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My partner wants to move back home (across the country) to be near her family, so I told her we could do so in the next year. I am currently a Lead engineer at a good company with a great salary, equity, etc. with three direct reports.

When I move, I really want to stay with my current company, but they don't have any remote software engineers on staff. Many of the end users for the software are in office, but we do have a pretty flexible WFH and PTO policy with no restrictions.

I know that expecting a remote employee to be a good "Lead" in charge of other engineers is a stretch, but I would be happy with just being a Senior engineer if I could swing that.

What is the best way to propose becoming a remote engineer if I am willing to take a demotion, pay cut, travel for work as much as they need, etc? I was thinking of proposing this 60 days before we move to give enough time to either let them decide, or start looking for new jobs myself.

Added Context: I don't want to change jobs, lose half my equity, or have to lose the momentum I have with this company. I also hate interviewing, and I'm not confident in being able to just walk into any other place and work. By the time I move next year, I will have worked here for three years

What is the best way to propose becoming a remote engineer if I am
willing to take a demotion, pay cut, travel for work as much as they
need, etc? I was thinking of proposing this 60 days before we move to
give enough time to either let them decide, or start looking for new
jobs myself.

1. Don't offer to make any concessions... initially. Why give up anything if you don't have to? Use those concessions as a bargaining tool if needed.




2. Why wait until you're 60 days away from the move? If you know about it now, and it's a foregone conclusion, then I see no value in waiting. You want your employer to know that you are conscious of the impact this will have on them and want to give them as much time as possible to put together a solution that's mutually beneficial.




3. Many people in management do so with employees who are remote. Why should the reverse not be the same? There's nothing about managing remotely that needs to be different other than geography.

I know that expecting a remote employee to be a good "Lead" in charge of other engineers is a stretch, but I would be happy with just being a Senior engineer if I could swing that.

That, my friend, is not entirely true. Many good leaders and managers oversee and manage geographically distributed teams, from different cultural backgrounds and work ethics. So, not being physically co-located is not considered a restriction for being in a leadership position. Question is : are you confident enough to carry out the responsibilities while working remote? If not, you have some time to invest on developing some communication skills which are essential for remote collaboration. Be prepared from your side.

Usually, it all boil down to company policies - whether they (can) allow remote work or not.

I'd say, put the proposal forward for remote work - have no mention about the stepping down from your current role. Let the company get back to you with their answer. I can understand they don't have any remotely working employees yet, but unless there's something in company norms / contacts/ security agreements which prevents from working remote - you may still have a chance.

Flexible WFH (extended) and travel for work combined together can be a viable solution which works for both you and your employer.

Regarding the time to start the discussion:

Well, I would not advise to inform the company of the movement plan beforehand - plans change. Wait until it is close enough to the notice period or the max time you think you'll be needing to find another job - and start the discussion. If you can find a solution , it's fine. Otherwise, you need to search and get a new job.