Remote work may no longer be the default it was in 2020, but it’s far from dead. In fact, it’s reshaping how—and who—employers hire. Whether you’re doubling down on in-office collaboration or expanding your reach with remote roles, the data tells an important story: where people work increasingly influences how you attract and evaluate talent.

Let’s take a look at what the numbers reveal about remote vs. onsite hiring—and what it means for employers today.


Remote Hiring Is Stabilizing (But Not Disappearing)

At the height of the pandemic, remote jobs dominated job boards. But in the past year, the landscape has shifted:

  • As of early 2024, only 11% of U.S. job postings on LinkedIn were remote, down from a high of 20% in early 2022 — but they still attract 50% of all applications, according to LinkedIn’s 2024 Future of Work report.
  • A 2023 report by Greenhouse found that companies offering remote work received two to three times more applicants per role than those requiring full-time in-office presence.
  • Owl Labs reports that 61% of employees would take a pay cut to keep working remotely—a clear sign that flexibility remains a competitive differentiator.

Takeaway for employers: While fewer jobs are fully remote today, the demand for remote and hybrid options from talent is still strong. Employers that ignore this may be losing out on top candidates—especially in knowledge-based or tech-driven fields.


Onsite Hiring Is Making a Comeback—But It’s Role-Dependent

Even as hybrid work becomes more common, some roles require a physical presence—and that’s okay. The key is knowing when in-person work actually adds value.

Roles with increased onsite expectations include:

  • Manufacturing and skilled trades
  • Healthcare and clinical support
  • Retail, hospitality, and logistics
  • R&D or lab-based functions

But employers across industries are tightening their in-office expectations. A 2024 ResumeBuilder survey found that 90% of companies will require employees to return to the office at least part-time by the end of 2025.

Still, that’s not deterring all candidates. Some are now seeking stability, structure, or face-to-face connection after years of remote work. The key is transparency—being clear about expectations from the start and tailoring perks to the environment you offer.


Remote vs. Onsite: A Shift in Skills Focus

One of the most significant impacts of where work happens? The shift in which skills employers prioritize.

Hard Skills: Easier to Measure, Regardless of Location

Hard skills—technical competencies like coding, accounting, writing, or data analysis—are typically role-specific, trainable, and measurable. These can be tested through:

Remote roles often lean heavily on hard skills. When face-time is limited, employers want assurance that new hires can execute independently and deliver results.

Example: A remote copywriter or data analyst might be evaluated on portfolio samples or timed projects to test quality and efficiency, with minimal focus on “culture fit.”

Soft Skills: Crucial for Collaboration—Especially Remotely

Soft skills—like communication, adaptability, time management, and teamwork—become even more important when employees aren’t face-to-face.

Remote employees need to:

  • Proactively communicate across time zones
  • Self-manage and prioritize without constant oversight
  • Build relationships asynchronously or virtually

Research from McKinsey (2023) shows that employers are increasing their emphasis on soft skills by 40% in remote hiring, especially for roles involving cross-functional work or client communication.

Tip: Behavioral interviews, 360 references, and situational judgment tests are great ways to assess soft skills—especially when you won’t get to see them in action on day one.


Geographic Reach Is Expanding—But So Are Expectations

One of the biggest upsides to remote hiring is access to a wider, more diverse talent pool. Companies are no longer limited to local candidates or forced relocation.

However, this comes with new considerations:

  • Compensation strategies: Should you localize pay based on the candidate’s location?
  • Compliance: Are you equipped to handle payroll and tax compliance in new states or countries?
  • Culture-building: How do you onboard and engage a distributed team?

Example: A San Francisco-based SaaS startup may hire engineers in Denver, Toronto, or Mexico City to reduce costs and increase velocity—but they’ll also need to rethink communication norms and cross-border HR compliance.


Final Thoughts

The data is clear: remote roles aren’t going away, and onsite hiring is evolving, not returning to pre-2020 norms. Smart employers are using a more nuanced, role-by-role approach—one that balances flexibility with clarity, and productivity with engagement.

The companies that win the talent war won’t be the ones that choose a side. They’ll be the ones who understand what their roles require, what their talent values, and how to meet in the middle.