The term “hybrid” has become increasingly common in LinkedIn job postings over the past few years. As companies adapt to new ways of working during and after the COVID-19 pandemic, hybrid work arrangements are becoming more popular. But what exactly does “hybrid” mean when it comes to jobs?
At a basic level, a hybrid job involves a combination of remote and in-office work. However, there are many different hybrid models that companies can implement, with varying schedules and location requirements. Some key questions to consider when you see “hybrid” in a job posting include:
- How many days per week will I be expected to come into the office?
- Will I have a set schedule for office days, or can I choose when to come in?
- Can I work remotely full-time if desired, or is some time in the office mandatory?
- Is the role fully remote-eligible, or will remote work options decrease once pandemic restrictions lift?
Getting clarity on these aspects is important to understand if a hybrid job truly offers the location flexibility you may be seeking.
In this article, we’ll explore the different meanings and implications of hybrid jobs on LinkedIn postings. Key topics include:
Types of Hybrid Work Models
There are a few main ways that companies structure hybrid arrangements:
Flexibility Offered in Hybrid Jobs
How much autonomy do workers have around when and where they work?
Long-Term Remote Work Potential
Will hybrid roles stay that way post-pandemic?
Job Functions Most Likely to be Hybrid
Roles better suited for hybrid vs. fully onsite or remote work.
Questions to Ask About a Hybrid Job
Key clarification questions to get the full picture of a hybrid role.
Let’s explore each of these topics in more detail:
Types of Hybrid Work Models
There are a few predominant hybrid work arrangements that companies typically follow:
Split weeks between office and remote work – For example, 3 days in the office, 2 days working from home each week. This is one of the most common models.
A few office days each month – For example, coming into the office for meetings, collaboration sessions, or other key activities for 2-3 days each month, but otherwise working remotely.
Ad hoc flexibility – Workers can choose when they come into the office and aren’t required to be in on certain days. This offers the most flexibility but can make in-person collaboration more challenging.
On-site for key meetings/events – Only coming into the office when necessary for important meetings, company events, trainings, etc. Much of the regular individual work is still done from home.
Alternating weeks – One week fully in the office, the next fully remote, rotating continuously. Lets workers focus better during their on-site weeks.
As you can see, hybrid can encompass a wide spectrum of location options. There is no one-size-fits-all approach to hybrid work. Companies have to determine what balance of in-person and remote time makes the most sense for their business needs and culture.
Flexibility Offered in Hybrid Jobs
In addition to the broad work location options, the amount of flexibility provided within hybrid roles can vary greatly. Key spectrums include:
Mandatory vs. optional office time – Can workers choose when to come in or are set office days required? Mandatory days may support collaboration but reduce flexibility.
Equal remote and office days vs. uneven split – Is it always 50/50 time in each location? Uneven splits may better match up with when focused individual or collaborative work is needed.
Consistency vs. variability week to week – Do workers follow the same pattern weekly, or can hybrid schedules shift based on changing needs? Some adjustability can add flexibility.
Freedom to adjust locations – Can workers choose to work from home more if desired, or is the model fixed? More freedom enables workers to customize locations to their needs.
Here is a comparison table of flexible vs. structured hybrid roles:
Flexible Hybrid Roles | Structured Hybrid Roles |
---|---|
Optional or loosely enforced office days | Set required office days |
Can vary locations week to week | Fixed weekly schedule |
Adjustable split between office/remote | Fixed 50-50 or uneven office-remote split |
Freedom to work from home more | Little ability to change locations |
More flexible hybrid roles allow employees to better balance professional and personal needs. But structured approaches ensure employees collaborate and connect regularly in the office.
Long-Term Remote Work Potential
Another key consideration is whether hybrid roles will remain that way post-pandemic. Some companies adopted hybrid or remote work out of necessity during COVID-19 shutdowns. They may expect to eventually recall all employees back to the office full-time.
