In the modern job market, many companies are embracing remote work and providing employees with more flexibility on where they work. One of the ways this shows up in job postings is through stating a preference for remote candidates or remote work in the job description. But what exactly does it mean when a job posting says it prefers remote candidates or has a remote work preference?
Remote Preference Means the Job Can Be Done Remotely
First and foremost, a remote preference or statement that the job is open to remote candidates signals that this is a position that can be done successfully while working remotely. The responsibilities and duties of the role are structured in a way that allows the employee to complete them effectively from a home office or co-working space rather than requiring being present in a company office.
Postings with a remote preference are explicitly inviting applications from candidates who are seeking a telecommuting, work-from-home, or remote position. This language indicates the hiring manager and company are open to bringing on staff who will work outside of a centralized office some or all of the time.
Flexible Work Arrangements
In addition to performing job responsibilities remotely, preference for remote candidates also usually means the company is open to flexible work arrangements in general. For example, the job posting may state candidates can work from home full-time or a hybrid schedule where they come into an office some days but have remote work opportunities other days of the week.
Some positions with a remote preference will even allow the employee to define their exact working arrangements, choosing which days/times they prefer to work from home versus in the office. The company accommodates individual needs and productivity styles.
Location Flexibility
Stating a preference for remote work often also indicates location flexibility. In most cases, the hiring manager won’t limit applications to candidates from a certain city or region if the job allows for remote work. Instead, they are open to hiring the best person for the role regardless of where they are based.
As long as the candidate is available during standard working hours and can conduct their duties effectively while working remotely, their physical location isn’t an obstacle when a job posting preferences remote applicants.
Employer is Equipped for Remote Work
For a company to express a preference for remote employees or state a job opening is available to remote workers, they need to have policies and infrastructure in place to enable successful remote work arrangements. A few examples include:
- Digital tools for communication/collaboration – video conferencing, instant messaging, project management platforms, virtual whiteboards, etc.
- Cloud-based networks and systems – allowing access from outside the office
- Process for onboarding/training remote staff
- Guidelines for working hours, online availability, communication, etc. when working remotely
- Equipment provision – laptops, internet stipends, etc. for home office setup
Without the right technology, training, guidelines, and resources, remote work at scale wouldn’t be feasible for most companies. A job posting with a remote preference signifies the employer has done the groundwork to enable staff to perform well and stay aligned while working outside a centralized workplace.
Benefits
In addition to having remote work infrastructure in place, companies that preference remote candidates also typically provide benefits tailored to telecommuting staff. Examples include:
- Co-working space stipends
- Internet and cell phone reimbursement
- Home office furniture/equipment budgets
- Access to remote social/team building activities
These types of benefits allow remote staff to be productive and comfortable while working from home or alternate locations.
No Office Presence Required
One key implication of a job posting preferring remote employees is that the job likely doesn’t require an office presence. Unlike hybrid remote roles that expect workers to come into the workplace at least some days each week, fully remote positions don’t require living near or commuting regularly to an office.
Candidates should take note if the job description specifies no office presence is expected or highlights that the role can be performed fully remotely. If commuting to the company’s headquarters or local offices isn’t necessary at all, it confirms this is a telecommuting position.
Hiring Nationwide
Since in-office time isn’t required, the hiring radius also expands when a job has a remote preference. The employer is typically open to finding and hiring the best talent nationwide, not just candidates from a certain city or region.
Often the job posting will directly state that they are hiring nationwide or across a certain country to clarify the broadened talent pool if office presence isn’t a must.
Relocation Not Required
For remote-first jobs, the expectation is also that the employee won’t have to relocate after being hired. Some positions may start as remote work during onboarding or a trial period but eventually require moving to the area of an office location.
However, when a job truly prefers remote workers, relocation should never be a requirement. The candidate can stay based wherever they are currently located.
Downsides of Remote Preference Jobs
While job postings that state a preference for remote work offer some nice advantages like location flexibility, there are also a few potential downsides candidates should be aware of:
- Reduced access to leadership – Fully remote workers often have less face-time with higher-ups and these connections can be key for growth.
- Limited social interaction – For fully remote roles, you miss out on the camaraderie and team atmosphere of an office environment.
