Job Listing Challenges: Remote, Hybrid, and Onsite Labels

By Brenda L. Peterson, The Layoff Lady

Onsite, Remote, and Hybrid Work Implications

One challenge during my most recent job search has been the newly added focus on work location. Specifically, the following labels have become more standard on job listings: onsite, hybrid, and remote.

While there are, indeed, many remote jobs available, I discovered first-hand that companies and job search sites are not necessarily aligned on what remote, hybrid, and onsite work arrangements mean. Let's dig a little deeper.

Remote Job Clarifications

Overall, a "remote" job could mean one or more of the following are true:
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• The candidate lives in the United States and can work from anywhere.
• The candidate lives in the United States and must work from their home.
• The candidate lives within a specific list of states where the potential employer is set up to conduct business.
• The candidate lives within a specific time zone.
• The candidate is willing to work hours in a specified time zone.
• The candidate lives within a specified distance from one of the company's physical office locations.
• The candidate lives in the metropolitan area of the company's headquarters.
• The company is "remote first" with no physical office location.
• The company is "remote-friendly," meaning there may be the option to work in an office location, a designated shared space, or fully remote.
• The company is "open to remote" and may consider a candidate who does not work in their office location.

Onsite, Remote, and Hybrid Roles in Practice

Regardless of the label, jobs may work differently in practice. Here are a few of the many possible scenarios:

• A company may label a job as remote, then later in the job description mention preferences for being onsite.
• A company may label a job as hybrid when it could more accurately be described as remote with some travel to the corporate office.
• A company may label a job as onsite or hybrid, and in the body of the job description, explain that they are also open to remote.
• A company may label a job hybrid, expecting people to be onsite (in the office) anywhere from never to 4 days per week. 
• A company may have an unstated preference for the location of employees.
• A company may not be clear about their ongoing thoughts on having workers return to the office or the timeline for that change.
• Many companies label roles as remote but do not clarify additional details about arrangements (which states, preferences for specific geographical locations).
• Companies may decide on a case by case basis where they prefer employees to be located or if they will be remote, hybrid, or onsite.
• Any of these designations may also include travel. 

Navigating Job Listings for Remote Roles

As a job seeker, knowing that companies may vary on how they list details in their job descriptions, here are a few strategies for navigating job listings:

• Review posted job openings for additional details on work arrangements. For remote roles, read the main job description and skim the listing for additional location restrictions (time zones, states, and proximity to a physical office).
• If you're on a job search site, find the job listing on the company's website. Sometimes they will include additional details on the specific states where they are able to hire and/or want to hire for a given position. 
• If you’re not sure if a company can do business in your state, use LinkedIn to search for employees at that company who currently live in your state. This would indicate that the company is legally able to hire someone in your state.
• Connect with and speak with someone at the organization and ask for additional clarification on work arrangements and remote work policies.
• If it’s unclear, reach out to a company recruiter to clarify details (or, if time is of the essence, apply first, then ask questions later).

Remote Work Implications: Locations and Pay

There are also a few other implications of remote work to keep in mind:
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• Salary ranges will be all over the board for the same role. For example, a title like "Training Manager" could have a salary of anywhere from $50,000 - $225,000 per year, depending on the location of the company's corporate office. 
• In addition, some companies adjust their salary ranges based on the candidate's geographic area, while others do not. 
• Even with pay transparency laws in some states, not all jobs list the salary range--even when they are now required to do so. 

Strategies for Remote Work Salary Conversations

Given these variations on how salaries work for remote roles, be sure to think through your financial requirements and how you will address questions about your desired salary:

• Identify your desired salary range overall. Use this range as a starting point for all conversations.
• Review posted salary ranges for the role. Make sure they at least meet your minimum salary.
• During the interview process, when a recruiter or hiring manager asks you for your desired salary range, answer that question with the question, “what is the salary range for this position?” This assures that you’re not selling yourself short.

Learn More

• The Layoff Lady: Interview Preparation: The Initial Phone Screen
• ​The Layoff Lady: I Just Got Laid Off--Now What? ​
• eBook: Seven Lessons From Seven Layoffs: A Guide by The Layoff Lady
• Paperback: Seven Lessons From Seven Layoffs: A Guide by The Layoff Lady