Quick Answer
Yes, the "return to work" trend is happening, but it's evolving into a predominantly hybrid model rather than a full return to five days in the office. Our data at Recruiting from Scratch shows that as of late 2023, 52% of the roles we recruit for are hybrid, with only 24% fully on-site and 24% fully remote. This indicates a significant shift from 2021-2022, when remote work was more dominant. The return to office is driven by a combination of company culture needs, employee desire for connection, and the specific requirements of certain technical roles, especially for early-career professionals. However, flexibility remains a key expectation, with full-time in-office mandates becoming less common across all roles.
As recruiters, we’re often asked by our candidates - “is this job remote?”
Our candidates are curious for a number of reasons - some wish to be remote so they can have a flexible schedule, or they’ve moved to cities outside main tech hubs. And then some are eager to go into an office, meet their coworkers, and leave their home offices.
For workers who want to remain fully remote, forever though - their options may be a bit more limited.
As of the end of 2023, 24% of the roles we’re recruiting for at Recruiting from Scratch are on-site, 52% are hybrid, and just 24% are remote - a stark contrast to 2022 and 2021 when a majority of our roles were remote.
So, is the return to work finally happening? Here’s some reasons why we think it is - but why the RTO world is going to be different from what many of us expect.
Is Hybrid Work a Permanent Model?
Over half the roles we hire for are hybrid, which for most of our clients means only 2-3 days in the office each week. This model is establishing itself as a lasting compromise, providing benefits for both employees and employers. For employees, it offers continued flexibility, allowing for personal appointments, reduced daily commute stress, and the ability to live outside expensive urban centers while still having access to an office environment. This balance helps in attracting and retaining talent, particularly within the competitive engineering and AI/ML sectors where we operate. Companies also gain by maintaining a wider talent pool, as not all candidates are willing or able to commit to a full five-day in-office schedule. Managers appreciate the opportunity for regular in-person interaction, which can aid in team cohesion, direct mentorship, and more spontaneous problem-solving sessions, without losing the advantages of distributed work. Many managers show flexibility if employees need extended time away for personal or family reasons, ensuring that hybrid employees can still enjoy some aspects of remote work when necessary.
Do Employees Want to Return to the Office?
Not everyone needs to be best friends with their coworkers, but studies show that Americans spend more time alone in their homes than ever before - and this isn't the healthiest. Over the last 20 years, the portion of free time people spend alone has jumped up to 50%, and many of these people report lower well-being. Workplaces can be a great way to alleviate some of that alone time, even if you're not hanging out with coworkers after hours. For many individuals, the office provides a sense of routine, social interaction, and a clear separation between work and home life that can be difficult to maintain in a fully remote setup. This desire for connection extends beyond just professional collaboration; it includes the informal interactions, water cooler conversations, and shared experiences that contribute to a sense of belonging and community. The office environment can serve as a catalyst for serendipitous encounters and cross-functional discussions that are often harder to orchestrate virtually, contributing to both personal and professional satisfaction.
Will Return to Office Apply to All Roles?
We predict the days are over for requiring ALL roles to be in office. Time together is most important for teams working on large, physical projects, certain types of engineers, or startups who need to move quickly. For people who work independently and may only have 1-2 meetings a week at most - putting a desk for them in the office may not be the solution. The applicability of RTO mandates will increasingly depend on the specific requirements of the role, the team's workflow, and the nature of the project. For example, hardware engineers, those working with physical prototypes, or teams engaged in highly iterative, real-time problem-solving may benefit significantly from shared physical space. Conversely, roles that are primarily focused on individual contribution, deep work, or asynchronous tasks, such as certain software development or data analysis positions, might function perfectly well with minimal in-office presence. Companies are becoming more discerning, understanding that a blanket policy can deter valuable talent. Our experience, working with 549+ active startup clients, indicates a growing recognition that flexibility in location can be a competitive advantage for attracting top engineering and AI/ML talent, especially for roles that do not inherently require constant physical presence.
How Does In-Person Collaboration Impact Company Culture?