- Distractions at home – Kids, pets, chores, etc. can derail focus more easily when working from home.
- Fewer advancement opportunities – Some studies show remote workers are promoted less frequently than office-based staff.
There are also risks around isolation, separating work from home life, and proving your value and productivity when not seen regularly in an office setting. While remote positions offer perks around flexibility and location freedom, there are some potential career and social downsides to weigh as well.
What to Look for in Remote Preference Job Descriptions
When evaluating a remote-friendly job posting, beyond assessing the standard responsibilities and qualifications, here are some additional factors to look for:
- What does it say about expected work hours and availability? Look for clarity around when remote staff should be online/responsive and time zone expectations.
- Is anything mentioned about remote onboarding, training, mentorship, etc? If not, ask about how new remote hires are supported.
- What hardware, software, tools, stipends, etc. are provided for home office setups? Look for specifics.
- Are there required meetings or events involving travel? Some remote jobs still have in-person components.
- What remote team building and social events are organized? Things like virtual coffee breaks help avoid isolation.
Focusing on these areas in the job description help assess how well the company supports its remote workforce. You want to ensure you’ll have what’s needed to be productive and connected as a telecommuter.
Questions to Ask About Remote Preference Roles
Here are some questions candidates should consider asking about open positions that state a preference for remote work or remote candidates:
- How frequently is remote staff generally required to come into office locations, if at all?
- What training and onboarding is provided for new remote hires?
- What success metrics are used to evaluate remote employees? How often is performance assessed?
- How does the company build culture, provide social connections, and avoid isolation for its remote workforce?
- What policies, guidelines, or expectations exist around remote employee work hours and availability?
- Is 100% remote long-term an option for this role or is eventual relocation expected?
Getting specifics from the interviewer or recruiter on topics like these allows you to further understand day-to-day experiences of current remote staff and feel fully confident this is the right flexible work arrangement for you before accepting an offer.
When Remote Preference Isn’t Ideal
While job postings highlighting openness to remote work arrangements can be a great fit for some, this type of role isn’t ideal for every candidate. Here are a few cases where a remote preference job may not be the best option:
- You’re an extrovert and thrive on in-person social interaction at work.
- You’re early in your career and would benefit from more hands-on mentoring.
- You struggle with unplugging after work hours when at home.
- You live in a tiny, distracting apartment not conducive to remote work.
- You don’t have strong self-motivation and productivity without office accountability.
- You become overly isolated and unhappy working solo too much.
Think carefully about how well you focus at home, your work style and personality fit, and career development needs when assessing remote-first roles to determine if the lack of office-presence will be a pro or con for you.
Perks of Remote Preference Jobs
Assuming remote work aligns with your preferences, skills, and lifestyle, some of the great perks of positions with a remote preference can include:
- No commute time – Get your time back without lengthy drives or public transit rides to an office.
- Location flexibility – Work from anywhere with reliable WiFi – at home or even travel for a change of scenery.
- Family time – Be around for your kids before and after school or care for other family needs.
- Cost savings – Reduce expenses on gas, car maintenance, public transport, childcare, parking fees, and work clothes.
- Improved focus – No office chit chat and fewer distractions can allow for deep concentration.
- Health benefits – Telecommuters experience less stress and get in more exercise on breaks.
While not every perk applies universally, remote roles can provide a lot of upside through flexibility and other benefits that enhance work-life balance and productivity.
Conclusion
At a high level, job postings that state a preference for remote work or remote candidates signal this is a position with the flexibility to be performed successfully outside of a traditional corporate office setting. Companies that open roles to remote applicants have the systems and policies in place to enable telecommuting and support distributed teams.
For candidates who thrive in self-starting environments with minimal direct oversight and engage well virtually, applying to remote-preference jobs opens access to a broader range of opportunities unconstrained by geographic barriers. However, the isolation and lack of face-to-face interaction in fully remote roles may be an adjustment for some.
Overall, the remote preference designation offers the clarity that a job truly can be done full-time from home or other non-office locations. For those seeking the benefits around schedule flexibility, family time, location freedom, and other telecommuting upsides, focusing on these types of transparently remote-friendly positions can help land the perfect work from home opportunity.