Tech Career Decoded #15 - The tech workplace debate: Remote vs. hybrid vs. in-office

Office. Home office. Or something in between? Tech companies seem more divided than ever on the best work model. Amazon , Meta , and Dell have all recently enforced strict return-to-office mandates, while others like Microsoft and Spotify are sticking to flexible or fully remote arrangements. 

Spotify's Chief Human Resources Officer Katarina Berg said : “You can’t spend a lot of time hiring grown-ups and then treat them like children. We are a business that’s been digital from birth, so why shouldn’t we give our people flexibility and freedom? Work is not a place you come to, it’s something you do.”

A 2024 Flex Index study found that 79% of tech companies are flexible, 18% use a structured hybrid model (a predefined remote/office split), and only 3% require full-time office presence. And while the tech industry has the highest number of fully remote companies (23%), this number has been decreasing year over year. 

Is there a one-size-fits-all solution for the future of work, or will a hybrid approach prove to be the most effective? In this issue of Tech Career Decoded , we'll explore the great work-model debate and share insights from tech companies and Michael Page experts from around the world.

Remote, hybrid, or in-office? Tech companies weigh in

Working remotely offers flexibility and work-life balance, while in-office work fosters stronger team connections and collaboration. Hybrid models aim to strike a balance between the two, but each approach has its own set of challenges and benefits.

We spoke to four tech companies employing the different models to gain their perspectives. Here's what they had to say: 

🌍Remote work

Jack Thorogood , CEO of Native Teams , believes in a truly flexible work model. Employees can work from anywhere, whether it's home, the office, or a remote location.

This is the best approach as it shows trust in colleagues and lets them find the best way to work and live. Flexible working is undoubtedly the future. The ‘everyone back to the office’ brigade is going to end up on the wrong side of history so why try and kick against the inevitable.

Despite the distributed nature of the team, Jack maintains a strong company culture by hiring the right people: “We have a great recruitment team who pick people that are a good culture fit from the start.” The company also facilitates connection through regular team-building activities, both virtual and in-person, and maintains an active Slack channel for informal discussions. “We have an annual company off-site and this year we rented two villas in Greece and encouraged everyone to spend a few days and nights working from there. That was a huge success.”

Instead of tracking hours, Native Teams focuses on measuring employee performance based on output:

Over the last 18 months we’ve introduced a robust and effective form of performance measurement and management. Productivity is best measured by results, whether people achieve expectations in 4 hours or 8 hours is really none of our concerns.

💻Hybrid work

We interviewed three companies with distinct takes on structured hybrid work. Here's what they offer employees and the benefits of combining remote working and in-office presence:

Our hybrid model allows for significant flexibility, with employees working three days a month in the office and having the freedom to choose when and where to work the remaining days. Employees also have the option to work remotely within the EU for three months and from any location globally for one month. This flexibility empowers individuals to meet their personal and professional responsibilities while ensuring that business targets are met efficiently. When employees are in the office, there is a heightened focus on collaboration, socialising, and innovation, as face-to-face interactions often lead to spontaneous discussions and creative brainstorming. Conversely, when working remotely, employees can concentrate on individual tasks without distractions, leading to improved focus and efficiency. Balancing these two dynamics is crucial for fostering a productive and innovative workforce

Marc Ferre Hausmann , Managing Director Bayer Global Business Services Barcelona 

Our hybrid work setup consists of three days a week in the office or on-site with customers or partners. We’re empowering managers to find the right solutions together with their teams, supported by defined guardrails and considering local specifics. This means that teams can decide on which days they meet and work from the office to align business, customer, and employee needs. At SAP we are committed to attracting and retaining the best talent in the industry. Our leading-edge hybrid work model empowers our over 100,000 people around the world to thrive in the future of work while maintaining a healthier work-life balance. Hybrid work has great advantages, it balances employee experience, engagement, well-being, and productivity. Getting hybrid work right is a key differentiator for a successful positioning as employer of choice in a highly competitive talent market

Dr. Christian Schmeichel , Global Head of People & Culture Services at SAP

We have two days of work-from-home, Wednesdays and Fridays. The remaining days we work from the office and have our face-to-face meetings. We also offer an additional 15 days (on top of any holiday leave) where people can choose to work from home (they can take it all at once or over the course of the year, with manager approval). We’ve definitely seen an uptick in productivity thanks to this model as work-from-home days are usually conducive to focus-time work. Our Wednesdays working from home have been very positive and a big amount of our weekly work is accomplished on that day. We even stipulated a no-contact, focus-time morning, so people could work on their most important task without distractions until 12:30

Edward Hamilton , CEO & Founder of Smart Point

🏢In-office work

In an internal memo , Amazon CEO Andy Jassy emphasised the importance of in-person work, arguing that it fosters better teamwork, spontaneous idea-sharing, and mentorship opportunities that are difficult to achieve through virtual meetings. This sentiment, coupled with the desire to maintain a strong company culture, is why some tech companies are pushing for a full return to the office. 

