Why

We don't want to tolerate or contribute to the growth of a whole generation of underperformers, and cultivate workforce that is only interested in paychecks.

Overemployment has significant negative consequences. Companies need a reliable method to ensure transparency in employee commitments.

The second rule of overemployment: the heads-down principle:

By hiring an overemployment practicioner, you get an unenthusiastic worker who requires constant supervision, and still will only do a bare minimum.

In 2023, 79% of remote workers had worked two or more remote jobs at the same time.
work less than 8 hours per day in total

Online communities that share information on how to work multiple remote jobs count 400K members.

Every CEO and HR department already knows about OE and has for well over a decade.

Overemployment advocates claim that it's legally acceptable to work multiple remote jobs in most cases. Even the exclusivity clause in the contract won't work across different jurisdictions.

the largest group of respondents say they only work about 30-40 hours per week.
52% admitted that they have faked the proof [of leaving the previous job] to avoid revealing that they were overemployed.

Even otherwise honest workers confess they would practice overemployment to punish employers offering low-pay vacancies.

Any Job where you can work remote or hybrid is a potential target.

It is not just about money. The working atmosphere suffers.

keys to success while working two remote jobs is communicating and setting low expectations with your boss.

Fairly contributing to multiple jobs with overlapping deadlines, conflicting meetings, frequent context switching, and all involved stress and overhead is barely possible.

Don't fall in love with your jobs. Don't cause attention. Try not to be recognized. Don't add more work for yourself. Don't do extra.
[Try to] stomach just doing a mediocre job and being judged by your peers.
remember your mission – using the 2nd job as a means for money.
a higher level of involvement might not work for working multiple jobs.

Vacations, weekends, and personal time during weekdays is expected to give employees time to refresh and recharge, so they come back motivated for work; not get tired from side gigs.

There's over a 120 waking hours in a week. If I give you 40 or more of those, the rest are mine. If I'm killing it working for you, what's the problem [with me working two remote jobs]?

The issue lies in the fact that those who practice overemployment intentionally decide to perform below their full potential to maintain sustainability.

Why not X?

Honesty and transparency
A: don’t talk about working two remote jobs is the #1, "golden" rule of overemployment practicioners.

Ensure the pay and benefits are above market
A: There's a weak correlation between the pay level and job satisfaction/motivation. Employees primarily driven by the paycheck are unlikely to be the best performers. Some go as far as working the same job twice.

Inquire about the employment with the previous employer
A: Legally prohibited without the employee's consent.

Background screening/checks
A: Screening is hard, time-consuming, expensive, and constrained by law.

Performance reviews
A: Many factors can negatively impact employee performance. Overemployment practicioners optimize to meet the bare minimum expectations, and never stand out, so they are under the radar.

Activity monitoring/tracking
A: Special techniques and even hardware like mechanical mouse jiggler exist to work around this.

Behavioural pattern analysis (e.g. working late hours or declining meetings)
A: Years of practice and experience found a way around those, too. Even sophisticated AI tools struggle with this.

Ask employees to set their employee on LinkedIn
A: Impossible with outsourcing/outstaffing, NDA etc.

Hybrid or back to office
A: Doesn't help in most cases anyway.