However, leaders at many businesses say hybrid work is here to stay. They see value in offering location flexibility to attract and retain talent. A LinkedIn survey found that over 70% of company leaders plan to maintain increased workforce flexibility going forward.
But not all hybrid jobs offer equal long-term remote work potential. Some key indicators a hybrid job may allow substantial remote work beyond the pandemic include:
- The company culture was remote-friendly even prior to COVID-19
- Job postings emphasize location flexibility as a perk
- Leadership has made public statements that hybrid work will continue
- The role can be done successfully from home by nature
- On-site time is loosely enforced or optional
Seeking hybrid roles at companies embracing flexible work for the long haul can provide greater job security if you hope to work remotely more regularly.
Job Functions Most Likely to be Hybrid
While remote or hybrid work can apply to many roles, some job functions are better suited for these flexible arrangements than others:
Software engineering – Writing code and collaborating with small engineering teams can readily be done via remote meetings and collaboration tools. Hybrid provides needed in-person team connections.
Marketing – Strategic work like campaign planning and content creation can be independent. Hybrid offers office access for brainstorming sessions and meetings.
Accounting and finance – Number crunching and focused tasks like payroll and reporting can be solitary work. A hybrid approach allows in-person collaboration and access to on-site resources when needed.
Customer service and sales – Calls, emails, chat support, and other customer-facing tasks can be location agnostic. Hybrid provides flexibility while enabling in-person meetings and training.
Administrative roles – Email, scheduling, documentation, and other organizational work often requires concentration but minimal in-person needs. Hybrid offers flexibility for focused work from home.
Here is a table summarizing job categories most compatible with hybrid work:
Job Function | Key Hybrid Advantages |
---|---|
Engineering | – Focus on coding from home – Access to equipment and in-person collaboration |
Marketing | – Flexibility for individual work – Brainstorming together in office |
Finance/Accounting | – Concentration for number crunching – Office access when needed |
Customer Service | – Location flexibility -In-person meetings and training |
Administrative | – Less interruptions working remotely -Office access as needed |
However, some roles are far less suited to extensive remote work, including:
- Jobs requiring physical or mechanical work on-site – manufacturing, healthcare, construction
- Highly collaborative roles needing constant in-person teamwork – corporate executives, film crews
- Jobs requiring hands-on training/supervision – new sales reps, bartenders, apprentice chefs
- Roles relying heavily on physical documents, machines, or on-site resources – accountants, scientists in a lab, librarians
Think about what value you gain from being in the office vs. working from home. This can provide clues on whether a hybrid or fully on-site role may suit you better.
Questions to Ask About a Hybrid Job
Given the wide range of what hybrid work can entail, it’s important to ask clarifying questions when considering a hybrid role. Key questions to ask recruiters and hiring managers include:
- How many days per week will I need to be in the office? Get clarity if office time is required or flexible.
- Are office days set or can I choose when to come in? See how much autonomy you’ll have.
- Who determines the office schedule – me or my manager? Understand how much influence you’ll have.
- Can I adjust the ratio of office/remote days if needed? Learn if you can customize locations over time.
- Will I have the option to work remotely full-time if desired? See if 100% remote work is supported.
- Are you planning for this role to stay hybrid long-term? Get insight into future flexibility beyond the pandemic.
Getting clear answers to these questions will provide you a much better sense of what hybrid work will look like day-to-day and over time. You can assess if the degree of flexibility and autonomy meets your needs and preferences.
Discussing the company’s broader remote work policies can also give helpful context on culture and norms around location flexibility.
Conclusion
The term “hybrid” indicates a blending of remote and in-person work locations. But hybrid jobs can vary greatly in how they are structured.
Key factors like required office days, autonomy around schedules, and long-term flexibility differentiate hybrid roles. Getting clear details from employers on these aspects is crucial to determine if a hybrid job truly aligns with your needs.
Asking key clarifying questions and understanding typical hybrid models by job function equips you to find and evaluate the hybrid opportunities offering the right location flexibility balance for you.