2:00 read | Chime in on LinkedIn here and Twitter here
There’s a flaw in the “let everyone work remote” narrative.
👉It’s less about the company and more about the function.
Let's see what the data says, shall we?
First off, I’m Team Remote. Sure, company policies can have blinders on to the realities of employee preference.
But people get stuck in the mindset of their own function. Different tasks require differing amounts of onsite time.
We pulled data on new job orders for the last 90 days across all our recruiting practice areas: Technology, Marketing, Sales, HR & Talent Acquisition, Finance & Account, and Real Estate.
We then segmented by 4 different work classifications:
👉Fully remote.
👉Fully remote, with option to go to an office. (No onsite days required.)
👉Hybrid onsite/remote model. (Some onsite required.)
👉Fully onsite. (5 days onsite.)
Technology & Marketing fit the narrative to a tee. Almost all remote, a little hybrid, zero onsite jobs.
Sales is where we see a little divergence. Roughly half remote, half hybrid or onsite.
What’s happening here? Junior roles. SDR/BDR types. Heavy emphasis on training (which pretty much required shadowing or real time feedback).
Not to mention folks right out of school kinda want to get out of their damn house.
HR & Talent Acquisition continue that trend but for different reasons. Our group also recruits on executive admin/ops functions, which get into office management.
HR hamstrung with older technology can also get pulled into more onsite work. (e.g. onboarding paperwork, etc.)
Finance & Accounting also skews toward more onsite focused work. Some is institutional preference, but not all. Processes & systems can be complex to learn. Deadlines can be critical and require complete team alignment. And simple stuff like AR/AP cutting actual checks.
And lastly, Real Estate. Where full remote is fantasy. Constructional and operational roles have to be onsite (duh). Deal-making and analysis can have some level of remote.
You can follow me on LinkedIn here and Twitter here. Join the discussion on this LinkedIn post (or give it a 👍) here.