Valkyries President Prioritizes In-Office Work Culture
The WNBA team limits staff to two remote weeks annually to maintain high-intensity operations during their inaugural season.
Updated on Oct. 24, 2026 in Remote Work
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Golden State Valkyries President Jess Smith is managing the WNBA team’s inaugural season and playoff run while enforcing a unique workplace philosophy. The organization, now valued at $1 billion, employs 88 full-time staffers and offers two weeks of remote work per year.
Why it matters
Smith’s approach rejects traditional work-life balance in favor of a focus on professional fulfillment and operational intensity. This leadership style directly impacts staff scheduling and retention within the organization’s fast-paced, high-growth environment.
The Golden State Valkyries currently operate with 88 full-time employees and have achieved a $1 billion valuation. Staff are limited to two work-from-home weeks annually, with organized downtime scheduled for November and December.
The players
Jess Smith
President of the Golden State Valkyries who previously held roles in Major League Baseball, the National Hockey League, and Major League Soccer.
Golden State Valkyries
A WNBA expansion team valued at $1 billion that sold 10,000 season tickets for its inaugural season.
Atlanta Dream
A professional WNBA basketball team currently competing against the Golden State Valkyries in the WNBA Finals.
The details
President Jess Smith coordinates team operations by requiring advanced planning for all staff time off. To maintain momentum, the organization implements mandatory office attendance as the default, only allowing two weeks of remote work annually. This approach prioritizes professional dedication, with Smith formalizing rest periods through designated break months at the end of the year.
Timeline
2024: Jess Smith began serving as team president.
October 24, 2026: The team plays game four of the WNBA Finals against the Atlanta Dream.
October 26, 2026: Game five of the WNBA Finals takes place in San Francisco.
November and December: These months are designated as official off-season break periods for staff.
Market Landscape
The Golden State Valkyries' limited remote-work policy follows the broader corporate shift toward return-to-office mandates as high-growth organizations prioritize centralized collaboration. This strategy contrasts with the flexible work policies adopted by many tech-centric companies in the Bay Area.
Operators should observe how the Valkyries manage staff burnout while maintaining a high-performance culture without standard remote flexibility. Managers should assess whether their own retention goals are better met by strict on-site mandates or more permissive remote arrangements.
The takeaway
Smith’s leadership demonstrates how operational intensity can be baked into an organization’s culture from its inception. Operators should evaluate their own company culture documents to ensure they explicitly define the balance—or lack thereof—they expect from their teams.
Further reading
For more on managing employee expectations and hybrid structures, explore Remote Work.
Source note: This article includes information reported by Fortune.
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