Michael Page experts in some Asian countries have noted that tech companies across the region are mandating a return to the office for similar reasons: 

Most companies across industries in the Chinese Mainland, including the tech sector, have now returned to full-time office work following the pandemic. This transition reflects the widely held view that face-to-face collaboration delivers distinct advantages: stronger team relationships, deeper trust, enhanced mutual support, and greater operational efficiency.

Cassie YU , Manager at Michael Page China

While performance outcomes remain the key measure of success, we're seeing growing recognition of the value that face-to-face interactions bring. In-person collaboration naturally fosters stronger relationships, clearer communication, and more effective teamwork.

Aarti Budhrani , Director at Michael Page Singapore

While the jury is still out on the best work model, our research suggests that flexibility is a key factor in attracting and retaining talent. But just how important is flexible work to tech professionals? Let's find out!

Insights from Michael Page’s Talent Trends 2024 report

The results from our Talent Trends 2024 report clearly reinforce that flexible working is the established working model preferred by tech candidates: 

• Tech professionals are more likely to be working in a hybrid arrangement (50%) or working remotely (21%) than in other industries (46% and 11% respectively).
• Hybrid/flexible work policies are a top priority for tech candidates, ranking third in importance for job satisfaction. This contrasts sharply with other disciplines, where it ranks seventh.

With this in mind, could tech companies mandating a return to the office be missing out on top tech talent?

Participate in the Talent Trends 2025 survey 

👉Tech professionals like you are shaping the future of work. Share what truly matters to you in our global talent survey and help us understand the needs of the workforce as we head into 2025. 

Our recruitment professionals give their global perspectives on remote, hybrid, and fully in-office work 

We surveyed our consultants to understand how remote and hybrid work demands are impacting hiring strategies and candidate expectations. Let's dive into their insights:

Tech companies' preference for hybrid, remote, or in-office work varies by location

Looking at a sample of positions managed by Michael Page’s IT recruitment team in Lisbon over the past six months, the data is clear: 83% of projects are hybrid, 10% are fully remote, and only 7% are in-office. In the tech sector, the market is gradually stabilising around the hybrid model, which provides a better work-life balance and more autonomy in time management. 

With few exceptions, hybrid work is considered mandatory in most applications. It’s definitely a must-have, meaning that, in many cases, it’s no longer even viewed as a perk. Expectations have evolved significantly, but primarily towards finding an “optimal point” – balancing remote work with the in-office dynamic, which is crucial for collaborative projects like most tech initiatives.

Gonçalo Castelbranco , Associate Manager – Technology, Michael Page Portugal

We're observing a clear shift towards office-based work among our clients, though with built-in flexibility to accommodate specific individual needs. In Singapore, tech professionals are increasingly accepting of office-based work, particularly as major tech companies lead the return-to-office movement.

Aarti Budhrani , Director at Michael Page Singapore

Hybrid work is the dominant model among our Brazilian clients. Post-pandemic, in-office tech roles have been notably harder to fill than in other industries. As a result, the hybrid model has become the market standard. While most candidates prefer the flexibility of hybrid work, some profiles, particularly developers, often require fully remote positions.

Camilo Santana , Consultant Technology Michael Page Brazil

Flexibility is valued by candidates globally, but its priority varies across regions 

In Singapore, tech candidates are taking a more holistic view. Their primary focus tends to be on the role's stability and the company's long-term prospects rather than work arrangements alone. While workplace flexibility often comes up in discussions, we're finding that candidates maintain a practical approach. It's typically discussed but rarely becomes a deal-breaker in negotiations.

Aarti Budhrani , Director at Michael Page Singapore

Given the size of the market – where demand often exceeds supply – IT candidates often have strict criteria when applying for new roles. The working arrangement, alongside salary, is definitely a primary 'bargaining point.' As a result, it can be extremely challenging to negotiate greater in-office availability. I’d say adjusting availability is as challenging – if not more so – than negotiating a salary below the candidate’s initial expectation.

Gonçalo Castelbranco , Associate Manager – Technology, Michael Page Portugal

📢 Where do you stand on the remote, hybrid, or in-office debate? Does the flexibility offered by hybrid or remote work play a significant role in your job satisfaction? Join the conversation and let us know in the comments and on our Talent Trends survey !

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Thanks for reading!

The Michael Page Technology team