First thing, and maybe you omitted this simply because you already know the answer, but is he in any position at all to hire someone? Â It's been my experience that even when our company hires senior managers there are still limitations either real or expected on them until they've proven they can do the job they were hired for and are a good fit. Â From his perspective, he may also be in that feeling out process window where he's still deciding whether or not he made a good choice by joining the company he did. Â The last thing you want is to leave your established position to join hands with him only to find out in 6 months that he hates it and moves again or is let go.I'm not saying to not reach out. Â If it were me I'd definitely keep up with him, ask about the new gig, even drop a subtle hint about liking to work with him in the past and being interested if he finds that the company is to his liking and he has a need for your skills. Â Staying on his radar would be a good thing but I'd be careful about a full-on approach until he's settled in and sure he's staying.FWIW, remote employee work is getting more and more common. Â I've been work-from-home for almost a decade. Â When I started I was blazing new trails for our company. Â These days we hire talent where we find it. Â If we can get them in an office then fine, if not they work remote. Â It's not nearly as big a deal as it used to be.Just my 2 cents. Â YMMV.
@shodan66: Thank you! This is all very helpful. And I like what you stated for a reach-out email - I plan to use that! I do plan to let him settle in over the next couple of weeks. I imagine he has no idea, outside of the overall goal, how things will transition for him with this position, but the goal is to stay on his radar at least! And, this is also very good to know with the remote trend. I know that it became big in our division 2 years ago, as it was a cost-saving move, but I wasn't sure how other companies are accepting it. Thank you, everyone, for all of your help!
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