Trust, test, scale: the human-centered workplace strategy at GoFundMe.

The Challenge:

When the pandemic reshaped the world of work, GoFundMe moved quickly to embrace distributed hiring.

But as the team expanded across geographies, it became clear that the traditional office model no longer fit. Static leases couldn’t keep up with dynamic team needs. Employees needed flexibility and autonomy. And leadership needed clarity.

Questions quickly surfaced:

• Where should they invest in real estate?
• How could they foster connection?
• And what would hybrid work really look like at global scale?

These questions set the foundation for a new approach—one rooted in flexibility, data, and trust.

The Solution:

Partnering with LiquidSpace, GoFundMe launched an on-demand pilot with 100 remote employees. They scaled access to all remote workers, then to the entire company worldwide. To protect in-office investment, they implemented geofences around HQs, ensuring that usage stayed intentional. Real-time booking data helped guide decisions on where to scale, where to consolidate, and how to plan budgets effectively.

When we hire in a new country, we start with LiquidSpace. It lets us see where people want to be—before we commit to a space.

- Giana Rodriguez, GoFundMe, Director of Workplace Experience

The Results:

The impact of GoFundMe’s hybrid strategy has been significant:

Retired risk: With a flexible footprint, GoFundMe avoids unnecessary long-term commitments while retaining key hubs.

Expanded access: Employees in 121 cities have booked space on demand, while 7 fixed offices continue to operate.

Increased engagement: 25–30% of staff use workspace options monthly, either in-office or via LiquidSpace.

Elevated sentiment: 92% of employees express satisfaction with the flexible workplace experience.

Smarter growth: Teams in Argentina and Poland follow a test-and-learn path—starting with flex, expanding based on. behavior.