Teams | Collaboration | Customer Service | Project Management

Ask your workforce data a question. Get an answer, not a spreadsheet.

Sourcing, interviewing and onboarding a remote employee is close to the same work as hiring anyone else, done over video. Most guides stop there, and that is why companies get surprised. The part that actually differs is jurisdictional. Employment law generally follows where the work is performed, not where the company is registered.

The honest answer is that you cannot know whether someone is working by watching them, and remote work did not create that problem. It removed the illusion that solved it. In an office, presence stood in for productivity. Take the office away and the substitute disappears, leaving a question that was always there. Two things follow. The signals most monitoring tools sell are weak proxies that a determined employee defeats in minutes.

Hybrid remote means an arrangement where an employee works part of their time in an office and part somewhere else, usually home. In most companies that works out to two or three days on site. That is the definition, and on its own it is almost useless. “Hybrid remote” in a job listing can mean four days in the office and one at home, or two weeks a quarter on site and the rest anywhere in the country. Both are advertised with the same two words.

Your desktop is no longer the only place to log time – you can now do it straight from your phone with the new Scoro Time mobile app. We’ve also grown ELI’s capabilities – put ELI to work reading files, filtering list views for you, and running automations for you when certain trigger conditions are met. And that’s not it – there’s a lot more below!

The defining productivity story of 2026 is not that AI arrived. It is that AI arrived almost everywhere and the results have not shown up on the balance sheet. Adoption is close to universal. Behavioural data from ActivTrak covering 443 million work hours across 1,111 companies puts AI adoption at 80%. Yet a National Bureau of Economic Research survey of roughly 6,000 executives found that between 89% and 95% of firms saw no measurable impact on productivity or employment over the preceding three years.

Every guide to project planning describes the same sequence: define objectives, identify stakeholders, build a work breakdown structure, estimate, schedule, add a risk register. That sequence is correct and it is not where projects go wrong. Projects go wrong in the conversion between effort and time. A team agrees a piece of work is 30 days of effort, someone writes “six weeks” in the plan, and the project lands late without anyone doing anything wrong.

A daily schedule template does one of two things depending on who is using it. A manager uses it to put the right number of people on shift at the right hours. An individual uses it to block out a day by the hour. The template below covers both, in one Excel file. The manager version totals hours, calculates shift cost, and shows how many people are on shift during each hour of the day, which is the number most schedule templates never surface.