Arguably, there is no better answer than "it depends".
Solo founder? You are by default "remote", unless you're a butts-in-seats type of manager. Two co-founders either both technical or both business? Probably remote. One technical, one business? Maybe consider colocating, depending on trust levels, communication styles, etc. Three co-founders? The "maybe" gets stronger depending on the communication overhead.
Communication style and skills: the better your team is at asynchronous written communication, the easier fully remote work will be.
Cultural diversity: Some kinds of cultural diversity require better communication skills to bridge successfully, for example guilt vs. shame cultures. This is not necessarily easier to do in person, but it may be easier to recognize a problem (empathy is generally easier f2f).
Introverts will usually work better remotely (possible exception: if they can have a private office), while extroverts may wither away or just find it harder to stay engaged without in-person contact.
Etc.
There are so many factors, and so many caveats, that it really does boil down to "it depends".
It doesn't play out any differently, startups are just a pressure cooker that turn interpersonal friction and conflict up to 11, and having different expectations and communication norms (between founders, between management and employees, etc.) is just one more thing that can throw sand in the gears. And when communication isn't face to face, there is even more opportunity for misunderstanding. Which can escalate. Fast.
Note that I'm not suggesting that you default to having a homogenous team all working from the same office (that makes some things easier but inevitably creates blind spots, and becomes self reinforcing). I am saying that you have to pay more attention to these potential sources of friction in a remote work environment, and that prioritizing communication skills will pay off.
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Arguably, there is no better answer than "it depends".
Solo founder? You are by default "remote", unless you're a butts-in-seats type of manager. Two co-founders either both technical or both business? Probably remote. One technical, one business? Maybe consider colocating, depending on trust levels, communication styles, etc. Three co-founders? The "maybe" gets stronger depending on the communication overhead.
Communication style and skills: the better your team is at asynchronous written communication, the easier fully remote work will be.
Cultural diversity: Some kinds of cultural diversity require better communication skills to bridge successfully, for example guilt vs. shame cultures. This is not necessarily easier to do in person, but it may be easier to recognize a problem (empathy is generally easier f2f).
Introverts will usually work better remotely (possible exception: if they can have a private office), while extroverts may wither away or just find it harder to stay engaged without in-person contact.
Etc.
There are so many factors, and so many caveats, that it really does boil down to "it depends".
It’s interesting that you mentioned guilt vs shame cultural background, how does this play out differently in a startup environment?
It doesn't play out any differently, startups are just a pressure cooker that turn interpersonal friction and conflict up to 11, and having different expectations and communication norms (between founders, between management and employees, etc.) is just one more thing that can throw sand in the gears. And when communication isn't face to face, there is even more opportunity for misunderstanding. Which can escalate. Fast.
Note that I'm not suggesting that you default to having a homogenous team all working from the same office (that makes some things easier but inevitably creates blind spots, and becomes self reinforcing). I am saying that you have to pay more attention to these potential sources of friction in a remote work environment, and that prioritizing communication skills will pay off.