Work For Us Hybrid Corporation

A B-Corp, on the other hand, refers to a corporation certified by B-Labs, a nongovernment, nonprofit organization. A hybrid corporation is a new type of corporate entity that blends the best features of nonprofit and for-profit corporations. Some of the states have passed the necessary statutes to allow the formation of hybrid corporations that can earn profits for their shareholders while fulfilling their corporate responsibility toward the public and society. Even without the questions of hybridity on the table, these tensions between performance, staffing, and culture are difficult to reconcile. The hybridity discussion, however, brings them front and center, as operational decisions about who works remotely, when, and how are directly linked to all three.

Hybrid corporations work on the concept of double bottom line, meaning that these corporations do not operate for the sole purpose of making profits, but they also work to improve the social conditions of their employees, customers, and the overall environment around them. Many hybrid corporations support nonprofit organizations through corporate giving programs and by encouraging their employees to volunteer for such organizations.

Zoom is creating in-office videocall solutions which detect individual faces in a shared room and pull them into panes for remote colleagues. As hybrid-remote becomes increasingly popular post-COVID, we anticipate solutions like these will better equalize the field of collaboration. These institutions are primarily colocated, but allow remote work. The day-to-day workplace experience for remote-by-default individuals is vastly different in a hybrid organization vs. an all-remote organization.

Hybrid-remote generally requires more effort to execute well than all-colocated or all-remote given the two-tier work environment. Below are specific areas to consider and plan for to ensure the smoothest operation. Use i3 to access market intelligence on companies, investors, market activity and innovation trends. People have asked 1 question about working at US Hybrid Corporation. See the answers, explore popular topics and discover unique insights from US Hybrid Corporation employees.

US Hybrid is the supplier for the New York Department of Sanitation Hybrid street sweepers and the New York Container Terminal hybrid port trucks. As with all complex decisions, it’s easy to lose your way as you try to reconcile the different elements.


Now that you have the critical foundation of understanding everyone’s positions, it’s time to shift to solution mode. The ideal, of course, would be to achieve a single solution that’s optimal across all criteria and stakeholders. Give that discussion a shot, and you may find a relatively straightforward path to a new policy.

Since 1999, US Hybrid has provided electric and hybrid traction drive systems for medium and heavy duty commercial trucks, municipality vehicles, and fuel cell transit buses throughout the world. US Hybrid was founded in Torrance, California by Dr. Gordon Abas Goodarzi, Ph.D, P.E. A 30 year veteran of the electric, hybrid, and fuel cell industries and co-founder of Enova Systems, who has pioneered such projects as General Motors’ EV1 power-train development at Hughes Aircraft Company.

hybrid corp

It’s too early to predict the effectiveness of hybrid corporations. US Hybrid’s Hawaii integration facility has been commissioned fuel cell integration projects including a Mack dump truck and transit shuttle buses, as well as a R-12 refueller and a C-17 tug tractor for military applications. While hybrid work is here to stay, if there’s one thing we know about today’s VUCA world, it’s that our work environment is incredibly complex and continually changing. It’s therefore unrealistic to think that you’ll get it right the first time around or that if you do, it will remain the right approach indefinitely. Take a minute and reflect and I’m quite sure you can think of a leader in your organization who embodies each of these perspectives. The productivity-focused leader contends that at the end of the day, all that matters is what you produce, typically arguing that success comes from optimizing workflows and processes. The people-focused leader argues that your advantage is who you have working for you, believing that with the right people, the organization can tackle any problem that arises.

In the end, this approach won’t dictate what your company’s approach to hybrid working should be — that needs to be as unique as your organization itself. However, taking a process-based approach does maximize the likelihood that you’ll find the best balance between the needs of your customers, your employees, and your organization. With this on the table, the challenge is how to negotiate the trade-offs among them — and remember that the best decision is rarely achieved by majority rules. Sometimes, resolution will naturally result from a discussion about the data.

Business Technology

Hybrid-remote employees who are out of sight may be passed over for promotions, advancement, and development opportunities. They may also have fewer opportunities to more horizontally within the organization, and less influence to create a new role to serve evolving business needs. The most functional hybrid organizations operate remote-first.

  • We know that hybridity affects employees’ and teams’ abilities to collaborate effectively, but how and how much remains an active debate.
  • Everyone, including executives, is remote, as there are no offices to come to.
  • As hybrid-remote becomes increasingly popular post-COVID, we anticipate solutions like these will better equalize the field of collaboration.
  • Since benefit corporations are registered with the designated state agency, they must comply with certain regulatory requirements.
  • A benefit corporation is one which is registered with the appropriate state agency responsible for governing benefit corporations.
  • If you assume a normal turnover rate (say, 10% per year), then that means that 10% of every organization’s workforce has likely never been in the office, at least in pandemic regions.
  • Now that you have the critical foundation of understanding everyone’s positions, it’s time to shift to solution mode.

Libraries, fitness centers, game rooms, and music studios could be created to facilitate social gatherings for those who are onsite on any given day. Informal meetings in an office can be highly disruptive to hybrid-remote teams. While it may feel efficienct to ask someone you see in a hallway for a few minutes of their time, this typically creates disruption in the day of the person you’re hailing and leads to undocumented progress. Said progress is invisible to those outside of the office as well as others in the office who are not invited to the meeting, which works against the remote-first practice of documenting all work so that others in the organization can contribute. Since benefit corporations are registered with the designated state agency, they must comply with certain regulatory requirements. In addition to financial reports, they must also publish benefit reports to discuss the impact of their social and environmental endeavors. Benefit corporations must meet certain standards of accountability and transparency, and their operations must have a positive impact on the society or the environment.