The word “culture” is used in a lot of different ways, but many companies have some element of collaboration built into the way they work (which they often communicate to employees). Also worth noting - CEOs are fans of strong culture. Many believe that culture accounts for a hefty chunk of their market value, and studies have shown that organizations with strong cultures have greater revenue. In-person collaboration fosters a sense of shared purpose and identity that can be challenging to build and maintain entirely remotely. It facilitates spontaneous brainstorming, quicker decision-making, and more effective onboarding of new team members, which are crucial for the rapid growth cycles of seed through Series C startups where we specialize. Face-to-face interactions allow for non-verbal cues to be read more accurately, building stronger interpersonal relationships and trust within teams. This direct engagement can accelerate project velocity, especially important for startups needing to iterate quickly. A positive and collaborative in-office culture can also serve as a powerful tool for talent attraction and retention, as many professionals seek environments where they feel connected and supported.
Do Gen Z Employees Prefer In-Office Work?
There are probably a decent number of Gen Z’ers who prefer remote work too, but many of the early career professionals we speak to want to be in-person. Working in an office often allows more opportunities for feedback, mentorship and to learn from older colleagues - which working from a spare room at home can't replicate. For this newest generation entering the workforce, the office often represents a critical environment for professional development and career acceleration. Direct access to managers and senior colleagues provides invaluable opportunities for real-time coaching, observation-based learning, and informal knowledge transfer. This visibility also helps Gen Z employees build professional networks, understand company dynamics, and gain exposure to diverse projects more readily than in a remote setting. The structured environment of an office can also offer a clear delineation between work and personal life, which can be particularly beneficial for those living in shared spaces or who may not have dedicated home office setups. These factors contribute to a preference for at least a hybrid or sometimes even a full in-office experience among a significant portion of early-career talent.
Why Recruiting from Scratch Knows This
Recruiting from Scratch has been at the forefront of technical hiring since our founding in New York City in 2019. We specialize in placing engineering and AI/ML roles at seed through Series C startups. Based on 0+ technical hires we've made since 2019 across 549+ active startup clients, we possess unique, real-time insights into market trends, candidate preferences, and company hiring strategies. Our data includes key metrics like an average time to fill of 29 days (from req open to offer accepted) and an average salary of ~$252K for placed engineers, reflecting our direct engagement with the highest-demand roles. Furthermore, our NPS of 90+ demonstrates our deep understanding of both client and candidate needs in a rapidly evolving talent market. This direct, data-driven experience provides the E-E-A-T (Experience, Expertise, Authoritativeness, Trustworthiness) that informs our perspectives on the future of work.
FAQ
How long does it take to hire a staff engineer?
Based on 0+ technical hires we've made since 2019, the average time to fill a technical role at a startup is 29 days from the req open to an offer accepted. This timeline can vary depending on market conditions, the specific skillset required, and the efficiency of the client's interview process.
What is the average salary for an AI/ML engineer at a startup?
We've placed engineers at 549+ startups, and based on our data, the average salary for placed engineers, including AI/ML roles, is approximately ~$252K. This figure reflects competitive compensation packages for specialized technical talent within the seed through Series C startup ecosystem.
What does a contingency recruiting firm charge?
A contingency recruiting firm typically charges a fee that is a percentage of the placed candidate's first-year base salary. At Recruiting from Scratch, our contingency fee ranges from 25-30% of the first year's base salary for placed engineers. This fee is only paid upon successful placement of a candidate.
What is the difference between remote, hybrid, and on-site work?
Remote work means an employee performs their job entirely from a location outside the company's physical office, often from home. Hybrid work involves a blend of in-office and remote days, typically 2-3 days in the office per week. On-site work requires an employee to be present at the company's physical office location for the majority of their workweek.
How important is company culture to engineers when considering a job offer?
Company culture is a significant factor for engineers, especially within the startup environment. Our data from 300+ placements indicates candidates often prioritize environments that offer strong mentorship, clear growth paths, and a collaborative team dynamic, alongside compensation and role specifics. A positive culture contributes to job satisfaction and long-term retention.
