Poll Results: Hybrid Positions Are Going to Cost You

In the first quarter of 2024, companies have begun to prioritize hybrid jobs over remote-first positions. While both remote and hybrid schedules have been the norm in technical positions for many years, this is the first-time post-pandemic that our team is working with companies who are looking to bring workers back on-site, at least part time.

For many tech employees, the idea of going back into an office, even part-time, is disruptive to the life that they have built around working remotely.  There is no doubt that remote work offers companies a competitive hiring advantage, but there are both internal and external pressures urging managers to bring their employees back.  This new mindset adds additional challenges to filling hybrid positions over remote ones.

The Talener Team polled its technology talent to better understand the dollar value of their time. 

If you are looking exclusively for a remote position, but are offered a hybrid one, how much more money would you require to accept the job?

In just a few days, nearly 1000 respondents made their position clear.  For many, remote work is worth more than additional cash compensation for a hybrid job. While it’s likely that there is eventually a dollar value that can persuade someone to take a hybrid position over a remote one, respondents are clear that companies would need to pony up a lot more than they might have five years ago. Several of the comments and conversations centered around having to upend their lives (again), the additional costs of commuting – especially in areas like NYC where train passes can run upwards for $500 a month, logistics of child-care early in the morning or after school, etc. For others, $25k was the minimum threshold that they would begin to consider a hybrid position.

Ultimately, people value their time. Four years ago, they were asked to upend their lives and work remotely from one day to the next. One year of remote work turned into two, two turned into three. Companies have seen record profits, negating the traditional on-site setup as the only option for productive work. The idea of having to disrupt their lives again and prove, once again, that they are just as effective remotely as they are in-office is unappealing.  And the 3% tech unemployment rate doesn’t give employers as much wiggle room to force a mass in-office return as they might like.

This is not to say that hybrid positions can’t be filled. Organizations need the right process, clear communication, and well-defined intentions to set realistic expectations with potential talent. And companies may need to be prepared to put up cold, hard cash to be competitive.  Remote-first work absolutely drives talent to job postings. It has become one of the most important search criteria for job seekers.

Companies will need to decide in parallel what a hybrid workforce is worth to them.

If you are having difficulties filling hybrid positions, our team can help you analyze your job description and guide you while you build your hybrid work policies.