These are complex challenges requiring leaders to meet varied criteria while considering multiple stakeholders in the context of a volatile, uncertain, and complex environment. Before you can figure out the particulars of hybrid work, though, you must start with an understanding of what makes conversations about hybridity so difficult. GitLab believes that all-remote is the future of work, and remote companies have a shared responsibility to show the way for other organizations who are embracing it. If you or your company has an experience that would benefit the greater world, consider creating a merge request and adding a contribution to this page. Some hybrid-remote firms may require team members to work in open-plan office environments. Hybrid-remote arrangements such as the above offer unique advantages. For hybrid-remote employees who can count on a regular trip to a destination funded by their employer, they’re able to plan micro-trips around their business travel.

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Hybrid-remote employees must put effort towards not being treated as less-than within the organization. It is important to surface relevant inquiries during the interview process as to how remote colleagues are onboarded, included, and perceived by others. Some employees may not be fazed by this treatment, but it can take a mental and emotional toll on others.

Us Hybrid Corporation

However, it may instead become clear that such a solution may not be possible, or is unlikely to be recognized in any reasonable amount of time. While this may seem jarring, it’s a positive indicator that work and culture are progressing without the need of an office.

“We are pleased today to join forces with Ideanomics and their subsidiaries, and to announce this significant order from the GEP,” said Dr. Gordon Abas Goodarzi, Ph.D., PE, CEO of US Hybrid. “Ideanomics has emerged as a true powerhouse in the commercial EV sector with a synergistic ecosystem of technologies and solutions that covers the entire value chain of electrification. We look forward to leveraging that strength going forward.” Use i3 to gain visibility with corporations and investors looking to invest and partner with external technology companies. Please briefly describe your company’s technology and business model. L3C companies get their investment from foundations and investors looking for a return on their money.

This ensures that business continues even if 100% of the workforce opts to work remotely, outside of the office, on any given day. A key part of reinforcing this mindset is a mandate that all work meetings have an upfront agenda. Hybrid-remote is currently more common than all-remote, as it is easier for large, established companies to implement. In a hybrid-remote scenario, there is one or more offices where a subset of the company commutes to each day — working physically in the same space — paired with a subset of the company that works remotely. All of them have one thing in common — the Internal Revenue Service views them as for-profit entities, and their income is subject to income tax like any other for-profit organization. Hence, donations made to a hybrid corporation cannot be deducted as a charitable gift.

Said another way, “some remote” is often viewed as superior to “no remote.” Though far from ideal, it can be rationalized that fewer career opportunities, added judgement, and difficulties in bonding are prices worth paying to live and work where one wants. This reinforces that the office is no longer the epicenter of power or decision making. This prevents team members from coming to the office to rub shoulders with executives. This prevents senior leadership from conducting their work in ways which are counter to remote-first principles. For some firms, shifting to all-remote may be impractical or impossible. Hybrid-remote is a popular alternative, but one that should be embraced with great deliberation, care, and intentionality.

However, other times, the relationships are more complex and the decision-making process is subject to biases, so don’t hesitate to employ a more structured approach. What’s most important is that the approach resonates with the stakeholders, so use whatever is most familiar. Your objective here is to agree not on what the right hybridity solution is, but on what the data says you care about. It is not uncommon to hear remote workers express guilt if they work in a company which is primarily colocated. Their socializing involves colleagues who may complain about commutes, or express sadness due to an inability to attend a certain family function. There are inherit inequalities in this arrangement, requiring the remote employee to emphathize with in-person colleagues despite not being required to endure the same commutes and inflexibility. In doing so, employers would effectively enact a hybrid-remote model, which requires additional considerations to prevent remote employees from being significantly disadvantaged — a point we’ll cover in detail below.

Innovative Technologies Powering Zero

The culture-focused leader believes your organization succeeds because of how you work; while it’s hard to put your finger on, it’s the secret sauce that sets you apart from the competition. If an employee is brought on in a remote capacity, but this arrangement is not supported equally across teams and managers, a situation may arise where the remote employee is constantly justifying the perceived privilege of not being forced to commute into a physical office. All things being equal, employees longing for additional freedom, autonomy, and workplace flexibility will likely view a hybrid-remote arrangement as superior to a colocated arrangement — one which requires a commute and an in-person presence on a daily basis. Leaders should carefully evaluate spoken and unspoken perks of the office, and seek to extend equal benefits to those outside of the office. For example, access to an onsite daycare and fitness center would demand a childcare and fitness credit for those who are remote by default. This becomes particularly tricky for team members who are onsite some days of the week, and offsite others, unless the credits are extended to all.

Over time, this can lead to more mistakes, confusion, frustration, and even underperformance. For employers who are committed to a colocated model, but wish to expand their talent acquisition pipeline beyond the city where they are headquartered, allowing remote employees to join their ranks can be beneficial. Employers may be able to find exceptional team members in a more diverse array of locales, pay them local rates, and sidestep ongoing talent wars in major metropolitan areas. US Hybrid’s products have been used in more than eighteen OEM commercial vehicles worldwide, including transit systems and trucks with over one million accumulated kilometers of operation. US Hybrid’s 170kW and 240kW drive motors currently power monorails in Brazil and Malaysia, while US Hybrid’s 320kW drives power heavy-duty mining equipment as well as Class 8 trucks.

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