hybrid few-days-a-week in the office kind of schedule.