Return to Office: What Job Seekers Need to Know

You're three interviews deep with a company you love. The role is perfect, the team seems great, and then the bomb drops: "Oh, and we'll need you in the office Monday through Friday." Sound familiar?

Or maybe it's the opposite—you're told the role is "hybrid," only to find out later that it means working from home just one day a week. These surprises are happening to job seekers everywhere, and they're avoidable if you know what questions to ask.

The return-to-office (RTO) debate isn't just an employer issue—it's reshaping how you should evaluate opportunities, negotiate offers, and decide where you'll actually thrive. Here's what you need to know to navigate this landscape without getting blindsided.

Where Things Actually Stand Today

Let's cut through the headlines. Here's what the data really shows:

Hybrid has won. Among remote-capable employees, 55% are hybrid, 26% are fully remote, and just 19% are entirely on-site—a balance that's held steady since 2022 (Gallup).

Job postings reflect this reality. Fully in-person roles dropped from 83% to 63% in just two years, while hybrid postings nearly tripled from 9% to 24%. Fully remote roles ticked up to 13% (Robert Half).

The stakes are high for employers. A Stanford-led study found that 41% of employees would actively look for another job if required to return to the office full-time, and 14% would quit outright (ArchieApp). Companies know this, which is why most have settled into some version of hybrid.

What This Actually Means for Your Job Search

Here's how to use this information strategically:

Don't assume—interrogate

Every company defines "hybrid" differently. I work with candidates who accepted offers, thinking hybrid meant "mostly remote," only to discover it meant three mandatory days in the office. Ask: "When you say hybrid, what does a typical week look like?" Get specifics.

Know your non-negotiables before you interview

If commuting five days a week isn't an option for you, say so early. It's not being difficult—it's being strategic. You're saving everyone time and avoiding the awkward dance around an offer you can't accept.

Watch for red flags

• Vague answers about work arrangements ("We're still figuring it out.").
• Conflicting information between the recruiter and hiring manager.
• Phrases like "we expect people to be collaborative" when you ask about remote work (translation: we want you here).
• No clear policy on what hybrid actually means.

Ask questions that show you're strategic, not demanding

Instead of "Can I work from home?" try:

• "How do you measure productivity in hybrid roles?"
• "What does collaboration look like between remote and in-office team members?"
• "How do you ensure remote employees stay connected to company culture?"

These questions show you're thinking about success, not just convenience.

Address the Fear (Because We're All Thinking It)

Let's be honest: many candidates worry that asking about flexibility makes them look uncommitted or high-maintenance. Here's the reality—companies that are vague about work arrangements or get defensive when you ask are showing you exactly who they are. The right employer will appreciate that you're asking thoughtful questions about how you'll do your best work.

I coach job seekers through this conversation regularly, and here's what I've learned: the companies worth working for want to have this discussion upfront. They'd rather align expectations now than deal with turnover later.

How to Position Yourself in These Conversations

Frame flexibility as curiosity about their setup, then position yourself strategically:

Instead of: "Do you offer remote work?" Try: "How does your team handle collaboration—do you find people work better with a mix of in-person and remote time, or is there a structure that works best for you?"

Instead of: "I don't want to commute every day." Try: "I'm curious about your hybrid setup—what does a typical week look like for your team?" (Then once you understand their model: "That sounds like it would work really well for me. I tend to be most productive when I have both collaboration time and focused work time.")

Notice the difference? You're leading with curiosity about their setup, THEN positioning yourself as someone who would thrive in that environment.

One Surprise Worth Knowing

Here's something interesting: Gen Z is actually showing up in the office more than older generations. Workers under 24 average 3.1 days per week in the office, compared to 2.5–2.7 for older employees (Financial Times).

If you're early in your career, being strategic about in-office time could actually give you an edge in networking, mentorship, and visibility—something to consider as you think about what arrangement serves your goals.

Your Next Step

The return-to-office landscape has settled into a new normal, but that doesn't mean it's simple to navigate. The key is getting clear on what you need to do your best work—and being prepared to talk about it confidently.

Clarity about what you want will help you find the right fit faster. And when you do find that fit, you'll know it's based on honest expectations, not assumptions.

Next month, we'll explore another common job seeker situation that's tripping up even experienced candidates. Stay tuned.