Why Netdata’s Biggest Challenge Isn’t Competition—It’s Managing a 100% Remote Company

Why Netdata’s Biggest Challenge Isn’t Competition—It’s Managing a 100% Remote Company

You’ve built a product so unique that you’re “racing against ourselves.” You’ve achieved 66,000 GitHub stars without sales spend. You’ve convinced Fortune 500s to abandon custom systems. Competition isn’t your problem.

So what is?

In a recent episode of Category Visionaries, Costa Tsaousis, CEO and Founder of Netdata, revealed an uncomfortable truth: “Building the product is not that hard. But managing a company that is 100% remote is probably the toughest.”

Not competition. Not fundraising. Remote work infrastructure.

The Problem Nobody Talks About

Remote work benefits obscure a harder truth: it creates operational friction that impacts GTM velocity.

Costa frames it from a new hire’s perspective: “If you are in a company, you work in a company, and let’s assume that you are hired today and the company is 100% remote working. So you are at home and you say, okay, let’s start working.”

Now what? In an office, context is ambient. You overhear decisions, observe priorities, see what matters. Remote strips this away. “You understand that the company needs to have something in place to make sure that you are going to be productive at the end of the day,” Costa explains. “Because if you don’t have this, if the company doesn’t have this, then most likely you will be struggling.”

The struggle isn’t technical. It’s informational.

Information Fragmentation as Organizational Drag

Costa identifies the core problem as information fragmentation: “There will be a lot of noise or misunderstanding or things that you heard here and there that are not company decisions and they will be blocking your way and your productivity.”

In distributed companies, information travels through Slack, Zoom, documents, and pseudo-hallways. Some represents decisions. Some is speculation. Some is outdated. Without physical proximity, distinguishing signal from noise becomes impossible.

A new employee hears the company is prioritizing enterprise. But another conversation mentions developer experience focus. A document says one thing. Slack says another. What’s the actual priority? Without clear decision dissemination infrastructure, employees waste time reconciling contradictions—or worse, make decisions based on wrong information.

This isn’t about tools. It’s architectural: how do you ensure company decisions propagate clearly through distributed organizations?

The GTM Impact

Information fragmentation compounds into organizational drag that slows GTM execution.

Consider a product launch. Co-located: meeting, decisions, immediate osmosis. Remote: decisions need documentation, distribution, and verification everyone understands the same thing.

Without infrastructure, what happens? Marketing builds messaging on one understanding. Sales operates on another. Product ships something slightly different. Engineering works toward a third. Not incompetence—information fragmented across async channels.

The cost shows up as delays, misalignment, rework. The subtle drag making everything 20% longer.

Costa emphasizes necessity: “The company needs to have something in place to make sure that you are going to be productive.” That “something” is infrastructure for information integrity—ensuring decisions propagate accurately.

Why This Is Harder Than Product

Costa’s claim that product is “not that hard” compared to remote management seems counterintuitive. Netdata built distributed architecture, edge ML, and zero-config automation.

But product is bounded. Define requirements, write code, test, ship. Complex, but procedural. Information integrity in distributed organizations is unbounded. Every hire changes the system. Every decision creates propagation challenges. Every timezone compounds coordination.

Product problems have technical solutions. Organizational problems require behavioral solutions—fundamentally harder to build, maintain, and scale. You can’t version control culture or write tests for information propagation.

At 10 people, informal works. At 50, cracks appear. At 100+, without infrastructure, fragmentation becomes the primary execution drag.

The Hard Way

Costa admits Netdata learned this “the hard way.” The path “was tough and is still tough.” Present tense—this isn’t solved, it’s ongoing.

Many founders assume remote is simply working from home with Slack. They discover it requires infrastructure most in-office companies get free through proximity. Decision logs. Communication protocols. Async documentation. Clear escalation paths. Explicit authority.

Building this while growing is rebuilding the plane mid-flight. Hiring means more need context. Executing means more decisions need propagation. Scaling means processes break. Complexity compounds.

The Competitive Reality

The painful irony: Netdata’s product creates advantages competitors can’t match. Their remote challenges create disadvantages they can’t easily fix.

Product advantages compound. Better architecture enables better features enables better adoption. Remote disadvantages also compound. Fragmentation causes misalignment causes rework causes slower execution causes missed opportunities.

Costa’s framing—”we are racing against ourselves”—takes on new meaning. They’re not constrained by competition but by execution velocity. And that velocity is limited by operational infrastructure, not product capability.

The Principle for Remote-First Founders

Most founders think about remote work as a hiring decision. Costa’s insight: it’s an infrastructure investment decision.

The question isn’t “should we be remote?” but “are we prepared to build the infrastructure remote work requires?” That infrastructure isn’t tools—it’s systems for information integrity.

Specific problems to solve:

• How do decisions propagate from makers to executors?
• How do new hires distinguish decisions from discussions?
• How do distributed teams maintain shared context?
• How do async updates prevent information fragmentation?
• How do you verify everyone has the same understanding?

These aren’t HR problems. They’re engineering problems applied to organizations. And like engineering problems, they require thoughtful architecture, continuous maintenance, and willingness to refactor when systems break.

The Unsexy Truth

The GTM lesson isn’t about product innovations or distribution. It’s the operational reality nobody highlights: the hardest problems aren’t always obvious.

You can build revolutionary technology, achieve product-market fit, and eliminate competition through architecture. And still find execution constrained by information flow in distributed organizations.

Costa’s transparency is valuable because it’s rare. Most founders won’t admit organizational infrastructure is harder than product. But for remote-first companies, it’s often true. The market is “thirsty.” Fortune 500s “need tools.” But building solutions at market velocity demands requires solving operational problems unrelated to code.

The competitive moat isn’t always features. Sometimes it’s organizational infrastructure enabling faster execution. For remote companies, that starts with solving information fragmentation—because the friction it creates will slow you more than any competitor could.