Anastasia Pshegodskaya is the Director of Talent Acquisition at Remote, a global leader in remote work infrastructure and advocacy. Based in Australia, she’s spent the past eight years working in all-remote environments—balancing parenting, puppy duties, and leading a global team.
In this interview, Anastasia shares her evolving definition of life-work balance, why Australia’s Right to Disconnect bill matters, and how flexible policies built on trust—not presenteeism—are key to happier, healthier workplaces.
What does ‘life-work balance’ mean to you personally? How has your own definition evolved throughout your career?
Life-work balance goes beyond just balancing work hours with personal time. It’s about creating an environment where personal well-being and professional fulfillment can coexist harmoniously. Throughout my career, I’ve been very intentional about choosing employers that give enough autonomy to employees, and for the past eight years I’ve been working at all-remote companies which has completely changed the perception of how work blends into my life. As a leader, I strongly believe true balance involves flexibility, trust, and a focus on outcomes rather than hours worked. It’s about empowering individuals to manage their time in a way that aligns with their personal and professional goals.
Australia ranked 8th in Remote’s 2025 Index – what do you think we’re getting right and where do we still have room to grow?
Australia’s high minimum wage and supportive social policies contribute significantly to this ranking. It is also worth noting that Australians tend to work shorter hours (32.29 per week) compared to most other countries.
The recent Right to Disconnect Bill reflects Australia’s recognition that work and personal life boundaries have become increasingly blurred and indicates Australia’s commitment to align with the global movement towards prioritising work-life balance.
However, there’s always room for improvement particularly in embracing flexible work arrangements. Despite the global shift towards flexible work, Australia lags in widespread adoption. According to Remote’s latest Global Workforce report, only 39% of Australian businesses offer flexible work options and only 32% offer remote work options.
Embracing more flexible work arrangements and fostering a culture that values diverse perspectives can further elevate Australia’s global ranking, and the work-life balance of Australia’s workforce at large.
The study shows a strong link between happiness, inclusivity and better balance. How do you think leaders and companies can help foster those conditions inside their workplaces?
Leaders play a pivotal role in shaping workplace culture by adopting a holistic approach, modeling behaviors and implementing policies that promote flexibility, mental well-being, inclusivity, and work-life balance.
Encouraging flexible work arrangements allows employees to manage their time effectively, leading to increased job satisfaction and productivity. Implementing programs that prioritise mental health and providing resources for employees demonstrate a commitment to their well-being. Moreover, creating an inclusive environment where diverse voices are heard and valued fosters a sense of belonging and engagement. This holistic approach not only enhances individual well-being but also contributes to a positive and productive organisational culture.
Remote has been advocating flexible work for years. What are the biggest misconceptions you still encounter around remote work and life balance?
The most common misconception is that remote work leads to a decrease in productivity, or that employees have to return to the office to be productive. In reality, remote work, when managed effectively, can enhance productivity by reducing distractions and allowing employees to work during their most productive hours.
Another misconception is that remote work blurs the lines between work and personal life. While it’s true that boundaries can become less defined, setting clear expectations and encouraging regular breaks can help maintain a healthy balance. It’s also worth noting that remote work opens up opportunities to parents, caregivers, people with disabilities, and many other individuals whose access to in-office opportunities might be limited.
How do you personally set boundaries between work and rest, especially in a high-responsibility role like Director of Talent Acquisition?
Everyone has their own set of work responsibilities to juggle alongside their day-to-day lives. In my case, I’m a mom to a 4-year-old girl and a 5-month-old puppy, which can sometimes be more demanding than managing a global Talent Acquisition team. I always structure my day to ensure I have time blocked for non-negotiables like school runs, gym sessions, or doctors appointments. I compensate for this time by finishing my work day later or starting earlier. It’s a constant search for balance, but it’s important to ensure you plan for things that give you joy and self-fulfillment outside of your professional life.
If you could redesign one policy that most companies take for granted – whether it’s about leave, hours, or flexibility – what would it be and why?
I would advocate for a policy that focuses on outcome-based performance rather than rigid work hours. This shift fosters a culture of trust and accountability while also allowing for greater flexibility, enabling employees to manage their work in a way that aligns with moments in the day where they are the most productive.
By focusing on outcomes, organisations can enhance employee satisfaction, reduce burnout, and attract top talent seeking this level of flexibility and autonomy. This shift is particularly relevant in remote and hybrid work environments, where traditional metrics may not accurately reflect an employee’s contributions. Prioritising outcomes over hours worked can lead to a more engaged, innovative, and high-performing workforce.
