Digital nomadismDigital nomadism has gained popularity recently, mainly due to the widespread use of technology. However, only some studies examine this disrupted work arrangement from an organisational perspective. We employed grounded theory methodology to explore the key differences in management strategies for digital nomadsDigital nomads compared to fully remote workers. We conducted three rounds of semi-structured interviews with managers from companies hiringHiring digital nomadsDigital nomads, totalling eight interviews across eight countries and four continentsFour continents. We identified three major categories regarding the level of intervention: organisational, human resourcesHuman resources managementHuman Resource Management (HRM), and team. While we anticipated that managing this type of worker would require disrupted strategies, the results showed a significant similarity between the management approaches for digital nomadsDigital nomads and those for fully remote workers. Based on these findings, we propose a Remote Employee LifecycleRemote employee lifecycle Operational FrameworkOperational framework highlighting digital nomads’ specificities based on the employee life cycle approach. Our diverse sample supports the conclusion that remote people management practices strongly converge despite geographical differences.